Start Free meet and talk no credit card

Free meet and talk no credit card

The other exception is a last resort, which allows the NLRB to order an employer to recognize a union if over 50% have signed cards if the employer has engaged in unfair labor practices that make a fair election unlikely. Congress in 2005 and reintroduced in 2007 the EFCA provides that the NLRB would recognize the union's role as the official bargaining representative if a majority of employees have authorized that representation via card check, without requiring a secret ballot election.

According to a recent law review article, the National Labor Relations Board in its early days "certified on the record when there had been an agreement with the employer for card-check".

It adds that "in the final year before the Taft-Hartley Act was passed [in 1947], 646 representation petitions were informally resolved through the card-check procedure". Warren stated, "Almost from the inception of the Act, then, it was recognized that a union did not have to be certified as the winner of a Board election to invoke a bargaining obligation; it could establish majority status by other means...

Card check and election are both overseen by the National Labor Relations Board.

In both cases the employer never sees the authorization cards or any information that would disclose how individual employees voted.

The current process for organizing a workplace denies too many workers the ability to do so.

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.

People call the current National Labor Relations Board (NLRB) election system a secret ballot election — but in fact it's not like any democratic election held anywhere else in our society.