What's At Stake?

Help 60 million workers gain a union.

Take Action Now on the Employee Free Choice Act:

http://www.unionvoice.org/campaign/Support_EFCA

Urge Your Representative to Co-sponsor the Employee Free Choice Act

Some 60 million U.S. workers say they would join a union if they could. But when workers try to gain a union voice on the job, employers respond with intimidation, harassment and retaliation. And our labor laws are too weak to stop them.

Your U.S. representative is not among the 201 who have taken a strong stand to restore workers’ freedom to form unions by co-sponsoring the Employee Free Choice Act. This measure would ensure that when a majority of employees in a workplace decide to form a union, they can do so without the debilitating obstacles employers now use to block their free choice.

Workers need our elected officials to fight for workers’ rights by co-sponsoring the Employee Free Choice Act. Failing to support the act sends a strong message to employers and workers—that ruthless employers can continue to block workers’ basic rights with campaigns of intimidation, coercion, harassment and even firings.

Please use this Labor Day season to send the following message now urging your U.S. representative to co-sponsor the Employee Free Choice Act.


Summary of Employee Free Choice Act

1. Certification on the Basis of Signed Authorizations
Provides for certification of a union as the bargaining representative if the National Labor Relations Board (NLRB) finds that a majority of employees in an appropriate unit has signed authorizations designating the union as its bargaining representative. Requires the board to develop model authorization language and procedures for establishing the authenticity of signed authorizations.

2. First-Contract Mediation and Arbitration
Provides that if an employer and a union are engaged in bargaining for their first contract and are unable to reach agreement within 90 days, either party may refer the dispute to the Federal Mediation and Conciliation Service (FMCS) for mediation. If the FMCS has been unable to bring the parties to agreement after 30 days of mediation, the dispute will be referred to arbitration and the results of the arbitration shall be binding on the parties for two years. Time limits may be extended by mutual agreement of the parties.

3. Stronger Penalties for Violations While Employees Are Attempting to Organize or Obtain a First Contract
Makes the following new provisions applicable to violations of the National Labor Relations Act committed by employers against employees during any period while employees are attempting to organize a union or negotiate a first contract with the employer:

a. Mandatory Injunctions: Provides that just as the NLRB is required to seek a federal court injunction against a union whenever there is reasonable cause to believe the union has violated the secondary boycott prohibitions in the act, the NLRB must seek a federal court injunction against an employer whenever there is reasonable cause to believe the employer has discharged or discriminated against employees, threatened to discharge or discriminate against employees or engaged in conduct that significantly interferes with employee rights during an organizing or first-contract drive. Authorizes the courts to grant temporary restraining orders or other appropriate injunctive relief.

b. Treble Back Pay: Increases the amount an employer is required to pay when an employee is discharged or discriminated against during an organizing campaign or first-contract drive to three times back pay.

c. Civil Penalties: Provides for civil fines of up to $20,000 per violation against employers found to have willfully or repeatedly violated employees’ rights during an organizing campaign or first-contract drive.

 

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