Card Ceck and Empolyee “Free” choice (EFCA)
Below are excerpts from James Sherk’s article in the Heritage Foundation website regarding the “Employee Free Choice Act”. The act does everything but giving employees any choice. It sure gives unions the power to intimidate employees who vote against joining them s and gives government agencies the power to force contracts on employers that do not settle a contract with the union within a certain period of time.
In a nut shell, it gives Unions much better chance to organize work places in which employees will vote for joining the union just to avoid intimidation and harassment. Then it puts the negotiation power in the hands of the union. All the union needs to do is to come with extreme demands, and drag its feet through the negotiations to exhaust the time allowed by the law. Then contracts will be imposed by government bureaucrats.
Card Check Creates Government-Run Workplaces
by James Sherk
The misnamed Employee Free Choice Act (EFCA) does more than effectively eliminate workers’ rights to a secret ballot vote on joining a union. Section 3 of EFCA gives government officials the power to impose contracts on workers and firms. Government bureaucrats would set compensation and make most major business decisions at newly unionized companies. The bureaucrats writing these proposals would have no expertise in the company’s operations or business model and would be unaccountable if their decisions drove the company into bankruptcy. Workers would lose all say over working conditions. EFCA would effectively create government-run workplaces.
Mutual Consent and Good Faith Bargaining…The end result is a contract that both sides can live with, even if they would have preferred different terms…If negotiations break down, the workers can strike or management can lock them out, but neither side must work under an unsatisfactory contract.
EFCA Imposes Contracts…Under Section 3 of the act (misleadingly titled “Facilitating Initial Collective Bargaining Agreements”)…EFCA provides that—after unions organize a business—the company has 10 days to meet with union officials to begin collective bargaining. After 90 days of bargaining, either party may request mediation by the Federal Mediation and Conciliation Service (FMCS). Thirty days later, if the parties have not settled on a contract or agreed to extend negotiations, the FMC…shall refer the dispute to an arbitration board established in accordance with such regulations as may be prescribed by the Service. The arbitration panel shall render a decision settling the dispute and such decision shall be binding upon the parties for a period of two years, unless amended during such period by written consent of the parties.
Bureaucrats Dictate Workplace Conditions…Unions would have strong incentives to make extreme demands and hope the arbitrator splits the difference between these demands and management’s position…Granting such a radical amount of power to an arbitrator puts control of workplaces in the hands of unaccountable government bureaucrats
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