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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
The Board will suspend the processing of an election petition if a "blocking charge" is filed, that is an unfair labor practice charge that, on its face, alleges unlawful conduct that, if true, might interfere with employees' ability to make a free and uncoerced choice of representative, reflecting the fundamental rights defined in NLRA section ...
The Bill would remove the present right of the employer to demand an additional, separate ballot where over half of employees have already given their signature supporting the union. [10] Secondly, the Bill would require employers and unions to enter binding arbitration to produce a collective agreement at latest 120 days after a union is ...
The current method for workers to form a union in a particular workplace in the United States is a sign-up, and then an election process. In that, a petition or an authorization card with the signatures of at least 30% of the employees requesting a union is submitted to the National Labor Relations Board (NLRB), who then verifies and orders a secret ballot election.
The National Labor Relations Board (NLRB), which was established in NLRA 1935 sections 3 to 6 (29 U.S.C. § 153–156), is the primary enforcer of the Act. Employees and unions may act themselves in support of their rights, however because of collective action problems and the costs of litigation, the National Labor Relations Board is designed ...
During the political fight over the Employee Free Choice Act, or “card check” legislation, Bensinger and Schubert suggested a third way to conduct elections that relied not on laws passed by the U.S. Congress but on a voluntary code of conduct that would be upheld by both organizers and management.
The Protecting the Right to Organize Act, also known as the PRO Act, [1] [2] follows a series of past legislation passed by Congress concerning labor rights. A number of landmark bills were passed during the New Deal period, including the Fair Labor Standards Act of 1938, which President Franklin D. Roosevelt considered one of the most important Acts of Congress at the time.
American Rights at Work (ARAW) was a U.S. self-described nonpartisan, nonprofit organization that advocates for workers and their right to form unions without interference. ARAW received funding from unions affiliated with both the AFL-CIO and the Change to Win coalition, but its board of directors and day-to-day activities are not controlled ...