31 Ways a Freelance Writer Can Increase Productivity (And Earn More Money)

Its your year to begin independent composition. Indeed, youve reflected on it finished lastly have ventured out turning into an independent author. However, theres one that that can hurt your odds at ever getting by as an independent author. Its the interruption. Interruption from individuals and web based life. Much following three years as an independent essayist, I despite everything need to prevent myself from jumping into Facebook or putting in almost no time on Pinterest. I realize that on the off chance that I permit myself that time, an hour will be squandered. Things being what they are, how would you increment your efficiency as an independent essayist? Lets take a gander at 31 different ways independent scholars can be increasingly beneficial and win more cash. 1. Have a Workspace This may appear to be a senseless thing, however there are an entire pack of consultants out there attempting to have a business on their sofas! It would be ideal if you dont do that. Make a devoted workspace to accomplish your customer work. My significant other works down the stairs in his office during the day, and I work upstairs in our room. These days you can get a work area and PC seat second hand or on the off chance that you are bootstrapping it work in your kitchen. Be cautious however. The tallness of your table when youre composing can destroy your hands and cause torment. Standing might be a superior alternative. 2. Have Your Necessities Near By Interruptions will crawl up when you need to leave your workspace to get a beverage of water or snatch a tidbit or get your telephone. Rather, choose in advance what necessities you have to have a profitable workday. For me, they are: Water bottle Barrette Earphones Organic product Pen Note pad At whatever point I enjoy a snappy reprieve, I have all that I need close by. 3. Tune in to Music Music improves your mind-set and gets you focussed. People groups minds will in general meander, and we realize that a meandering brain is miserable, Dr. Sood said. The majority of that time, we are concentrating on the blemishes of life. Music can take us back to the current second. Tuning in to music encourages you review quicker and accompany progressively content thoughts. I despite everything tune in to a similar collection at whatever point I compose for my customers. I have molded my cerebrum to connect this music with composing, and when I hear it, I am in my composing zone. What's more, whats progressively significant, the sort of music you tune in to Baroque music improves focus and efficiency. 4. Utilize a Productivity App In the event that old style music isnt your thing, attempt an application: Brain.fm Coffitivity [emailprotected] Mind Upgrade 5. Make a Habit The best thing you can accomplish for your independent composing is to make it a propensity for composing each day! At the point when you compose each day, you become a superior essayist, figure out how to enhance your time better and be increasingly productive with your learning. Be that as it may, how might you compose each day on the off chance that you work 40+ hours seven days that drains the inventiveness out of you when you get back home? To begin with, decompress with whatever you have to do invest energy with the kiddos outside, bicycle ride, shower, TV, music, books, and so forth.. At that point, read a blog entry or two to slip yourself into the composing mode. From that point, get your necessities and compose anything like: A Tweet A LinkedIn post A Facebook post Your plan for the day on Trello A layout of an example piece A blog entry (dont have a blog? Start one here!) React to an email you got Your independent composing pitch A visitor post 6. Get Dressed This is for the homemakers like me ðÿ™‚ I will in general parlor around in my great yoga jeans and sweatshirt. In any case, guess what? At the point when I look sloppy, I feel tacky. What's more, this destroys my innovativeness. In this way, I found that on the off chance that I simply improve my dressing you know, more pleasant yoga pants and a more pleasant downy or wrap contingent upon the climate and a bit of cosmetics that my innovativeness shoots through the rooftop! Also, despite the fact that I advance writing in your pjs (in light of the fact that that is actually the best!), just do that sometimes ðÿ™‚ 7. Evacuate Distractions To be increasingly gainful as an independent author, take a stab at evacuating the most diverting pieces of your day. For instance, online networking is a HUGE interruption for me. As an approach to restrict that interruption I can expel my Facebook news source. Also, that is another motivation behind why I tune in to music so I dont hear the doorbell ring or my significant other in the kitchen preparing his lunch. 8. Have a Work Schedule and Stick to It Working for yourself will feel very freeing. Taking that break in the day will be thrilling. It was for me! In any case, I learned I wasnt as beneficial as I could be on the off chance that I had a timetable to follow. Presently I do. My timetable has changed throughout the years, however for the present, its: 8-9 am tasks + prepare twins and off to class 9 am-12 pm Email, customer work, blog entries, Pinterest illustrations 12-1 pm lunch + tasks 1-3 pm Client work, learning time, blog entry composing, web-based social networking 3-8 pm errands + family and child time, dinner, shower, bed for twins 8-11 pm Blog post composing, course exercises 9. Plan Out Your Projects Something independent scholars need to know is the means by which to structure a blog entry. I go into this in Write Your Way to Your First $1k, yet for the present moment, what I can make reference to will be to take a shot at the center pieces of a blog entry or whatever your task is. For instance, if a customer needs a blog entry, I would try to chip away at: Feature Snare (presentation) Subheading focuses CTA Screen captures of what Im discussing Source joins At the point when you have an arrangement of how you handle your activities, youll work quicker by and large. 10. Compose When the Kids Nap For the mothers out there, no house keeping during snooze time! This is the time you have to chip away at your independent composing business. I know, its extreme when youre gazing at a sink loaded with dishes or a can brimming with clean clothing. At the point when my twins snoozed, I did as much as Possible with them alert. My twins delighted in investing energy with me helping me sort the clothing and playing with the pots and skillet while I set the dishes aside! I was less liable, at that point, when they did at long last snooze, that I could get an opportunity to secure independent composing positions. Make sense of what works for you. On the off chance that that implies just working during rest times 3x per week, that is better than working during the periphery hours of the day. 11. Utilize the Pomodoro Technique The Pomodoro strategy is a lifeline for work at home mothers with minimal ones! Kids have a limited capacity to focus, so in the event that you can work when they are playing and, at that point enjoy a reprieve when your kids lose center, its a success win in the house. The Pomodoro strategy goes this way: Work continuous for 25 minutes (I did it for 20 minutes as my twins were little at that point) Take a 5-minute break ( I took a 10-minute break to do a movement with my twins) Work continuous for 25 minutes Rehash Do a couple of lumps of this and afterward enjoy a more extended reprieve 25 minutes to 1 hour relying upon your requirements. This is an adaptable calendar that you can adjust and it works! It keeps you concentrated on what you have to do during that time. 12. Conceal Your Phone Im going to age myself here, however after my twins were conceived and I began independent composition, I lost enthusiasm for my telephone. Prior to twins, I utilized my telephone continually in light of the fact that I worked outside the home and my better half and I would wander out around the town. Yet, with twins, I remained at home more and since I independent compose, I dont adventure out so a lot (albeit since the twins are more seasoned, we are going out additional). Along these lines, in the event that you live by the telephone, have a go at moving it to another room while you accomplish your work. It will be hard I know, however trust me, you wont implode without your telephone! 13. Drink Copious Amounts of Coffee Espresso is my bad habit. On awful days I can drink up to three cups. Its not useful for the nerves, however espresso can assist you with being increasingly beneficial. You are progressively caution, and you can follow up on your activities simpler. Along these lines, on the off chance that you can, start your composition with some espresso. 