The fact that no group or individual affiliated with the site sells financial products or services assures that information is unbiased and objectively presented.The Employee Free Choice Act is the name for several legislative bills on US labor law (H. If the Board finds that a majority of the employees in a unit appropriate for bargaining has signed valid authorizations designating the individual or labor organization specified in the petition as their bargaining representative and that no other individual or labor organization is currently certified or recognized as the exclusive representative of any of the employees in the unit, the Board shall not direct an election but shall certify the individual or labor organization as the representative described in subsection (a). This only happens when there is "a question of employee representation", or in other words, the result is contested (for instance, because the employer objects). Currently, the NLRA section 9(c) anticipates that after at least 30% of employees state their wish for union representation, a separate secret ballot will be held to confirm that the majority of employees want union representation. The effect of section 2 would have been that if a majority of employees at a workplace have already put their names on cards, there would have been no further requirement to confirm the union can represent them through an additional ballot.
The process of union decertification would not change under the Employee Free Choice Act, so an employer can voluntarily reject a union when a majority of employees sign decertification cards or otherwise demonstrate that they no longer want to be represented by a union, Section 3 of the Bill provided that following a union being certified, the union could require the employer to begin negotiations for a collective agreement within ten days. Second, the bill would have required employers and unions to enter binding arbitration to produce a collective agreement at least 120 days after a union is recognized. The bill would have removed the present right of the employer to demand an additional, separate ballot when more than half of employees have already given their signature supporting the union.The amount an employer is required to pay when an employee is illegally discharged or discriminated against during an organizing campaign or first contract drive would have become two times back pay as liquidated damages, in addition to the back pay owed, for a total of three times back pay.Currently, damages are limited to back pay, less any wages earned by an employee if they are hired by another employer.The results of the arbitration shall be binding on the parties for two years.The union and employer may agree to extend any deadlines or time limits. Section 2(a) of the bill would have allowed the recognition of a union for the purpose of exclusive collective bargaining with an employer if a majority of employees sign cards stating their wish that the union represents them. Third, the bill would have increased penalties on employers who discriminate against workers for union involvement.If the employer and union are unable to reach agreement within 90 days, either side may take the dispute to the Federal Mediation and Conciliation Service, which has provided mediation free of charge since 1947.If the FMCS is unable to bring the parties to agreement after providing mediation services for 30 days the dispute will be referred to arbitration.