The Employee Free Choice Act (EFCA) gained headlines during the presidential election, President Barack Obama. EFCA increased attention when the law in both the Senate and the House of Representatives was on 10 Introduced in March 2009. But then, as the world's attention moved back into the economy, the excitement seemed to disappear from the focus on EFCA, but for all. But, given recent proposals to amend EFCA appears in its place more frequently, perhaps evenimminent.
Recently, several Democratic senators have to verify support for the elimination of the controversial provision map expressed. The card check provision would be a union recognized only if 50 percent plus one employee of the bargaining unit is an entitlement card to prove their desire characters that are represented by the union. Unlike conventional methods, no secret ballot election will be held.
If the card check provision deleted in a secret ballot electionwould remain. But the disadvantage is likely to be a dramatically shortened time period in which to educate employers on their employees about the pros and cons that can represented by a union. As is being discussed, would occur) in a secret ballot election shortly after the filing of an election petition (eg five to 10 days after filing the petition. In addition, the employer may be required to provide union with access to the premises. The removal of the card checkProvision may be sufficient to ensure the necessary extra votes to win a filibuster-proof majority.
The removal of the card check provision does not appear to the other two main components of EFCA: compulsory arbitration affects the interest if the parties voluntarily reach a first contract and enhanced civil penalties for unfair labor practices.
Employers should act quickly to prepare for the possible passage of EFCA.
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