14. Computerize Parts of Your Business I love my business instruments! They assist me with smoothing out my business, increment my work creation and abatement my pressure. I feel that piece of the interest in your business ought to go to devices and administrations. My main three are: Tailwind for mechanizing my sticking technique ConvertKit to develop my email list Contena to assist me with securing independent composing positions rapidly (as this mom has NO an ideal opportunity to look through innumerable employment sheets) 15. Make Templates At the point when I compose my substance pieces, I for the most part follow a format. This equitable makes composing simpler and quicker. You can likewise make formats for your pitches. As another independent author, youre going to hustle hard and pitching frequently. As an approach to boost your time, you can make a standard layout for your pitch messages. I dont propose you send a similar pitch to various bids for employment. Rather, use it as a structure to compose a customized pitch. You can draft one up in Evernote or Google Doc or your scratch pad. Simply have it helpful when its opportunity to pitch. 16. Make a Swipe File A swipe record is where you store: Reference locales Greeting pages Deals pages Blog entries Screen captures of online life posts Business sites You can spare whatever you like as long as its a method to support your independent composition (and spare you time). For instance, I have a swipe document of deals page duplicate. I like to see different deals page and their duplicate strategies to assist me with my business page duplicate. Thus, you can swipe blog entries that you discover elegantly composed or have great sources. 17. Mass Your Blog Post Content At the point when I have a huge lump of time, I like to beef up my substance. This implies I pre-compose a few blog entries for my blog. On the off chance that you have a blog as an approach to assist you with landing customers, you can go through a day or two composing blog substance and dribble this substance out more than a while. In my first year as an independent author, I had a full plate of customer work. Be that as it may, I needed to keep on developing this blog, Elna Cain. In this way, I inquired as to whether they might want to add to a blog entry. I met a few independent essayists, and this helped me get content on this blog for an entire month or more. 18. Track Your Time Do you realize that in the event that you just tr

North Face Free Essays

string(68) papers after the budget reports and conclusion has been issued. Task 2: North Face Auditors are confronted with the exceptionally troublesome assignment of guaranteeing the general population, that as they would like to think, the fiscal reports of their customers are precise and liberated from any material errors. The issue is that materiality is an emotional figure. In the North Face case an insignificant income acknowledgment passage wound up being material when exacerbated with extra misquotes. We will compose a custom exposition test on North Face or then again any comparable subject just for you Request Now North Face was the culprit of the purposeful misquotes yet they were disguised by the Deloitte review consultant, Richard Fiedelman. Fiedelman permitted extra non-conspicuous income to be posted and changed/supplanted the first working papers that announced the first material error. (Knapp, Rittenberg, Johnstone, Gramling, 2012) Several proper accounting rules (GAAP) and for the most part acknowledged examining norms (GAAS) were disregarded (In the Matter of Richard Fiedelman, 2003) bringing about declining stock costs and Security and Exchange Commission (SEC) sanctions. SEC Sanctioned Richard Fiedelman The SEC requires the all registrant working papers be investigated by an accomplice that isn't appointed to the commitment. At the point when the Deloitte agreeing accomplice found the errors and misquoted income they researched further prompting the survey and a definitive disclosure of the changed working papers. North Face’s review advisory group at that point held a subsequent bookkeeping firm to examine the bookkeeping records which prompted the SEC endorsing Fiedelman. (Knapp, Rittenberg, Johnstone, Gramling, 2012) 1. The SEC endorsed Richard Fiedelman for neglecting to report the progressions that his subordinates had made in 1997 North Face work papers and for neglecting to practice due expert consideration. Clarify the SEC’s objective in making every one of these charges. The SEC found that Fiedelman abused GAAP by permitting acknowledgment of net revenue on the subsequent trade change and disregarded GAAS 150, 230, 326, and 338. (In the Matter of Richard Fiedelman, 2003) Failing to Document Work Paper Changes Per the few GAAS infringement the SEC was more right than wrong to endorse Fiedelman for neglecting to archive the progressions made to North Face working papers. AU 338 (339A) coordinates reviewers on the significance of working papers. Working papers are the â€Å"principal record of the work that the evaluator has done and the ends that are reached concerning critical issues. † (Public Company Accounitng Oversight Board, 1982) The working papers help safeguard that the review commitment has been appropriately arranged and enough administered. It is likewise the record of the review proof and strategies applied to the review. Fiedelman additionally abused Auditing Standard No. 3 which is evident that any progressions must be recorded. â€Å"Circumstances may expect increases to review documentation after the report discharge date. Review documentation must not be erased or disposed of after the documentation fruition date, nonetheless, data might be included. Any documentation included must demonstrate the date the data was included, the name of the individual who arranged the extra documentation, and the purpose behind including it. † (Public Accounting Oversight Board, 2004-06) When Fiedelman amended the 1997 work papers without the best possible documentation he disregarded Standard No. 3 defending the SEC authorization. Neglecting to Exercise Due Professional Care Fiedelman disregarded AU 150 and AU 326, neglecting to execute due expert consideration. AU 150 states that â€Å"due proficient consideration is to be practiced in the exhibition of the review and the arrangement of the report. † (Public Accounitng Oversight Board, 2001) AU 230 clarifies that due expert consideration is â€Å"employments where impossible to miss ability is imperative, in the event that one offers his administrations, he is comprehended as holding himself out to general society as having the level of aptitude regularly controlled by others in a similar work, and if his pretentions are unwarranted, he submits a types of misrepresentation upon each man who utilizes him in dependence on his open calling. † It states anyway that nobody is liberated from mistake. Due expert consideration doesn't plan work to be liberated from mistake yet liberated from carelessness. (Open Accouniting Oversighe Board, 1972) Fiedelman disregarded the due expert consideration standard when he permitted the error and edge acknowledgment to be posted. The error was at that point noted however he himself ought to have known that the edge was not allowed and that the misquote ought to have been adjusted. It is likewise worried that the expanded deals from $90,000 to $3. 9 million was not examined all the more completely, again showing Fiedelmans absence of due expert consideration. Fiedelman additionally abused AU 326 Evidential Matter. With the infringement of such a significant number of evaluating principles the SEC had no other decision however to authorize Fiedelman. (Knapp, Rittenberg, Johnstone, Gramling, 2012) If there is no discipline for changing working papers evaluators would fear no repercussions and they would adjust the papers at whatever point they needed lessening the public’s affirmation of fiscal summary exactness SEC’s Punishment The SEC rebuffed Fiedelman by suspending him from being engaged with reviews of SEC customers for a long time. 2. Take a situation on the seriousness of the SEC’s discipline of Richard Fiedelman of a multi year suspension on being associated with the reviews of SEC customers, bolster your position. The discipline was reasonable. The obligation of an examiner is to safeguard budget report clients that they are liberated from any material misquotes. For this situation Fiedelman settled on a cognizant decision to permit North Face to post edge that ought not have been acknowledged, per GAAP. Fiedelman ought not be permitted to rehearse with an open bookkeeping firm until the SEC feels that he won't permit similar errors to happen once more. In the Matter of Richard Fiedelman, 2003) In request to safeguard the open that the inspecting calling is solid this sort of discipline is vital. Each case ought to be investigated on an individual premise and if there is any inquiry that the evaluator will keep on permitting misquotes they ought to be suspended from being engaged with SEC customers. Adju st Client Work Papers The PCAOB has unmistakable directions that any increments or changes to review documentation after the discharge date should be recorded. 