UWUA

EFCA Fight Moves To Congress

Dear UWUA Activist,

An important step toward restoring balance and fairness to our economy has been taken —the Employee Free Choice Act was introduced in the House of Representatives and the Senate.

Under EFCA, workers - not management - would be given the freedom to choose how they join a union - either through majority sign-up or secret ballot. It would also enact tougher penalties for employers who violate the law.

Now that the fight has moved to the halls of Congress, we need to take our campaign to the next level—and give more workers a shot at the American Dream.

Our friends in Congress have introduced EFCA, but our corporate enemies have countered us by committing $200 million dollars in a propaganda campaign to defeat it.

Why has Big Business made defeating EFCA their number one priority? Because they do not want to have to sit down at the table as equals with their employees and negotiate for wages, benefits and working conditions. It's as simple as that.

Congress will debate and vote on this important bill soon. Your senators and representative need to hear from people back home immediately—they’re already hearing from corporate interests.

There's no time to lose, email your representative and senators asking them to support the bill today.

With the most pro-worker Congress in years, and President Obama committed to the cause, this is our best chance yet to pass this bill. But it’s not a done deal. Corporations are twisting arms, spending millions on misleading ads and spreading lies and propaganda to block the bill. We’ve got to put pressure on members of Congress who haven’t signed on—and make sure those who support the bill stay strong.

Send your message today!

Send a letter to the following decision maker(s):
Your Congressperson
Your Senators

Below is the sample letter:

Subject: Support EFCA

Dear [decision maker name automatically inserted here],

I urge you to strongly support the Employee Free Choice Act to protect the rights of workers across our nation to establish and participate in a union without harassment or intimidation from employers.

I know how important it is for workers to be able to form unions in order to guarantee a decent standard of living, affordable health insurance, and a safe workplace. We need to rebuild the middle class, and the Employee Free Choice Act is the best way to do that.

Don't believe the lies that Big Business is spreading with their hefty bank accounts. The Employee Free Choice Act does not take away the secret ballot. In fact, it puts the decision back in the hands of workers. Currently, the employer gets to decide.

It is shameful that many employers routinely skirt the law by threatening and firing workers who want to form a union. Corporate America also employs stall tactics and delays when workers bargain for a first contract. We must have strong laws defending the basic freedom of workers to choose for themselves whether to form a union.

It's time to level the playing field. Workers need the protections that were eroded during the previous administration. The Employee Free Choice Act restores fairness to the system. I encourage you to co-sponsor and cast your vote in favor of the Employee Free Choice Act. As your constituent, I look forward to your timely response in regard to this issue.

Sincerely,

[Your Name]
Take Action!

Instructions:
Click here to take action on this issue


Tell-A-Friend:
Visit the web address below to tell your friends about this.
 Tell-a-Friend!


What's At Stake:

Employee Free Choice Act Bill Summary

(H.R. 1409 / S. 560),

The Employee Free Choice Act (HR.1409 /S.560) was introduced for the 111th Congress in the Senate on March 10, 2009 by Representative George Miller (D-CA) and Senator Tom Harkin (D-IA), Here is a summary of the bill's core provisions:

1.Certification on the Basis of Signed Authorizations

Provides for certification of a union as the bargaining representative if the National Labor Relations Board 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:

*Mandatory Applications for 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 that 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 that 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.

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

* 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.

For more information, click here.


Campaign Expiration Date:
December 12, 2009