On March 10, 2009, the Employee Free Choice Act was introduced to grow the middle class and lift us out of the economic basement. The bill would restore the freedom of American workers to decide for themselves whether to join a union – without fear of harassment, retribution and job loss from employers eager to stop them. An alarming 25 percent of companies unlawfully fire pro-union workers, but current labor law is too weak to adequately punish these companies for doing it.
The Employee Free Choice Act is simple. It merely levels the playing field between regular workers and management in the following ways:
- Majority Sign-Up. Currently, there are two ways workers can win the right to union representation – through an election or majority sign-up. Employers now decide which option is used. The Employee Free Choice Act would give workers the power to choose.
- First Contract Mediation and Arbitration. In the private sector, 34% of union victories do not result in contracts, rendering choice meaningless. Under the Employee Free Choice act, if parties do not reach a contract within 90 days, either party can seek mediation. If there is no agreement after 30 days of mediation, the dispute will go to arbitration. The arbitration result will be binding for two years.
- Stronger Remedies when Employers Violate the Law. Private sector employers fire pro-union workers in 25% of all organizing drives and it often takes years to win back-pay or reinstatement. The Employee Free Choice Act would toughen penalties on employers.