3. Expecting that you are a review director in an open bookkeeping firm. The commitment accomplice requests that you change customer work papers after the fiscal summaries and sentiment has been given. You read North Face in classification Exposition models Determine what you would do in this circumstance. Give your method of reasoning. On the off chance that the accomplice isn't requesting that I shroud the change and the adjustment is essential, per GAAP or review principals, at that point I would make the alteration. In the event that the customer accomplice is requesting to have the papers adjusted without documentation, or the change ought not be done, I would not alter the work papers. Examining standard No. 3 obviously expresses that any alteration should be reported. Open Accounting Oversight Board, 2004-06) In the North Face case it doesn't show the staff that modified the work papers were criticized, (Knapp, Rittenberg, Johnstone, Gramling, 2012) anyway as a trough on the off chance that it is found that you changed work papers without documenta tion or need, regardless of whether there were no lawful repercussions, it would hurt your notoriety and at last influence your profession. The choice investigation structure could be utilized in deciding whether it is important to inform another review accomplice or the customer review panel about the solicitation. I would not adjust the papers yet in the event that nobody is made mindful of the advisor’s demand they may get another person to change the work papers. For this situation profound quality and morals ought to be sufficient to keep a trough from changing work papers, yet it assists with having disciplines set up to help hinder exploitative activities. Materiality Public bookkeepers by and large utilize subjective examination to decide the fitting degree of material errors. 4. Assess the act of â€Å"materiality† utilized by open bookkeeping firms and how bookkeeping firms should address it with customers. Materiality depends on the supposition a sensible speculator would not be impacted in venture choices by a vacillation in overall gain not exactly or equivalent to 5%. This â€Å"5% rule† remains the major reason for working materiality gauges. † (Vorhies, 2005) Since materiality depends on the way that financial specialists would not be impacted when unim portant misquotes are found, if the quantities of insignificant errors are little they won't forestall an unfit review conclusion. Huge misquotes and countless little errors that could be viewed as one error should be adjusted before an inadequate feeling can be given. Since all misquotes are introduced to the board and the review advisory group, how the errors should be tended to ought to be examined with them around then on. In the event that they will not make the adjustments the evaluator should decline to give an inadequate review supposition. (Vorhies, 2005) It is essential to recall that each misquote should be broke down for materiality. A little error may not appear to be important yet might be a sign of a bigger total or future misquote. (Open Coumpany Accounting Oversight Board, 2010) North Face Management Auditors are not required to condemn key choices made by their customers supervisory group, that doesn't mean they ought not use due expert consideration while breaking down administration conduct. 5. North Face’s supervisory crews were reprimanded for vital botches that they made over

Employee Free Choice A?t Guid? f?r Beginners

Employee Free Choice A?t Guid? f?r Beginners “Wh?n I’m president, w? will have an Em?l???? Free Ch?i?? A?t, ?nd I will sign it and I will w?rk for it”. S?n. Hill?r? R?dh?m Clint?n, D?tr?it AFL-CIO T?wn H?ll (June 9, 2007) Th? r?l?ti?n?hi? between ?m?l???r ?nd ?m?l???? i? some w?rth unbalanced. Em?l???r? u?u?ll? ???m t? h?v? m?r? ??w?r.Th?? h?v? th? ?bilit? t? hir? ?nd fir? ?m?l?????. S?m?tim??, ?r r?th?r m??t tim??, th?? also have th? right to m?k? ???m?nt? to ?m?l????? ?ll within a limit?d ?x???ti?n im????d by legislation ?r ?ubli? ??li?? and im?li?d b? the ?m?l??m?nt contract.L?b?ur uni?n? redress this b?l?n??, or l??k ?f it b? ?ng?ging in collective bargaining ?nd organizing unit?d ??ti?n t? ?r?t??t w?rk?r?’ right? ?nd ???ur? high?r wages and ?th?r ??n??rn?.But now, th? fr??d?m t? f?rm a uni?n h?? b???m? a d?m??r?ti? right that is under attack. T?? many w?rk?r? ?r? prevented from fr??l? choosing to band t?g?th?r in a uni?n to b?rg?in ??ll??tiv?l? with their employer on w?rk?l??? i??u??.M?r? than h?lf ?f ?ll workers in th? Unit?d St?t?? say th?? would v?t? to j?in a uni?n if they ??uld, but uni?n membership in th? ?riv?t? ???t?r is l??? than 8 ??r??nt today-down fr?m ?n?-third ?f private ???t?r w?rk?r? in the middl? ?f th? 20th ??ntur?-b???u?? existing laws make f?rming a union a H?r?ul??n task th?t few w?nt t? und?rt?k?.Th? Em?l???? Free Ch?i?? Act is a ??n?ibl? reform th?t w?uld protect w?rk?r?’ right t? join together in uni?n? ?nd make it harder for m?n?g?m?nt t? thr??t?n w?rk?r? ???king to ?rg?niz? a uni?n, but ??n??rv?tiv?? ?r? w?ging w?r ?g?in?t th? bill.The Employee Fr?? Choice A?t w?uld r??t?r? b?l?n?? to the union ?l??ti?n ?r????? b? allowing workers the ?h?i?? t? ?rg?niz? a uni?n thr?ugh a ?im?l? m?j?rit? ?ign-u? ?r?????-? system th?t w?rk? well ?t th? ?m?ll numb?r of workplaces th?t choose to ??rmit it, r?i?ing ??n?lti?? wh?n th? l?w i? vi?l?t?d and ?r?m?ting productive fir?t ??ntr??t negotiations with a m?di?ti?n ?nd ?rbitr?ti?n ??ti?n.“T?d??, a m?j?rit? ?f th? S?n?t? stood up t ? make it easier f?r w?rk?r? t? j?in a union. A minority ?f ??n?t?r? ?h?w?d whi?h ?id? they ?r? ?n b? blocking th? bill t?d?? but th?? w?nt b? ?bl? to block it f?r?v?r. When Im ?r??id?nt, we will h?v? ?tr?ng, f?ir labor l?w?”. S?n. J?hn Edw?rd?, ?t?t?m?nt released to St?t?? N?w? S?rvi?? (Jun? 26, 2007)WHAT IS THE EMPLOYEE FREE CHOICE ACTIn th? ?im?l??t ?f t?rm?, th? ??t i? basically t?lking ?b?ut giving ?m?l????? m?r? power ?nd ability to d??id? ??m? ?f th?ir faith. Th? Em?l???? Fr?? Ch?i?? A?t 2010 was a bill that was intr?du??d into b?th the House ?nd the S?n?t? ?f th? Unit?d St?t?? C?ngr??? ?n M?r?h 10, 2009.Th? point of th? bull was t? fix th? N?ti?n?l Labour R?l?ti?n? Act in order to create ?n ?ff??tiv? ???t?m t? ?ll?w ?m?l????? t? join, f?rm, ?r help l?b?r organizations, ?nd to ?ll?w f?r m?nd?t?r? ??n?ti?n? in r????n?? to unfair labor ?r??ti??? during ?ff?rt? t? ?rg?niz?, ?r other reasons.If the bill f?r th? Em?l???? Fr?? Ch?i?? A?t 2010 h?d ?????d, it w?uld h?v? ??rmitt?d a union to g?in a ??rtifi??ti?n ?? the ?uth?riz?d union to n?g?ti?t? with an ?m?l???r if th? uni?n ?ffi?i?l? gather ?ign?tur?? ?f the majority ?f th? w?rk?r?.Th? Em?l???? Fr?? Choice Act w?uld have r?m?v?d th? ?urr?nt right ?f th? employer to r??u??t a supplementary, di?tin?t b?ll?t wh?r? m?r? th?n h?lf ?fTh? AFL-CIO ?nd ?th?r leading unions b?li?v? that EFCA i? a necessary r?f?rm f?r thr?? reasons:The ?urr?nt process f?r f?rming uni?n? â€" NLRB elections â€" i? b?dl? br?k?n,Remedies f?r NLRA violations d? not adequately deter ?m?l???r unf?ir l?b?r practices, andEv?n if a uni?n win? recognition, the good faith b?rg?ining requirement i? not enough t? ?n?ur? a contract is ?r??t?d.Th? second im?li??ti?n ?f th? Employee Fr?? Ch?i?? A?t 2010 was that employers ?nd uni?n? w?uld be required t? g? int? binding ?rbitr?ti?n in ?rd?r to ?r?du?? a ??mbin?d ?gr??m?nt before 120 d??? ?ft?r a uni?n h?? gained.L??tl?, the Employee Fr?? Choice A?t w?uld have ?nl?rg?d th? penalties on ?m?l???r? who ?h?w di??rimin?ti?n against w?rk?r? th?t are involved in a uni?n.Wh?t are th? benefits of unions?Uni?n? r?i?? wages and b?n?fit? f?r th?ir m?mb?r?. When uni?n? ?r? ?tr?ng and able t? r??r???nt th? ????l? wh? w?nt t? j?in th?m, th??? g?in? spread thr?ugh?ut th? economy; n?n-uni?n companies in?r???? th?ir w?g?? and all w?rk?r? h?v? m?r? purchasing power, producing a “virtuous ?ir?l? ?f ?r????rit? ?nd j?b?,” according t? Univ?r?it? ?f C?lif?rni? ?t Berkeley Pr?f????r H?rl?? Sh?ik?n.Uni?niz?d workers also ?r?vid? a counterbalance on un?h??k?d CEO gr??d ?nd ?r?m?t? gr??t?r income equality. A Center f?r Am?ri??n Pr?gr??? r???rt found that strengthening uni?n? i? critical to r?du?ing ??v?rt? in th? Unit?d St?t??.Unions giv? w?rk?r? a gr??t?r voice at w?rk and in ?ur democracy. On the j?b, unionized nur??? h?v? b??n ?bl? t? work with h???it?l? t? im?r?v? staffing levels ?? that ??ti?nt? receive ?u?lit? care, ?nd firefighters h?v? b??n ?bl? t? im?l?m?nt new ??f?t? ?r?gr?m? t? reduce on-t he-job fatalities.Unions h?l? people ??rti?i??t? in g?v?rnm?nt and ?ignifi??ntl? in?r???? voting r?t??, ?????i?ll? f?r n?n-whit? ?nd non-wealthy v?t?r?. F?r ?v?r? 1 percent in?r???? in union d?n?it?, v?t?r turnout in?r????? by .2 to .25 percent.What will EFCA provide?Th? Em?l???? Fr?? Ch?i?? A?t remedies th??? problems in thr?? ????ifi? w???:1. R?m?v?? Curr?nt Barriers th?t Prevent Workers from F?rming Uni?n? t? B?rg?in C?ll??tiv?l?Requires th?t wh?n a m?j?rit? ?f ?m?l????? h?? ?ign?d authorizations designating the union ?? it? b?rg?ining representative, the union will b? ??rtifi?d b? the Nati?n?l Labor R?l?ti?n? B??rd (NLRB). R??uir?? th? B??rd t? d?v?l?? model authorization l?ngu?g? and ?r???dur?? f?r ??t?bli?hing th? v?lidit? of ?ign?d ?uth?riz?ti?n?.Changes the ?urr?nt corporate-dominated r??r???nt?ti?n process th?t ?n??ur?g?? companies t? ???r?? ?nd intimidate w?rk?r? wh? ???k to form a uni?n and ?r???ur? them to influ?n?? th?ir choice.FACT: Th? current ?r????? i? n?t ???r?t or democraticOft?n, management has ?lr??d? l??rn?d wh?r? ?m?l????? ?t?nd b?f?r? the “???r?t b?ll?t” vote t?k?? ?l???.M?n?g?m?nt u??? one-on-one m??ting?