From industry newsletters to CNN, we’re all being bombarded with news and updates about the Employee Free Choice Act (EFCA). The messages are increasingly politically charged, and in some cases, misleading. It’s becoming harder and harder for legal and HR professionals to filter through the hype and see how EFCA will really impact their organization.
If passed, EFCA would amend the National Labor Relations Act. It’s designed to make it easier for unions to organize employees, and to get quick pro-labor contracts. While it‘s unlikely that EFCA will pass in its current form, the momentum and support is in place to get a compromise version passed in the coming months – and President Obama has already said he’d sign it if it comes to his desk.
President Obama’s support of EFCA, his selection of outspoken union advocates to key government positions, his pro-labor nominations to the NLRB, and his recent issuance of three pro-labor Executive Orders, signal the new administration’s strong support of organized labor. Meanwhile, unions are waging anti-corporate campaigns designed to force employers to recognize unions without a secret ballot election, regardless of whether EFCA is signed into law.
In the face of these challenges, many employers are unprepared for the already increased activity by unions, and virtually every employer is a potential target of organizing. Most managers today have absolutely no experience answering basic employee questions about unions, dealing with a union organizing campaign or working in a unionized environment.
It all adds up to increased liability and significant management challenges, with or without EFCA passing. And if it does, the stakes are even higher.
During this live, interactive webinar, you will have the opportunity to have your specific questions answered from some of the nation’s pre-eminent experts on labor management relations, union organizing, and workplace compliance training.
Time: 11 am PT, 12 pm MT, 1 pm CT, 2 pm ET