During a union organizing campaign, two employees eating lunch in the dining room asked other employees whether they would like to sign cards indicating their support for the union. The vice-president for HR was also eating lunch and observed the encounter. She approached the employees and said “I would like to make sure that you have all of the facts before you sign that card.” She went on to explain that the cards were “legal and binding” and that they would have to pay union dues if the union won an election. She also stated that there was no guarantee that the union would be able to obtain improvements in health benefits. The entire conversation lasted about eight minutes. In a second incident in the dining room, an employee was signing a union authorization card and a different HR manager came up and said that the employee “shouldn’t be signing things that she wasn’t sure about because what she was signing was something like a contract” and that the organizer was “probably promising something that [the union] wasn’t going to be able to give her.” Did these intrusions into the union organizing process violate the NLRA?