-?ft?n ??ndu?t?d by w?rk?r?’ dir??t ?u??rvi??r, the ??r??n with th? most ??ntr?l over th?ir job-to intimidate w?rk?r? ?nd determine th?ir support f?r uni?niz?ti?n. Union bu?ting consultants instruct ?u??rvi??r? t? g?ug? ?m?l?????’ ?u???rt f?r a uni?n based on th?ir r???ti?n? during these m??ting? and u?? grading systems t? track ?m?l???? ?u???rt for the uni?n. Employees do n?t h?v? th? l?g?l right t? refuse to discuss th? issue. Thu? th? “secret ballot” for m??t w?rk?r? i? anything but ???r?t, ?in?? their v?t? w?? kn?wn l?ng before th?? ?t????d int? th? polling b??th.A former ?nti-uni?n ??n?ult?nt wrote th?t he w?uld often ?r??t? a $100 ?riz? f?r th? ?u??rvi??r? who m??t ???ur?t?l? ?r?di?t?d th? number of anti-union v?t??, r???rting that: “In ???l ?ft?r pool the ?u??rvi??r? were astonishingly ???ur?t?.”The ?urr?nt ?l??t i?n ?r?????, governed b? th? N?ti?n?l Labor Relations B??rd, is n?t d?m??r?ti? ?nd f?il? ?n ?lm??t ?v?r? single measure ?f b??i? f?irn???. NLRB ?l??ti?n? m?r? ?l???l? r???mbl? th? sham “elections” ?f one-party states than ?n?thing w? w?uld ??ll Am?ri??n d?m??r???.In NLRB ?l??ti?n?, ??rti?? do n?t have ??u?l ?????? t? v?t?r?, ??u?l ?????? to th? m?di?, ?r fr?? speech f?r b?th ??ndid?t?? and voters.M?n?g?m?nt i? ??rmitt?d to plaster th? workplace with ?nti-uni?n inf?rm?ti?n, d?m?nd workers ?tt?nd m?nd?t?r?, ?n?-?n-?n? m??ting?, ?nd ?v?n “?r?di?t” -but n?t “thr??t?n”- that uni?niz?ti?n will f?r?? th? ??m??n? t? ?l??? its d??r?.M??nwhil? ?r?-uni?n ?m?l????? ?r? banned from t?lking about forming a uni?n except wh?n th?? are on br??k time ?nd from di?tributing ?r?-uni?n information ?t w?rk except wh?n th?? are b?th ?n br??k tim? ?nd in a br??k room. Uni?n organizers are b?nn?d fr?m ?v?r ?nt?ring th? w?rk?l??? or even accessing ?ubli?l? u??d but ??m??n?-?wn?d spaces, ?u?h ?? ?? rking lots, ?t any tim?, for any reason.Firm? ?ft?n ?r?v?nt w?rk?r? fr?m ?v?n h?lding ?n NLRB ?l??ti?n.Th? number of NLRB r??r???nt?ti?n ?l??ti?n? h?? fallen t? it? l?w??t level in ?v?r h?lf a ??ntur?.Uni?n avoidance ??n?ult?nt?-?m?l???d b? m??t ??m??ni?? facing the ?r?????t ?f a uni?n election-counsel corporations t? conduct ?n ?ggr???iv?, intimid?ting ?ff?n?iv? as soon ?? w?rk?r? b?gin di??u??ing uni?niz?ti?n. “Winning ?n NLRB election und?ubt?dl? is an ??hi?v?m?nt; a greater ??hi?v?m?nt i? not h?ving ?n? at all!” advises law firm, J??k??n L?wi?.2. Gu?r?nt??? W?rk?r? a C?ntr??t Wh?n They F?rm a N?w UnionProvides th?t wh?n an ?m?l???r ?nd newly f?rm?d uni?n are unable t? bargain a first ??ntr??t within 90 d???, either ??rt? ??n r??u??t m?di?ti?n b? the F?d?r?l M?di?ti?n ?nd Conciliation S?rvi?? (FMCS).If n? ?gr??m?nt h?? been r???h?d ?ft?r 30 d??? ?f mediation, the di??ut? i? r?f?rr?d t? binding ?rbitr?ti?n.All time limits can b? ?xt?nd?d by mutual ?gr??m?nt. This ?h?ng? ?limin ?t?? current in??ntiv?? for ?m?l???r? to delay ?nd stall n?g?ti?ti?n? ?nd will dr?m?ti??ll? r?du?? th? d?l??, fru?tr?ti?n ?nd animosity g?n?r?t?d b? th? ??m??n?-d?min?t?d ???t?m.3. Strengthens Penalties against C?m??ni?? whi?h Br??k the L?w During Org?nizing C?m??ign? ?nd Fir?t C?ntr??t NegotiationsC?m??n? violations h?v? become epidemic in large ??rt b???u?? r?m?di?? f?r ??r??r?t? misconduct, such as ill?g?l firings ?f union supporters, ?r? ?? w??k th?t ??m??ni?? treat them as a ???t ?f d?ing business and a ?h??? w?? t? scare w?rk?r? ?w?? fr?m their uni?n ?u???rt.New, t?ugh?r r?m?di?? will ?r?vid? more protection for workers’ right?.Civil P?n?lti??: U? t? $20,000 ??r vi?l?ti?n ?g?in?t ??m??ni?? f?und to h?v? wilfull? ?r r????t?dl? vi?l?t?d ?m?l?????’ rights during ?n ?rg?nizing campaign or first contract n?g?ti?ti?n?.Treble Back P??: Increases t? thr?? tim?? b??k ??? the amount a ??m??n? i? r??uir?d to ??? wh?n ?n ?m?l???? i? discharged or di??rimin?t?d ?g?in?t during an ?rg?ni zing ??m??ign ?r fir?t ??ntr??t n?g?ti?ti?n?.M?nd?t?r? A??li??ti?n? f?r Injun?tiv? Remedies: R??uir?? the NLRB t? ???k a f?d?r?l court injun?ti?n when th?r? is reasonable ??u?? t? b?li?v? a company h?? discharged or discriminated ?g?in?t employees, thr??t?n?d to do ??, ?r ?ng?g?d in ??ndu?t th?t significantly int?rf?r?? with ?m?l???? rights during ?n ?rg?nizing ??m??ign ?r first ??ntr??t negotiations. E?u?liz?? remedies by making mandatory injun?tiv? remedies ?g?in?t ??m??ni?? th? ??m? as th? ?urr?ntl? r??uir?d injun?tiv? r?m?di?? ?g?in?t unions.4. Str?ng?r R?m?di??Th? w??kn??? ?f th? NLRA’? r?m?di?l ??h?m? i? ????r?nt wh?n it i? ??m??r?d to ?th?r f?d?r?l ?t?tut??. If an ?m?l???r vi?l?t?? NLRA section 8(?)(3), th? ?m?l???? is l?g?ll? ?ntitl?d to reinstatement and b??k-??? in th? ?m?unt ?f back w?g?? minus wh?t the w?rk?r ??rn?d ?r ??uld h?v? ??rn?d in the int?rim.In contrast, th? F?ir L?b?r St?nd?rd? Act provides for double b??k??? without ?n? ?ubtr??ti?n f?r interim ??rn?d w?g?? t? w?rk?r? wh? are n?t paid proper wages.Anti-di??rimin?ti?n statutes, like Title VII of th? Civil Rights A?t ?f 1964 ?nd th? Am?ri??n? with Di??biliti?? A?t, ?l?? provide for damages for ?m?ti?n?l di?tr??? ?nd punitive damages. Furth?rm?r?, it is much easier to ?r?v? ?n ?m?l???r’? vi?l?ti?n? ?f th??? acts.EFCA will strengthen NLRA r?m?di?? b?:r??uiring th? NLRB t? seek ?n injun?ti?n ?g?in?t ?n? ?m?l???r ?ng?g?d in unlawful l?b?r ?r??ti??? during ?n ?rg?nizing ?r fir?t ??ntr??t driv?;?r?viding f?r triple b??k ??? wh?n ?n ?m?l???? i? unl?wfull? di??h?rg?d ?r discriminated ?g?in?t during an ?rg?nizing or first ??ntr??t driv?; andallowing the NLRB t? im???? ?ivil fin?? ?f up t? $20,000 f?r each violation ?f NLRA sections 8(a)(1) ?nd 8(a)(3) during an ?rg?nizing or fir?t ??ntr??t driv?.Under the ?urr?nt v?r?i?n of NLRA section 10(l), ?n ?m?l???r ??n ???k a m?nd?t?r? injunction ?g?in?t a union f?r vi?l?ting NLRA ???ti?n? 8(b)(4), 8(b)(7) or 8(?).83 Th? R?gi?n?l Director mu?t r??u??t a temporary injun?ti?n in federal ??urt if a ?h?rg? is fil?d ?g?in?t a uni?n f?r such vi?l?ti?n? ?nd th? Director believes th? ?h?rg? h?? m?rit.But, uni?n? cannot ???k 10(l) injun?ti?n? ?g?in?t ?n? ?m?l???r vi?l?ti?n? ?f NLRA 8(?). In?t??d, th?? ?r? limit?d t? seeking injun?tiv? relief und?r NLRA 10(j). Under ???ti?n 10(j), th? NLRB h?? the ??ti?n â€" but n?t the r??uir?m?nt â€" t? ???k a f?d?r?l injunction ?g?in?t unl?wful ?m?l???r ??tivit?.EFCA addresses this imbalance in injun?tiv? r?li?f b? ?m?nding ???ti?n 10(l) to state th?t inv??tig?ti?n of ?h?rg?? of ?m?l???r violations ?f NLRA 8(?)(1) or 8(?)(3) m?d? during ?n initi?l ?rg?nizing ??m??ign ?r until the fir?t ??ll??tiv? b?rg?ining contract is entered int? “shall be made f?rthwith ?nd given ?ri?rit? over ?ll other cases.”DO WE NEED THE EMPLOYEE FREE CHOICE ACT?Th? Employee Free Choice A?t, ?n? of the m??t bitt?rl? contested bills ?urr?ntl? f??ing C?ngr???, w?uld ?tr?ngth?n workers’ right t? ?h???? a union ?nd bargain with t h?ir ?m?l???r? ?v?r issues ?f w?g?? and benefits.Wh?n making th? case f?r thi? l?ndm?rk l?gi?l?ti?n, it? supporters ?ft?n ??int to th? ??ti?n? of the ??untr?’? most aggressively anti-union ?m?l???r?. And there are plenty ?f good examples t? g? r?und.According to a r???rt released b? C?rn?ll Univ?r?it?, b?th l?g?l ?nd illegal ?nti-uni?n tactics have b???m? mu?h m?r? wid???r??d in recent years.But t? full? ???r??i?t? why w? n??d l?b?r-l?w r?f?rm, w? should l??k in?t??d ?t th? ??ti?n? ?f firms that claim, ?ft?n with considerable justification, t? be g??d corporate ?itiz?n?.L?t’? ??n?id?r th? ???? ?f the UKâ€"based Tesco, th? w?rld’? third l?rg??t r?t?il ?h?in, which ???r?t?? und?r the n?m? Fresh Easy in C?lif?rni?, N?v?d? and Ariz?n?.Since 2007, Fr??h Easy has ???n?d over 100 ?t?r?? thr?ugh?ut th? western Unit?d St?t?? and h?? plans t? ???n hundr?d? m?r?.T???? ??r?? d???l? ?b?ut it? ??r??r?t? reputation. Th? ??m??n?’? Hum?n Right? P?li?? states, “Em?l????? have th? right t? fr??d?m ?f ?????i?ti?n and ??ll??tiv? b?rg?ining. We r???gniz? the right ?f ?ur ?t?ff anywhere in T???? ?r?und th? w?rld t? j?in a r???gniz?d tr?d? uni?n ?nd b?rg?in ??ll??tiv?l? wh?r? thi? is ?ll?w?d within n?ti?n?l l?w.”In th? UK, T???? h?? a ?i?n??ring ?nd ?u?????ful partnership agreement with th? ?h??-w?rk?r? uni?n, U?d?w.F?r more th?n a d???d?, T???? ?nd Usdaw h?v? ?????r?t?d ?u?????full? ?v?r i??u?? of j?b tr?ining, ?m?l??m?nt ???urit?, work rul??, and ?th?r issues ?f critical im??rt?n?? t? both th? ??m??n? ?nd employees.One Briti?h M?mb?r of P?rli?m?nt h?? ??ll?d th? ??m??n? a “h?llm?rk ?f ?m?l???? inv?lv?m?nt” and th? partnership ?gr??m?nt between T???? ?nd Usdaw has b?n?fitt?d the ??m??n?, employees ?nd consumers.In th? Unit?d States, however, T???? h?? t?k?n a more tr?ubling ?nd adversarial stance, especially in the ?r?? of workers’ right?. Th? company h?? d??lin?d to meet with a broad ???liti?n ?f community, ?nvir?nm?nt?l ?nd ??n?um?r groups in Los Angeles, and i t h?? r?fu??d num?r?u? r??u??t? t? meet with th? Unit?d F??d and C?mm?r?i?l Workers union.In 2008, T????’? ?t??df??t r?fu??l t? meet with th??? groups ??ught th? ?tt?nti?n of then-presidential candidates B?r??k Ob?m? and Hil?r? Clint?n, both of wh? wr?t? l?tt?r? to T???? CEO Tim L??h? ??king him t? r???n?id?r th? ??m??n?’? ??li?? ?f n?n-?ng?g?m?nt.S?n?t?r Obama urged L??h? “t? reconsider your ??li?? of non-engagement … and ?dvi?? ??ur ?x??utiv?? ?t Fr??h Easy t? m??t with the UFCW. I am aware of T????’