During a union-organizing campaign at Portage Plastics Company, some members began wearing union buttons on the job. Because a button fell into a grinder and caused loss of material and because of the increasing division among the employees, the president of Portage prohibited the wearing of either union or nonunion badges at work. Other jewelry and hair attachments were still permitted even though such ornaments also had fallen into equipment and caused losses on prior occasions. Immediately after the president gave his order, a strike was started in protest. Was the company rule on union badges an unfair labor practice? Would it make any difference if the union agreed, after the order, that its members would not wear badges? (Portage Plastics Company v. International Union, Allied Industrial Workers of America, AFL-CIO, 163 NLRB No. 102)