HR Management & Compliance

EFCA: What’s All the Fuss About?

Yesterday, we shared some thoughts from Phillip Russell, Esq. of Constangy, Brooks & Smith, LLP on what the Employee Free Choice Act (EFCA) would mean for employers.

Employer advocacy groups have launched aggressive lobbying efforts to defeat the bill. On the other side, the AFL-CIO has put its full weight behind ensuring that the bill passes.

In a nutshell, EFCA would make it possible for labor unions to get certified as the employee representative by doing only a “card check”—meaning that more than half of the employees sign union membership cards.

Under current law, a union can only be certified as the employees’ representative if it wins a secret ballot election. In addition, the bill would require employers and unions to sign contracts quickly, and increase penalties for employers who coerce employees not to join a union.


Get the complete rundown on the “State of the Unions: EFCA and Beyond,” as well as 9 other can’t-miss topics, when you purchase the DVD library of the 2009 California Employment Law Update Conference. Learn more here.


Whether or not the bill is ultimately enacted, EFCA is a good reminder that an ounce of prevention is still better than a pound of cure.

In addition to seeking higher pay and better benefits, employees often look to labor unions when they feel that employers are unresponsive to workplace problems and employee concerns.

According to a 2006 poll by the Employment Law Alliance, 34 percent of workers surveyed said that poor communication from management was a factor in their decision to join a labor union. Inconsistent discipline was a motivating factor for 33 percent of the workers surveyed, and 29 percent said that management’s tendency to play favorites encouraged them to vote in favor of joining a union.

Despite the improving economy, employees are understandably concerned about potential job losses and more likely look to unions for security. If employers are also ineffective at resolving everyday workplace problems, the likelihood that unions will appear more attractive goes way up. The best way to help ensure that your employees are looking to you—not a union—is to have a solid plan for addressing workplace problems internally when they arise.

Get the Full Rundown on Unions, Recordkeeping, and More

November’s 2009 California Employment Law Update conference featured a great roster of speakers and an enjoyable opportunity to network with your peers from around the state. If you missed it, we’re offering you the next best thing to being there.

For just $349, you can order the full set of conference audio recordings and PowerPoint slides, conveniently packaged on DVDs. Sessions include:

  • Keynote Address: The Biggest Risks for HR in a Down Economy—and How to Protect Yourself
  • Legislative Update: The Federal Laws, Regulations, and Court Cases You Need To Know About
  • Make Yourself Heard: How To Align HR with Your Organization’s Business Strategy
  • Recordkeeping: Keep It or Toss It? Get Your System Up to Speed
  • Terminations: Handling Layoffs and RIFs the Smart Way in a Troubled Economy
  • Social Media Monitoring and Employee Privacy: How To Strike a Sane, Legal Balance
  • Problem Employees: Proven Strategies for Coaching and Counseling Poor Performers
  • Wage & Hour: Why Now’s the Time to Audit Yourself and Get Up to Speed
  • State of the Unions: EFCA and Beyond
  • Panel Discussion: 10 Tips for HR Success in Tumultuous Times

You’ll get over 13 hours of instruction from our expert speakers—some of the finest employment lawyers from around the state—that you can pop into your DVD player or CD-ROM drive and share with others at your organization. It’s in-depth yet cost-effective learning, on your schedule.

Don’t miss out on this unique opportunity to get yourself up to speed for 2010, at a fraction of the price you’d pay for even two hours of consultation with just one of our expert speakers. Order now—you’ll be glad you did.

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