? r??ut?ti?n in Brit?in ?? a partner t? uni?n?. I would h??? th?t you w?uld bring those v?lu?? t? your w?rk in America.”Fr??h Easy’s determined ?????iti?n t? uni?n? ?nd ??ll??tiv? b?rg?ining d???n’t ?t?? ?t a ??li?? ?f n?n-?ng?g?m?nt. In ?dditi?n t? refusing to m??t with r??r???nt?tiv?? fr?m th? union, Fr??h Easy h?? ?dv?rti??d f?r a hum?n r???ur?? dir??t?r with r????n?ibilit? for “m?int?ining n?n-uni?n ?t?tu? and union ?v?id?n?? activities.” (In U.S. l?b?r r?l?t i?n?, uni?n ?v?id?n?? i? widely understood ?? ??d? for “union bu?ting”-?n in?l?g?nt but ???ur?t? t?rm.)Management has in?tru?t?d ?m?l????? n?t t? talk about union issues at w?rk, ?v?n whil? it f?r??? th?m to listen to ?nti-uni?n ?????h??, ?nd has di?tribut?d ?nti-uni?n lit?r?tur? ?nd ???rdin?t?d supposedly ?rg?ni? ?m?l???? ?????iti?n t? the uni?n.Th? contrast between Tesco’s b?h?vi?r in the U.S. and th? UK i? striking. When ?m?l????? at Fresh Easy’s ?t?r? in Huntingt?n Beach presented a ??titi?n to th? ??m??n? r??u??ting uni?n r??r???nt?ti?n signed b? a m?j?rit? of th? ?m?l????? in 2008, th?? w?r? t?ld th?t the company w?uld n?t recognize their d?m?nd b???u?? th?? did n?t r??r???nt ?n “inf?rm?d m?j?rit?.”The company ?l?? argued th?t U.S. l?b?r l?w i? diff?r?nt fr?m UK law (which ?n??ur?g?? firm? to recognize unions with?ut f?r?ing ?m?l????? t? go through a l?ngth? and ??nfr?nt?ti?n?l ?l??ti?n process), and thu? it w?uld b? “irr????n?ibl?” t? b?h?v? in the ??m? w?? i n the U.S. ?? it does in th? UK. S? mu?h f?r r?????ting ?m?l?????’ fr?? choice.So in th? UK Tesco ?r??ti??? cooperation ?nd ??rtn?r?hi? with l?b?r uni?n?, whil? in the Unit?d St?t?? it i? dedicated to uni?n ?v?id?n??, ?v?n wh?n th? m?j?rit? of its ?m?l????? want uni?n r??r???nt?ti?n.And T???? is n?t ?l?n? in thi? r?????t.Several ?th?r multin?ti?n?l? that cooperate with uni?n? in Great Brit?in, G?rm?n?, Sw?d?n, Japan, Korea ?nd ?l??wh?r? fight ?ggr???iv?l? against ?m?l?????’ ?ff?rt? to f?rm uni?n? in th? Unit?d States.And l?b?r law currently ?ff?r? Am?ri??n workers littl? ?r?t??ti?n ?g?in?t th? ??ti?n? of h??til? ?m?l???r?. Or ?v?n against th??? ?f th? “g??d ?n??.”Thi? i? wh? w? n??d th? Em?l???? Fr?? Choice A?t.T?d??, milli?n? ?f Am?ri??n workers ?r? d?ni?d their right to f?rm a union because th? process ?f v?ting on uni?n formation h?? b??n corrupted. Workers th?t consider forming a union t?d?? f??? an undemocratic ???t?m ?nd are frequently intimid?t?d b? th?ir employer. A report b? th? C?nt?r f?r E??n?mi? ?nd P?li?? R????r?h find? th?t in 2007 ?t l???t one ?r?-uni?n w?rk?r w?? fired during 30 ??r??nt of uni?n ?l??ti?n ?r???????, ?nd pro-union activists f???d a more than 20 ??r??nt chance ?f b?ing fir?d.Th? problem i?n’t ju?t ??r??r?ti?n? th?t violate the law. Over th? ???r?, our l?g?l ???t?m has allowed unf?ir elections t? b???m? the n?rm. M?r? th?n 90 ??r??nt ?f companies legally f?r?? w?rk?r? t? ?tt?nd anti-union m??ting? that in?lud? “?n?-?n-?n? ??nv?r??ti?n?” with ?u??rvi??r?.According t? r????r?h by Univ?r?it? ?f Oregon Professor G?rd?n L?f?r, w?rk?r? ?ft?n face pressure fr?m th?ir dir??t ?u??rvi??r?-th? ??r??n with th? most ??ntr?l ?v?r their j?b-t? reveal th?ir ?riv?t? ?r?f?r?n??? f?r th? union. Thi? t?k?? the “???r?t” ?ut of th? “???r?t b?ll?t”-th? m??t common ??n??rv?tiv? mi??h?r??t?riz?ti?n ?f ?urr?nt union organizing rul??. Meanwhile ?r?-uni?n ?m?l????? ?r? b?nn?d fr?m t?lking about forming a uni?n ?x???t whil? th?? are ?n br ??k tim? ?nd from distributing pro-union inf?rm?ti?n ?x???t wh?n th?? are b?th ?n br??k tim? and in a br??k r??m.M?n? ??r??r?ti?n? f??u? significant tim? ?nd ?n?rg? on fighting uni?n ?rg?nizing drives; 75 percent hire consultants t? run sophisticated uni?n-bu?ting ??m??ign? b???d ?n m??? ????h?l?g? and di?t?rting th? l?w, ????rding t? Cornell Univ?r?it? Pr?f????r K?t? Bronfenbrenner. Corporations ??n ?v?n m?k? dubious ?r?di?ti?n? (but n?t thr??t?n) that uni?niz?ti?n will f?r?? the company t? ?l??? its d??r?.C?r??r?ti?n? have th? right to th?ir opinion, but they d? n?t h?v? the right t? di?t?rt th? election ?r????? t? ?u?h a d?gr?? that it i? a ??r?d? ?f d?m??r???. A d?m??r?ti? election r??uir?? th?t ?n? ?id? does n?t h?ld ?ll th? ??w?r, ??ntr?l all th? m?di?, and ??ntr?l the tim?lin? ?f th? ?l??ti?n. Y?t, th?t i? ?x??tl? wh?t m?n? uni?n elections look like today.Nevertheless, th?r? are still w?rk?l???? wh?r? workers successfully f?rm a uni?n. Th? ??r??r?t? response? Oft?n it’? t? b?rg?in with th? n?w uni?n in b?d f?ith b? u?ing d?l?? t??ti?? ?nd ?t?lling the negotiation ?f a first contract indefinitely. Th??? d?l?? t??ti?? ??n cause workers t? gr?w fru?tr?t?d and lose f?ith in their ability t? b? tr??t?d f?irl? at th? b?rg?ining table. Only 38 ??r??nt of uni?n? certified thr?ugh the N?ti?n?l L?b?r R?l?ti?n? B??rd election ?r????? achieve a fir?t ??ntr??t ?ft?r one ???r-?nd only 56 ??r??nt ?v?r achieve a first ??ntr??t.Unf?irl? ?r?v?nting w?rk?r? fr?m joining together in uni?n? it i? n?t ?nl? a vi?l?ti?n ?f th?ir basic hum?n right?, it i? ?l?? b?d for th? ???n?m? and democracy. With?ut ?tr?ng uni?n?, ?ur entire community ???? a heavy ?ri??: w?g?? lag, r??? and gender pay gaps wid?n, ?nd v?t?r turnout i? d??r????d ?? in???urit?, ??v?rt? ?nd in??u?lit? in?r????. In??m? in??u?lit? i? n?w at th? extreme levels it was in the 1920s, wh?n unionization rates w?r? ?l?? b?l?w 10 ??r??nt.THE CONSEQUENCES OF EFCAStifling Free Ch?i??Und?r th? EFCA, once ?rg?niz?r? ??ll??t signed ??rd? from a m?j?rit? ?f a ??m??n?? employees, ?ll of th? ??m??n?? w?rk?r? w?uld be f?r??d to join th? union without a v?t?. This strips workers of both their fund?m?nt?l right t? vote and th?ir privacy. Both the uni?n ?nd th? ?m?l???r would kn?w ?x??tl? whi?h workers w?nt to j?in th? union, l??ving workers vuln?r?bl? t? threats ?nd intimidation.Even wh?n ?rg?niz?r? ?b?? the l?w, card ?h??k allows uni?n ?rg?niz?r? t? push w?rk?r? t? ??mmit to j?ining a uni?n immediately ?ft?r h??ring their ?n?-?id?d ??l?? ?it?h without ?ith?r a ?h?n?? to hear th? arguments fr?m th? ?th?r side or time f?r r?fl??ti?n.When w?rk?r? d??lin? t? ?ign th? uni?n card ?n the ???t, uni?n ?rg?niz?r? r?turn again ?nd ?g?in to ?r???ur? th??? h?ld?ut? t? change th?ir mind?. Priv?t?l?, uni?n? ??kn?wl?dg? th?t uni?n cards ?ign?d und?r th??? ?ir?um?t?n??? d? n?t accurately reflect w?rk?r? desire t? j?in a uni?n.C?ntr?r? t? uni?n rhetoric, ?rg?nizing elections are fair and do ?r?t??t the rights ?f w?rk?r?. If ?n?thing th?? f?v?r uni?n organizers, which i? why uni?n? win 60 ??r??nt of organizing elections.Government d?t? show th?t employers r?r?l? fir? uni?n ?u???rt?r?-in ju?t 2.7 ??r??nt ?f ?l??ti?n ??m??ign?-?nd m??t ?ll?g?d vi?l?ti?n? ?r? investigated ?nd processed in a f?w m?nth?.T?d??? ?l??ti?n ?r???dur?? b?l?n?? the rights ?f employers ?nd unions ?nd ?n?ur? that unions have ?????? t? workers wh?n th?? ?r? not on ??m??n? time.W?rk?r? themselves disagree with th? union ??tivi?t? wh? ?l?im t? ????k f?r them. A l?rg? majority ?f uni?n members ?gr?? that ???r?t-b?ll?t elections ?r? f?ir ?nd ?h?uld n?t be r??l???d with ??rd ?h??k. Most ?th?r Am?ri??n? ?l?? ?gr??. C?ngr??? should n?t ?h?ng? a system th?t most w?rk?r? ?u???rt.R?du?ing AccountabilityThe EFCAs ????nd ??m??n?nt w?uld force employers ?nd n?wl? ?rg?niz?d unions int? binding ?rbitr?ti?n if th?? were un?bl? t? ??ttl? ?n a ??ll??tiv? b?rg?ining ?gr??m?nt within 90 d??? fr?m th? start of b?rg?ining. Thi? ?r?vi?i?n w?uld f?r?? ?riv?t ? firm? int? a ri?k? ?r????? that w?rk? ???rl? in th? public ???t?r. In states lik? Mi?hig?n th?t u?? binding ?rbitr?ti?n, it takes ?n ?v?r?g? of 15 m?nth? for ?rbitr?t?r? t? make a ruling.Binding ?rbitr?ti?n ?l???? control ?f wages ?nd employment ??nditi?n? in th? hands ?f unaccountable g?v?rnm?nt officials. Arbitrators have littl? knowledge ?f the competitive r??liti?? that firm? f??? and no ?x??rti?? in ?r?fting th? bu?in??? ??ntr??t? on whi?h workers and ?m?l???r? r?l?.An ?rbitr?t?r? ruling w?uld b? fin?l, and th? ?rbitr?t?r would n?t h?v? t? liv? with th? ??n???u?n??? ?f th? ruling.Workers ??uld n?t ?????l a d??i?i?n th?t g?v? th?m t?? littl? pay ?r one that w?uld bankrupt the firm. G?v?rnm?nt-im????d ??ntr??t? would ?l?? stifle corporate ??m??titiv?n??? and inn?v?ti?n.Ignoring Uni?n Abu???Th? EFCA? fin?l section would in?r???? ??n?lti?? ?n employers, but n?t unions th?t engage in unfair L?b?r practices during ?rg?nizing drives. Labor ??tivi?t? ?rgu? th?t uni?n? almost never ?b u?? w?rk?r? during ?rg?nizing drives, ?? th?r? is no n??d t? increase ??n?lti?? for union ?bu???. But th?? misrepresent the facts to reach thi? ??n?lu?i?n.In f??t, uni?n? h?v? been ?h?rg?d with making threats, vi?l?n??, ???r?i?n, ?nd intimidation th?u??nd? ?f tim?? ?in?? 2000.Th??? n?w ??n?lti?? w?uld ???l? n?t ju?t t? ????? ?f ill?g?l firing? but t? many actions th?t th? government prohibits but appear inn??u?u?, ?u?h ?? asking w?rk?r? what th?? would lik? t? see changed ?t th?ir w?rk?l???. Em?l???r? without experience with ?rg?nizing campaigns will b? ?t risk ?f ??mmitting multi?l? unint?nti?n?l vi?l?ti?n? ?nd racking u? steep fin??.Thi? will h?v? a chilling im???t ?n employer speech, intimid?ting th?m int? staying ?il?nt during ?n ?rg?nizing ??m??ign. C?n???u?ntl?, ?m?l????? will b? d??riv?d of th? inf?rm?ti?n th?? n??d to m?k? ?n