What generally allows employees to claim remedies if they show unfair selection linked to union membership?

In the context of employment law, the ability for employees to claim remedies due to unfair selection linked to union membership is primarily supported by statutory restrictions. These statutory protections are designed to prevent discrimination against employees based on their union activities or membership.

When employees can demonstrate that their selection (for job roles, promotions, or other opportunities) was unfairly linked to their union membership, they can seek remedies under specific labor laws that protect their rights. These laws are put in place to promote fair treatment in the workplace and often reflect broader principles of freedom of association and labor rights.

The other choices do not provide the same level of protection against unfair selection. Redundancy refers to the situation where positions are eliminated due to operational needs, rather than any discriminatory practices related to union membership. Capability or qualifications focus on an employee's ability to perform a job rather than their union affiliations. Some other substantial reason typically pertains to legitimate business reasons for an employment decision but does not specifically address the issue of union-related discrimination. Ultimately, it is the statutory restrictions that empower employees to challenge unfair treatment based on their union involvement.