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The Employee Free Choice Act would have amended the National Labor Relations Act in three significant ways. That is: section 2 would have eliminated the need for an additional ballot to require an employer recognize a union, if a majority of workers have already signed cards expressing their wish to have a union
At issue is the Employee Free Choice Act (EFCA), also known as Card Check, a union-backed Business groups are now bracing themselves for a new fight in Congress against the growing power of unions.
CUF has commissioned studies about workers and unionization and has been a key supporter of legislation aimed at curbing the influence of unions, such as the Employee Rights Act, while also lobbying against union-backed legislation like the Employee Free Choice Act. It has placed advertisements around the US that have been critical of unions.
He winced at the memory of Barack Obama shelving the Employee Free Choice Act, a bill to make union organizing easier, early on in his presidency. ... While inflation has been a global problem ...
The Employee Free Choice Act offers to make binding an alternative process under which a majority of employees can sign up to join a union. Currently, employers can choose to accept—but are not bound by law to accept—the signed decision of a majority of workers. That choice should be left up to workers and workers alone.
Among these was the Labor Management Relations Act of 1947 (commonly known as the Taft-Hartley Act), which among other things prohibited secondary boycotts and closed shops. [4] In 2009, the Employee Free Choice Act, another bill which would have amended the National Labor Relations Act, failed to pass. [5] [6]
A number of prominent companies have scaled back or set aside the diversity, equity and inclusion initiatives that much of corporate America endorsed following the protests that accompanied the ...
One difference is that Canadian law allows for card certification and first-contract arbitrations (both features of the proposed Employee Free Choice Act promoted by labor unions in the United States). Canadian law also bans permanent striker replacements, and imposes strong limits on employer propaganda."