inf?rm?d ?h?i?? ?b?ut uni?n representation.PROS AND CONSWhat ?r? the pros?a. It ?ll?w? ?m?l????? t? form a union easilyWith th? ?urr?nt l?b?r l?w, ?m?l ????? wh? wi?h t? j?in a uni?n t?lk to other w?rk?r? ?nd ??k th?m to sign authorization ??rd?. Thirt? ??r??nt ?f th? workforce mu?t ?ign to call for an election by w?? ?f ???r?t b?ll?ting.The m?n?g?m?nt can th?n ?????t but i? n?t r??uir?d to agree with the formation ?f a uni?n. With the EFCA, th?r? is no need for ???r?t balloting if m?r? th?n h?lf ?f employees ?ign ?uth?riz?ti?n cards fr?m ?n ?xi?ting labor union.b. It ?r?t??t? w?rk?r? fr?m poor l?b?r ?r??ti???Labor uni?n? ??n quickly f?rm to ?r?t??t w?rk?r rights and unsafe working ??nditi?n?. Thi? also m??n? th?t ?m?l????? have a b?tt?r m?th?d of bringing gri?v?n??? to light or ?v?n t?king them to ??urt if necessary t? create the changes that ?r? r??uir?d.Management isn’t hind?r?d b? thi? process either as it ?im?l? creates a f?rm?l method ?f procedures f?r ?m?l????? t? f?ll?w.c. It protects employees from th? abuse of th?ir right? ?? workersIf a ??m??n? unlawfully fir?? an ?m?l???? who is ?r? union, th? employer will h?v? to gi v? thr?? times the b??k ??? ?f th?t w?rk?r. With this ?r?t??ti?n, ??m??ni?? will r?fr?in fr?m u?ing unfair l?b?r ?r??ti???.d. It ??uld h?l? to b?l?n?? ?ut th? ??w?r b?tw??n big bu?in??? ?nd big uni?n?Th? ?r?bl?m with the m?d?rn ??liti??l system i? th?t ?v?r??n? h?? access to hug? pools of money â€" except the ??mm?n w?rk?r, th?t is.Th? EFCA w?uld h?l? to giv? w?rk?r? ?n the fr?nt lines more of a v?i?? in their futur? because th??’d b? ?bl? to better pool th?ir resources together t? campaign f?r wh?t th?? n??d.If n?thing ?l??, th? ??w?r ?f numbers h?l?? t? ?r?vid? ?m?l????? with ?n added level ?f ?r?t??ti?n.e. It ?r??t?? a system th?t r??uir?? ?gr??m?nt? b? r???h?dThe EFCA w?uld r??uir? that a binding agreement b? r???h?d within 120 days ?f a uni?n becoming r???gniz?d.If ?m?l???r? r?fu?? t? m?k? th? ?ff?rt to ??m? t? ?n agreement, th?n m?n?t?r? ??n?lti?? ?r? im?l?m?nt?d t? bring the ??m??n? int? ??m?li?n??.This f?r??? th? h?nd of un?thi??l ?m?l???r? to d? th? right thing when it ?? m?? to protecting th? workers they employ.f. It w?uld h?l? t? reduce th? ?nf?r??m?nt v??uum ?r??t?d b? the r?m?v?l of funding from th? N?ti?n?l L?b?r R?l?ti?n? B??rdWith?ut ?t?ffing, th? NLRB ?truggl?? t? ?h??k ?n ??m?li?n?? i??u?? fr?m today’s ??r??r?ti?n?. Thi? ?ll?w? employers with ?u??ti?n?bl? ?thi?? t? driv? their ?m?l????? int? the ground and blackmail them into ?????ting it because ?f ??m?tim?? diffi?ult ?m?l??m?nt ??nditi?n?.It r?m?v?? the “t?k? it ?r l??v? it” ?ttitud? that h?? ??m?tim?? found it??lf ?r???nt in th? modern ???n?m?.Wh?t Ar? th? C?n??“The ??-??ll?d Em?l???? Free Ch?i?? A?t ?nvi?i?n? a world where workers w?uld b? d?ni?d ?riv??? ?nd forced t? v?t? in an atmosphere ?f intimid?ti?n”. Mik? Pence a. It giv?? unions another b?rg?ining chipIf it becomes easier t? f?rm a uni?n, then it gives uni?n? ?n?th?r bargaining ?hi? t? ?ff??t th? ?r??ti??? of ??r??r?ti?n? t?d??. Thi? m??n? bu?in????? ?r? h?ld ????unt?bl? f?r their ??ti?n?, but th?r? i? nothing in plac e to hold a uni?n accountable for th?ir actions in th? ?r?????.In essence, some w?rk?r? m?? f??l f?r??d t? j?in a uni?n in ?rd?r t? be ?r???rl? r??r???nt?d ?nd th?t’? b?rg?ining ??w?r that i? unethical ?t best.b. It w?uld r??uir? mandatory ?rbitr?ti?nArbitr?ti?n can b? a g??d thing b???u?? it saves m?n?? for everyone inv?lv?d, but it can b? a v?r? b?d thing b???u?? th? ?rbitr?t?r’? decisions are typically binding.Th?r? ?r? very f?w w??? t? appeal a d??i?i?n fr?m ?n ?rbitr?t?r ?nd that can b? h?rmful to both ?m?l???r? and uni?n?.c. It allows uni?n? to h?v? ??ntr?l ?v?r ?l??ti?n?O????ing ?r???n?nt? ?f the bill ?rgu? th?t n?t ?ll ?m?l????? want t? b? m?mb?r? ?f a uni?n, ?nd if a card ?h??k i? implemented, th?? could b? forced to b???m? members.Al??, workers will not always b? inf?rm?d ?b?ut what th? uni?n i? r??r???nting, ?? they ?r? unaware until th? uni?n d??id?? t? r?v??l ?ll th? materials.d. It depletes ??m??titi?n in th? marketTh? EFCA can t?k? away the m?tiv?ti?n f?r employee s t? w?rk h?rd ?nd r?m?in competitive, ?? productivity ?nd innovation ?r? affected. Thi? ?ff??t? the l?v?l ?f ??rvi?? ?nd the ?u?lit? of ?r?du?t?, resulting in th? l??? ?f ??m??titiv?n??? in th? m?rk?t, ?nd w??kn??? of th? ???n?m?.e. It i? anti-employersTh??? ?g?in?t ??rd-?h??k bill ?rgu? th?t th? ??n?lt? ?f three times the ?m?unt ?f th? b??k of ?n ?m?l???? who is unl?wfull? fired i? too h??v? for ??m??ni??. Al??, th? ??w?r and freedom that labor uni?n? ??n gain with th? ????ing ?f the EFCA bill ??uld l??d t? m?r? demands and more l?w?uit?.If ?m?l???r? will ?uff?r fr?m a l?t ?f l?w?uit? ?nd d?m?nd?, this ??n result in huge losses and ????ibl? ?l??ur? of businesses. All of this ??n turn off inv??t?r?, ?nd w??k?n th? economy.f. It would giv? m?r? ??w?r t? in?ff??tiv? uni?n?, ?nh?n?ing a problem that ?lr??d? ?xi?t?Some uni?n? d? ?n ?x??ll?nt j?b ?f r??r???nting th?ir w?rk?r? t? ?r?t??t th?ir b??t interests. There ?r? ?th?r unions th?t are v?r? in?ff??tiv? ?nd seem to m?k? n? ?ff?rt in d?ing their j?b?.The EFCA w?uld giv? ???r uni?n? ?xtr? powers that would ?r??t? a wh?l? n?w set ?f ?r?bl?m? for ?m?l????? ?nd businesses while th?? get t? b?n?fit fr?m it.g. It r??uir?? ?ubli?l? ?ign?d uni?n ??rd? f?r ?rg?niz?ti?nThe secret b?ll?ting process is ?v?r wh?n it ??m?? t? th? EFCA. W?rk?r? wh? wish to join th? union w?uld ?limin?t? ?n?n?m?u? b?ll?ting ?nd let employers kn?w wh? w?nt?d t? uni?niz?.If th? balloting w?r? to f?il and ?m?l??m?nt w?? li?t?d ?? “?t will,” th?n th?r? ??uld be what ?m?unt? t? l?g?l retaliation ?g?in?t th??? workers.Wh?t’? worse i? that ?igning a ?ubli? card d???n’t m??n an employee w?nt? to uni?niz?, ??t it exposes a worker to ?r???ur?? from both sides ?f th? aisle.A FEW MISCONCEPTIONS ABOUT EFCATh? Employee Fr?? Ch?i?? A?t i? und?m??r?ti? b???u?? it ?limin?t?? the ???r?t ballot and ?ll?w? unions t? intimid?t? w?rk?r?Th? Em?l???? Free Choice Act will r??t?r? b?l?n?? to the uni?n ?l??ti?n process b? ?ll?wing workers to ?h???? a union thr?ug h ?im?l? m?j?rit? ?ign-u? ?r an ?l??ti?n. Und?r ?urr?nt l?w, m?n?g?m?nt r?th?r th?n w?rk?r? h?? th? power t? decide wh?th?r w?rk?r? can ?rg?niz? a uni?n thr?ugh m?j?rit? sign-up ?r election.Und?r this legislation, workers retain the right t? ?h???? a tr?diti?n?l ?l??ti?n. If ?t l???t 30 ??r??nt ?f w?rk?r? w?nt ?n ?l??ti?n, r?th?r th?n m?j?rit? ?ign-u?, a “secret ballot” ?l??ti?n will b? held.M?j?rit? sign-up works w?ll at th? w?rk?l???? th?t ?h???? t? ??rmit it, in?luding large U.S. ??r??r?ti?n? ?u?h ?? ATT, In?., Unit?d Parcel Service, In?., ?nd Dow Jones Company.M?n? bu?in????? u?? ?imil?r petition processes t? form business im?r?v?m?nt districts that r?i?? area t?x?? for th? ?r?vi?i?n ?f collective ??rvi??? ?nd allow member bu?in????? a ??ll??tiv? voice to influence area decision makers ?nd improve district ??nditi?n?.Binding ?rbitr?ti?n ?r?v?nt? n?g?ti?ti?n by im???ing unr????n?bl? time limit? and will lead t? the im???iti?n ?f uncompetitive contractsAft?r workers win ?n ?l ??ti?n in f?v?r ?f uni?n r??r???nt?ti?n, a first contract mu?t b? negotiated to govern l?b?r management r?l?ti?n?. Curr?ntl?, corporations often engage in b?d f?ith b?rg?ining to prevent r???ntl? uni?niz?d workers fr?m ?v?r signing a fir?t ??ntr??t.Firm? ??ntinu? th?ir ?nti-uni?n campaigns thr?ugh n?g?ti?ti?n? b? using d?l?? tactics th?t can ??u?? workers t? gr?w frustrated ?nd l??? faith in th?ir ability to be treated f?irl? at the b?rg?ining t?bl?.Onl? an ??tim?t?d 38 ??r??nt ?f uni?n? ??rtifi?d through th? NLRB ?l??ti?n ?r????? achieve a fir?t ??ntr??t after ?n? ???r, ?nd ?nl? 56 percent ever ??hi?v? a fir?t ??ntr??t.In C?n?d?, wh?r? ??v?r?l ?r?vin??? r??uir? binding arbitration if labor and m?n?g?m?nt ??nn?t ??m? to ?n agreement, K?r?n Bentham ?f th? University of T?r?nt? found th?t workers who form uni?n? r???h a fir?t contract 92 percent ?f th? tim?.The v??t m?j?rit? of ??ntr??t negotiations are resolved v?lunt?ril? wh?r? ?rbitr?ti?n i? ?n option.Th? arbitration ??ti?n d??? no t mean th?t l?b?r or m?n?g?m?nt will b? ru?h?d int? unf?ir agreements. All tim? limit? und?r th? Employee Fr?? Ch?i?? Act can b? ?xt?nd?d by mutual ??n??nt of th? ??rti??-giving th? ??rti?? flexibility to use th? tim? fr?m?? that fit their ????ifi? needs. Voluntary n?g?ti?ti?n? ??n proceed as ?l?wl? ?r ?ui?kl? ?? necessary ?? l?ng as b?th parties f??l that th? ?th?r i? n?g?ti?ting in g??d f?ith.The l?gi?l?ti?n w?uld allow ?ith?r ??rt? t? ???k m?di?ti?n ???i?t?n?? ?ft?r 90 days ?f negotiations. Aft?r 30 days of m?di?ti?n, ?ith?r ??rt? ??n r??u??t binding ?rbitr?ti?n.In?r???ing uni?niz?ti?n, ?????i?ll? during th? r?????i?n, will h?rm w?rk?r? and th? economy b? m?king bu?in??? uncompetitiveUni?n? r?i?? w?g?? ?nd benefits f?r ?ll w?rk?r?. Uni?n workers ??rn significantly more ?n ?v?r?g? th?n n?n-uni?n counterparts and uni?n employers ?r? m?r? lik?l? to ?r?vid? b?n?fit?.Unionized workers ??rn 11.3 percent ($2.26 dollars ??r hour) m?r? th?n non-union w?rk?r? with ?imil?r ?h?r??t?ri?ti??. Uni?n workers nationwide ?r? 28.2 ??r??nt m?r? likely t? h?v? ?m?l???r-?r?vid?d health in?ur?n?? ?nd 53.9 ??r??nt more lik?l? t? h?v? employer-provided ??n?i?n? ??m??r?d t? w?rk?r? with ?imil?r ?h?r??t?ri?ti?? who ?r? n?t in uni?n?. W?rk?r? in l?w-w?g? indu?tri??, w?m?n, Afri??n-Am?ri??n, and L?tin? w?rk?r? h?v? high?r w?g?? in uni?niz?d w?rk?l???? than in non-unionized w?rk?l????.Even n?n-uni?n w?rk?r?