During union solicitation in a nursing facility, what is the facility's administrator prohibited from doing?

The correct answer highlights a critical aspect of labor law concerning employee rights to engage in union-related activities. In a nursing facility or any workplace, employees have the right to engage in union solicitation during their breaks or off-duty time. This means that the facility's administrator cannot prohibit union solicitation in these time frames, as doing so would violate the National Labor Relations Act (NLRA), which protects employees' rights to organize and communicate about unions.

Employees are allowed to discuss union organization freely during their own time, and management generally has limited authority to interfere with these activities. It is essential for the facility's administrator to respect these rights, as any attempt to restrict union solicitation during lunch breaks or off-duty times would be seen as an infringement on employees' rights, potentially leading to legal repercussions.

This understanding underscores the importance of maintaining a fair and balanced relationship between management and employees when it comes to union matters, ensuring that the rights of workers to organize are upheld without undue influence or interference from administrators.