One of the biggest misconceptions I have seen (although it could be purposeful misdirection) about the Employee Free Choice Act is that the Unions want this in order to get more money and have more clout. Nothing could be further from the truth.
EFCA is about employees being able to make the decision of what kind of vote they want when they are considering a union to represent them. Since 1935, there have been two ways to authorize a union in the workplace; majority sign-up or a National Labor Relations Board election process. These two choices will still exist under the new law, but the difference is that a majority of workers will decide the method rather than the employer.
I am not here to bash employers, quite the opposite. In my opinion, union representation makes things better for both the employee and the employer. However, let me cite some totally made up examples, based in fact, that happen when an employee or group of employees want to start a union in their workplace.
Fred works at a grocery store in Virginia. He and some of his co-workers are interested in starting a union, in order to ensure the rights of the employees in a variety of ways, and also to negotiate a living wage and decent benefits for himself and his family. Fred works at one of the chain stores that is not union, and compared his working conditions, pay and benefits to another employee at a union store.
Fred may or may not know his schedule very far in advance. He may only have a few days to adjust to a change in his schedule, such as working overnight or another change. Most times when he asks, he gets a schedule that allows him to visit the doctor, go on vacation with his family, and so on. In a union store, one of the working conditions may be that Fred knows his schedule a week in advance, and it cannot be changed without his approval.
Fred’s pay is about 30% less than comparable employees in a union store. Who couldn’t use more money in their paycheck?
Advancement and seniority at Fred’s store is not always taken as seriously as Fred and his co-workers would like. Management sometimes seems to promote ‘favorites’ or someone who works off the clock in order to gain favor with management. While working off the clock is against the Federal labor laws, Fred has seen it over and over again, how an employee will work sometimes 10-12 hours a day, while this employee’s performance is used to compare other workers to (such as Fred). Most union contracts have clauses that recognize seniority and longevity as a requirement for promotions or work assignments.
The current system ensures that employers get to choose which system of voting on union representation, not employees. It is not hard to believe that since the NLRB elections are not favorable to employees trying to organize a union, this method is the preferred choice of employers. Even in this ‘free choice’ atmosphere, 30% of employers fire pro-union workers, 49% of employers threaten to close a worksite, but only 2% actually do. Further, 51% coerce or bribe employees, and that includes outright lies, so they will oppose union efforts, 92% of employers force employees to attend mandatory meetings against the unions.
I guess my biggest question is to the workers out there is: Why protect your multi-billion dollar employer from paying you a decent wage with benefits? Is it loyalty? Do you really think that the owners of the company is going to miss the extra money if he pays you a living wage? Employees deserve to share in the success of a company. Of course, stockholders have something to say about this as well.
ATT, a large company, and a union company, seems to have no problem paying a reasonable wage and decent benefits to its employees. They undoubtedly have shareholders, who it seems are content with the partnership formed by the various unions at ATT and the company itself. There are many other examples.
Before we get bogged down in all the hyperbole being thrown around about EFCA, lets take a real look at it and find out what it can do for us in the working class.
Please take a few minutes and write or call your senator about this issue. The addresses and phone numbers are below.
Warner, Mark R.- (D – VA)
459A RUSSELL SENATE OFFICE BUILDING WASHINGTON DC 20510
(202) 224-2023
Web Form: http://warner.senate.gov/public/index.cfm?p=Contact
Webb, Jim- (D – VA)
248 RUSSELL SENATE OFFICE BUILDING WASHINGTON DC 20510
(202) 224-4024
Web Form: http://webb.senate.gov/contact/