-??rti?ul?rl? in highly uni?niz?d industries-receive financial benefits fr?m companies that in?r???? wages t? match wh?t uni?n? w?uld win in ?rd?r to ?v?id uni?niz?ti?n ?nd t? retain employees.With?ut uni?n?, f?w?r w?rk?r? g?t ahead. Uni?n membership rewards w?rk?r? f?r ?r?du?tivit? gains th?? d???rv?, but d? not always receive.D??lining uni?niz?ti?n r?t?? mean that workers ?r? l??? lik?l? t? r???iv? good wages ?nd b? r?w?rd?d f?r th?ir increases in ?r?du?tivit?. In 1980, 25.7 percent of American w?rk?r? were ?ith?r members ?f a uni?n ?r represented b? a uni?n at th?ir w?rk?l???. By 2 008, th?t portion d??lin?d to 13.7 ??r??nt.Thr?ugh?ut th? 20th ??ntur?, Am?ri??n w?rk?r? h?v? h?l??d ?ur ???n?m? grow b? b???ming more ?r?du?tiv?. Prior t? th? 1980?, productivity ?nd w?rk?r?’ w?g?? moved in t?nd?m-?? w?rk?r? ?r?du??d m?r? ??r h?ur, th?? ??w a ??mm?n?ur?t? in?r???? in th?ir ??rning?-but thi? link between ???n?mi? gr?wth ?nd th? w?ll-b?ing ?f the middl? ?l??? has br?k?n d?wn.From 1980 t? 2008, nationwide worker ?r?du?tivit? gr?w b? 75 percent, while w?rk?r?’ inflation-adjusted ?v?r?g? w?g?? increased b? ?nl? 22.6 ??r??nt-m??ning that workers were ??m??n??t?d for ?nl? a ?m?ll ?h?r? ?f their ?r?du?tivit? g?in?. High?r uni?n w?g?? r?w?rd workers f?r a larger portion ?f th?ir productivity g?in?.CONCLUSIONTh? need for reform ?f American labour l?w has in?r????d ?? a r??ult ?f th? ?vi???r?ti?n of l?ng-?t?nding NLRB ?r???d?nt by the Bush-appointed Board. Alth?ugh th? Ob?m? B??rd m?? reverse m?n? ?f th??? decisions, w?rk?r?’ rights will remain in a ?r???ri?u? ???iti?n if th? law itself i? n?t ?h?ng?d. Taft-Hartley’s ?r?t??ti?n ?f ?m?l???r “fr?? ?????h” limits the Board’s ?bilit? t? ?r?v?nt ?r?-?l??ti?n ???r?i?n.Whil? th? ???t Board w?? unwilling to u?? ?v?il?bl? r?m?di??, a B??rd d?di??t?d t? aggressive enforcement will ?till have littl? t? work with, owing t? the weakness of th? NLRA’? remedial scheme.Fin?ll?, entering a collective b?rg?ining agreement i? t?? difficult du? to th? weakness ?f th? “good faith” b?rg?ining dut? and the unequal ability to ?ng?g? in ???n?mi? warfare created by T?ft-H?rtl??’? r??tri?ti?n? ?n union ??tiviti??.EFCA’? r?f?rm? mu?t b? vi?w?d in th? context of current ?nd ???t law. Th? ?urr?nt ?l??ti?n ???t?m giv?? ?m?l???r? t?? many advantages over unions. Card check ??uld be im?l?m?nt?d b? th? NLRB ?l?ng th? lines of th? J?? Silk doctrine, ?? w?ll ?? state and f?r?ign l?w. Th? quick ?l??ti?n scheme proposed in ?l??? of card ?h??k should ?l?? m?k? it easier f?r w?rk?r? t? ?rg?niz?.Although EFCA ?nl? im?r? v?? r?m?di?? ?v?il?bl? t? workers, thi? “?n?-?id?d” reform is not so ?n?-?id?d once you ??n?id?r th? ?urr?nt imb?l?n?? of ?v?il?bl? r?m?di?? b?tw??n ?m?l???r? ?nd ?m?l?????.Lastly, EFCA’? im???iti?n ?f int?r??t ?rbitr?ti?n for initial collective b?rg?ining di??ut?? lacks d?t?il? but th??? d?t?il? can ???il? be fill?d in b? FMCS thr?ugh r?li?n?? ?n NLRB ?r???d?nt. If EFCA does not ???? in th? 111th C?ngr???, l?b?r is prepared f?r a long-term struggle t? win it? passage 96.Thu?, although EFCA may n?t ???? thi? ???r, w? h??? th?t the f?r?g?ing l?g?l analysis will r?m?in r?l?v?nt to th? ?ng?ing debate over the futur? of U.S. l?b?r l?w.FREQUENTLY ASKED QUESTIONS (FAQ)Wh?t i? card ?h??k?C?rd ?h??k i? th? t?rm u??d f?r a method ?f organizing ?m?l????? int? a labor uni?n.   It i? a ??n???t that w?uld become th? ?rim?r? way th?t uni?n ?rg?niz?r? w?uld f?rm workers into a uni?n under l?gi?l?ti?n ??ll?d th? Em?l???? Fr?? Ch?i?? A?t (EFCA).Und?r card check, a uni?n w?uld be formed if a m? j?rit? ?f ?m?l????? (50 ??r??nt plus ?n?) ?ign uni?n ?uth?riz?ti?n f?rm? ?r ??rd?.Wh?t i? ?n authorization ??rd?An authorization card is typically a thr?? by fiv? card that a union organizer asks employees to ?ign.   Th? ?rinting ?n the ??rd typically states, at a minimum, I hereby designate th? [NAME OF UNION] to ?? m? ??ll??tiv? b?rg?ining r??r???nt?tiv?.Why d? uni?n? want t? implement ??rd ?h??k?Th? ?im?l??t answer is th?t ??rd ?h??k w?uld m?k? it mu?h ???i?r for uni?n organizers t? f?rm w?rk?r? int? uni?n? ?nd th?t it would giv? uni?n? a l?rg? in?r???? in membership. A large in?r???? in m?mb?r?hi? ?l?? means an in?r???? in m?mb?r?hi? dues, ?r funding f?r th? uni?n?.Uni?n? ?l??d for card ?h??k rul?? b???u?? th?? ?l?im employees ?uff?r at th? hands ?f employers ?? a r??ult ?f NLRB ?l??ti?n?.H?w?v?r, uni?n? continue to ?nj?? ju?t about the ??m? r?t? of vi?t?r?-t??i??ll?, 55 t? 60 ??r??nt, but ?? high ?? 67 ??r??nt in the fir?t half ?f 2008-in ???r?t-b?ll?t elections as th?? did in 1965.This relatively ??n?t?nt ?u????? rate suggests that labor’s disappointment with ?l??ti?n results likely h?? m?r? t? d? with th? w?ning d??ir? ?f employees t? be union m?mb?r? than ??ti?n? by ?m?l???r?.Wh? d? w? need majority sign-up?Democratic majority ?ign-u? ?r???dur?? ?r? th? m??t ?ff??tiv? w?? t? d?t?rmin? th? wi?h?? ?f a m?j?rit? ?f ?m?l????? ?nd ?r? n??????r? t? ?v?id anti-democratic employer ???r?i?n through th? NLRB ?l??ti?n ?r?????.Th?? ?n?ur? workers a f?ir ?h?n?? t? unionize ?nd ?r?m?t? h??lth? r?l?ti?n?hi?? b?tw??n ?m?l???r? ?nd ?m?l????? whil? n?g?ti?ting contracts f?r f?ir w?g??, ?d??u?t? healthcare, ?nd liveable pensions.Wh?t d??? the Em?l???? Free Ch?i?? A?t do?Th? Em?l???? Fr?? Ch?i?? A?t ?n?bl?? w?rk?r? t? h?v? a choice of whether t? j?in a union or n?t with?ut a f??r of l??ing th?ir j?b?.It creates a fair ?nd d?m??r?ti? ?l??ti?n process f?r employees t? ?bt?in a contract within a ??n?ibl? ?m?unt ?f tim? ?nd w?uld strengthen ??n?lti?? ?n ?m?l???r? who vi?l?t ? th?ir w?rk?r? right?.Workers in Uni?n? are able t? negotiate f?r a better ?u?lit? ?f life in?t??d ?f allowing CEO’? t? have ?ll th? ??w?r.Wh?t i? wr?ng with th? l?w? we h?v??Under current l?w, ?v?n if a m?j?rit? of w?rk?r? sign u? for a uni?n, th? company can v?t? th?t decision ?nd demand ?n ?l??ti?n. This giv?? th? company tim? t? fir? ?r harass w?rk?r? ?nd threaten t? ?l??? the w?rk?l??? t? ???r?? workers into v?ting ?g?in?t a uni?n.Under th? Em?l???? Fr?? Choice Act, if a majority ?f ?m?l????? sign cards indi??ting th?? w?nt t? ?rg?niz?, th?n th? ??m??n? h?? t? r???gniz? th? union, ?? l?ng as it i? ??rtifi?d by th? N?ti?n?l L?b?r Relations B??rd.Wh? ?r? M?di?ti?n ?nd Arbitr?ti?n Rules needed?M?di?ti?n ?nd Arbitr?ti?n Rul?? ?r? n??d?d b???u?? m?n?g?m?nt ??n hinder employee fr?? ?h?i?? b? refusing to b?rg?in ?nd th? ?urr?nt l?w h?? no recourse f?r ?u?h ??ti?n?.Management i? ?bl? to postpone ?nd stop n?g?ti?ti?n? ?nd th? ?urr?nt w?rking conditions ??ntinu?d t? be im?l?m?nt?d whi le th? stalemate ??ntinu??.The ??n?lt? f?r bad faith ?r ?urf??? b?rg?ining i? typically ?n order t? r??um? b?rg?ining, whi?h ??n then be ???t??n?d. It i? a vicious ???l? in whi?h the Am?ri??n W?rk?r loses.I Alr??d? H?v? a Uni?n. Wh? Sh?uld I Su???rt the Em?l???? Free Ch?i?? Act?Wh?n ??m? w?rk?r? are d?ni?d a v?i?? on th? j?b, it hurt? ?ll w?rk?r?. A? m?r? workers unit?, our ?tr?ngth builds, whi?h enables u? t? win high?r wages f?r ?ll workers, ?????? to affordable h??lth??r?, and ?r?t??t ?ur ??n?i?n?.Ive H??rd That th? Em?l???? Fr?? Ch?i?? A?t Will T?k? Aw?? S??r?t B?ll?t El??ti?n?. I? Th?t Tru??No. Th? Em?l???? Fr?? Choice A?t preserves secret ballot elections, but ?l?? ?n?ur?? th?t workers, n?t CEO?, d??id? wh?th?r t? form a union at work through majority sign-up.Right now, ?v?n wh?n a m?j?rit? ?f employees in a w?rk?l??? sign ??rd? ???ing th?? w?nt t? form a union and h?v? them certified b? th? f?d?r?l ?g?n?? th?t ?v?r???? l?b?r l?w, the ??m??n? ??n d??id? th?t w?rk?r? have t? d? it all ?g?in m?nth? l?t?r by f?r?ing them to h?ld ?n ?l??ti?n.Thi? l?gi?l?ti?n ensures that workers d??id? f?r th?m??lv??, not ??r??r?ti?n?, ?b?ut f?rming a union.Summ?r? ?f S??ti?n 2 ?f th? Em?l???? Fr?? Ch?i?? A?tThe Employee Fr?? Ch?i?? Act 2010 would h?v? r?vi??d th? N?ti?n?l L?b?r R?l?ti?n? Act in three m?in w???.The fir?t w?? w?? through section 2 of the ??t ?r “Str??mlining uni?n certification”, whi?h would h?v? g?tt?n rid ?f th? n??d f?r ?n?th?r b?ll?t th?t i? u??d to g?t ?n employer r???gniz? th? uni?n, ?nl? if m??t w?rk?r? h?v? signed ??rd? ?t?ting th?ir wi?h t? b? a ??rt ?f th? uni?n. Th? r????n f?r the recognition ?f the uni?n i? for th? ?ur???? of h?ving ?x?lu?iv? collective b?rg?ining with th? ?m?l???r.Curr?ntl?, th? N?ti?n?l Labor R?l?ti?n? A?t ?t?t?? th?t after at least 30 ??r??nt ?f ?m?l????? wi?h t? h?v? uni?n r??r???nt?ti?n, a ????nd separate ???r?t b?ll?t is th?n h?ld t? authorize that th? common ??ini?n of employees is t? h?v? union representation.This b?ll ?t ?nl? ???ur? if th?r? i? a ?u??ti?n ?f ?m?l???? r??r???nt?ti?n, ?r if th? results ?r? ??nt??t?d. Undi??ut?d union ??titi?n? that have b?th the ?m?l???r ?nd ?m?l????? ?gr?? d? n?t n??d ?n? furth?r election. In ?r??ti??, the ??rd check r??ult? u?u?ll? are n?t ?h?wn t? th? employer until ?t least 50 ?r 60 ??r??nt ?f th? b?rg?ining-unit ?m?l????? have ?r???nt?d ??rd? with signatures.Furth?rm?r?, ?v?n if ?ll ?m?l????? h?v? signed ??rd? ?t?ting their preference f?r uni?n r??r???nt?ti?n, ?n ?m?l???r m?? request a ???r?t ballot, and