Check out this great video on the truth of secret ballots
We know the Employee Free Choice Act doesn’t take it away. We know, even if it did, Big Business wouldn’t care. It’s a red herring- plain and simple.
The Employee Free Choice Act is an amendment to the existing National Labor Relations Act [NLRA]. It does not change or amend the election process in any way.
- It does not amend, repeal or eliminate the NLRA election process, which is set forth in Section 9(c)(1)(A). This provision will continue unchanged.
- If the Employee Free Choice Act is enacted, a petition filed under Section 9(c)(1)(A), which meets the rules of that section, will still initiate an election process.
- According to the House Committee on
Education and Labor Report on H.R. 800, “[t]his section does not eliminate
the NLRB election process, which remains an option
for employees as it is under current law.” 2/16/07, pp. 25-26.
The NLRA always maintained and regulated two was for workers’ to form unions. Both an election and majority sign up have been endorsed by the National Labor Relations Board, the Supreme Court and Congress.
- (a) Election: Section 9(c)(1)(A) requires that a petition be filed which is supported by a significant number of workers in order for the NLRB to conduct an election; the employer cannot veto the election process; and
- (b) Majority sign-up: widely used and also governed and regulated by the NLRB, it requires that: (1) a majority of employees sign authorization cards or petitions indicating their choice for union representation; and, (2) their employer agree to recognize the union based on the majority support.
The Employee Free Choice Act will allow workers – not companies – to choose how they form their union by removing the veto power companies now have with the majority sign-up process.
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