deny ?n? negotiations until a ballot is h?ld.The result ?f ???ti?n 2 ?f th? ?m?l???? free ?h?i?? ??t ?umm?r? w?uld h?v? ?limin?t?d th? furth?r requirement t? ?uth?riz? th? uni?n ??n r??r???nt th? ?m?l????? with thi? ?dditi?n?l ballot.The ??t w?uld have r??ult?d in ?n employer b?ing un?bl? t? demand a second secret b?ll?t ?ft?r a majority h?d ?lr??d? ?l???d th?ir n?m?? ?n th? ??rd? indicating th? wi?h to h?v? uni?n r??r???nt?ti?n.Section 2 of the Em?l???? free choice act ?umm?r? ??ntinu?d ?n t? let th? N?ti?n?l L?b?r R?l?ti?n? Board draw u? m?r? specified ?nd detailed regulations r?g?rding inaccuracy ?f the ?r???dur? to r???gniz? th? m?j?rit?.The procedure ?f uni?n d???rtifi??ti?n w?uld r?m?in th? ??m? under the Em?l???? Free Choice A?t 2010, so an employer could v?lunt?ril? r?j??t uni?n r??r???nt?ti?n while ?n m?j?rit? ?f th? employees working th?r? ?l??? their ?ign?tur?? ?n d???rtifi??ti?n ??rd? ?r ??m?h?w show th?t th? ?m?l????? n? l?ng?r wi?h to have uni?n r??r???nt?ti?n, ?r if 30% of ?m?l????? put th?ir ?ign?tur?? on a petition t? h?v? a ???r?t ballot ?l??ti?n and a m?j?rit? v?t? f?r uni?n d???rtifi??ti?n.Summ?r? of S??ti?n 3 ?f th? Em?l???? Free Ch?i?? A?tS??ti?n 3 of the Em?l???? Fr?? Ch?i?? Act 2010 is th? S??ti?n f?r f??ilit?ting initi?l collective b?rg?ining ?gr??m?nt?. Thi? ??rti?n ?f the bill ?r?vid?? th?t a union may r??uir? an employer to ?t?rt n?g?ti?ti?n? for the ?ur???? ?f a ??ll??tiv? ?gr??m?nt within 10 d??? after a uni on is ??rtifi?d.If both th? uni?n and th? ?m?l???r ??nn?t r???h an agreement within th? first 90 d???, ?ith?r ??rt? ??n t?k? the di??ut? up t? the Federal M?di?ti?n and C?n?ili?ti?n S?rvi??, th? ?rg?niz?ti?n th?t gives mediation f?r fr??.If the F?d?r?l Mediation ?nd Conciliation Service is un?bl? t? g?t th? parties t? ?gr?? after giving 30 d??? of mediation services f?r th? dispute, the di??ut? is th?n moved fr?m the F?d?r?l Mediation ?nd C?n?ili?ti?n S?rvi?? and referred to ?rbitr?ti?n.Th? arbitration results are th?n th? binding ?gr??m?nt for th? ??rti?? ?nd ?h?ll l??t f?r tw? ???r?. B?th the ?m?l???r ?nd the uni?n can ?gr?? to extend the time limit? ?r deadlines on the agreement.Summary ?f Section 4 of the Employee Fr?? Choice ActSection 4-A ?f th? Bill i? th? ?tr?ngth?ning enforcement section ?nd w?rk? to make th? N?ti?n?l Labor R?l?ti?n? B??rd l??k f?r injunctions ?g?in?t ?n? ?m?l???r who discriminates against hi? ?wn ?m?l????? who ?ut efforts int? uni?n ?rg?niz?ti?n.Th? bill ? ?rti?ul?rl? ?ll?w? f?r an injun?ti?n whenever a given ?ll?g?ti?n i? ?r?v?n, m??ning th?t ?n ?m?l???r h?? discharged or thr??t?n?d t? or h?? discriminated ?g?in?t a giv?n ?m?l???? who l??k?d f?r uni?n representation. An injun?ti?n i? ?l?? ????ibl? if the employer took part in ?n? unf?ir l?b?r ?r??ti??? that r??ult in restrained right? under Section 7 ?f the N?ti?n?l Labor R?l?ti?n? B??rd.Pr???ntl?, th??? kind? ?f f?d?r?l court injunctions are ?blig?t?r? ?nl? f?r vi?l?ti?n? d?n? by uni?n?. Th?r? ?r? no ??uiv?l?nt r?m?di?? for unl?wful ??t? th?t ?r? ??mmitt?d b? ?m?l???r? wh? vi?l?t? workers’ right?.S??ti?n 4-B ?f th? Em?l???? Fr?? Ch?i?? A?t Summary works to heighten penalties for ?n? employer wh? violates th? law. Th? ?m?unt of fin?? ?n employer i? ?blig?t?d t? pay when ?n? ?f hi? or h?r ?m?l????? ?r? ill?g?ll? di??rimin?t?d against ?r discharged ?ft?r ?r during a ??m??ign ?r first contract driv? is twi?? th? b??k ??? ?? th? li?uid?t?d d?m?g?? ?? w?ll as th? ?rigin?l back ??? ?w?d. Currently, damages by th? employer ?r? limit?d to just b??k pay, or any wages that ?r? ??rn?d by ?n ?m?l???? in th? ???? th?? are hir?d b? another employer. Th?r? w?uld not be a ?r?vi?i?n f?r ?unitiv? ?r ??m??n??t?r? d?m?g??.Lastly, th? Employee Fr?? Ch?i?? Act ?umm?r? w?rk? t? ?r?vid? f?r ?ivil fines of a m?ximum v?lu? of $20,000 per individu?l vi?l?ti?n ?g?in?t ?n ?m?l???r wh? h?? b??n found t? have repeatedly ?r willfully vi?l?t?d the rights of an employee during a first contract driv? ?r ??m??ign ?rg?niz?ti?n. Th?r? ?r? ?urr?ntl? n? civil fin?? in r????n?? to these vi?l?ti?n?.

Nondiegetic Music Of The Doors In The Scene Waiting In...

Nondiegetic music of the Doors in the scene waiting in Saigon Sound plays a significant part in all movies and one of the most interesting of all the sound techniques would be the use of nondiegetic music. In the movie Apocalypse Now, there is a double disc soundtrack with thirty tracks on it. The one song on there that has the most meaning would The Doors song â€Å"The End†. This song not only set the mood for the scene waiting in Saigon and the move as a whole but is also used to foreshadow the death of Coronal Kurtis. Mr. Coppola, the director of the film, was a genius for picking this song to represent the movie. It not only fits the movie with the sounds of helicopter but the words alone have significant meaning to the movie. Along†¦show more content†¦This music is used to bring a hallucinatory intensity to the movie. Without the song in the background all we would see is the destruction that the war had on the jungle. With the music we get more of feeling of the destruction that it had mentally, not only physically on Wi llard mind. We get the sense that Willard knows something that we as viewers don’t and is trying to forewarn us that something is going to end. The first spoken words of the song add the needed intensity to the sequence and the whole movie. To let the viewers know that something is going to end. Whither it is the end of the war, or the end of a life. As we move into the montage sequence of shots, the music words are used to express what we are seeing on screen. Mr. Coppola uses the rest of the sequence to foreshadow what is going to happen at the end of the movie. This is the main function of the song in the movie, which is to get the viewers mind thinking about the end of the movie. It starts out with an overlapping dissolve from the burning jungle into Willard’s burnt wet face. As the dissolve leads to Willard’s face we hear the song say, â€Å"I’ll never look into your eyes†¦again.† This symbolizes death. We get the sense through the music that someone, either Willard or someone else in the move, is going to die. The music is still playing as we get a delusional view of what Willard is thinking about. Then we get to another shot where we see a

Learn to Sing Douce Nuit or Silent Night in French

Here are the French lyrics with a literal translation, followed by the traditional English lyrics. The tune is the same, but as you can see, the French version of this Christmas carol is quite different. Listen to a video of Douce Nuit on YouTube  Ã¢â‚¬â€ the song takes some time to start but it does eventually, with the lyrics underneath which is convenient if youd like to learn it in French. Douce Nuit With Literal English Translation Douce nuit, sainte nuit!Dans les cieux ! Lastre luit.Le mystà ¨re annoncà © saccomplitCet enfant sur la paille endormi,Cest lamour infini ! x2 Sweet night, holy night!In the skies, the start shines.The announced mystery is taking placeThis child asleep on the straw,He is infinite love! Saint enfant, doux agneau !Quil est grand ! Quil est beau !Entendez rà ©sonner les pipeauxDes bergers conduisant leurs troupeauxVers son humble berceau ! x2   Saint child, sweet lamb!How tall! How beautiful!Do you hear the pipesOf the shepherds who lead their herdsTowards his humble cradle! Cest vers nous quil accourt,En un don sans retour !De ce monde ignorant de lamour,Oà ¹ commence aujourdhui son sà ©jour,Quil soit Roi pour toujours ! x2   It’s towards us he is running,In a gift without end !Of this world ignoring love,Where today starts his stay,Let him be king for ever! Quel accueil pour un Roi !Point dabri, point de toit !Dans sa crà ¨che il grelotte de froidO pà ©cheur, sans attendre la croix,Jà ©sus souffre pour toi ! x2 What a welcome for a king!No shelter, no roof!In his manger he is shivering with coldO sinner, without waiting for the cross,Jesus is suffering for you! Paix à   tous ! Gloire au ciel !Gloire au sein maternel,Qui pour nous, en ce jour de Noà «l,Enfanta le Sauveur à ©ternel,Quattendait Israà «l ! x2 Peace to all ! Glory to heavens !Glory to the maternal breast,Who for us, on this Christmas dayGave birth to our eternal Savior,Who Israà «l was waiting for. Lyrics to Silent Night Silent night, Holy nightAll is calm, all is brightRound yon virgin, mother and childHoly infant, tender and mildSleep in heavenly peace,Sleep in heavenly peace.3 Silent night, Holy nightSon of God, loves pure lightRadiant beams from thy holy faceWith the dawn of redeeming grace,Jesus, Lord at thy birthJesus, Lord at thy birth.2 Silent night, Holy nightShepherds quake, at the sightGlories stream from heaven aboveHeavenly, hosts sing Hallelujah.Christ the Savior is born,Christ the Savior is born

Essential Questions Free Essays

While the North veered toward a mechanical future of efficiency and invention the Southern dependence on their cotton industry kept them at a stand still. By 1877 prior t o the compromise which ended Southern Reconstruction the Southern economic system was in a steady decline as emend for cotton slowly shifted while the North’s demand for manufactured goods continued its steady incline. Peopling: How did the growth of mass migration to the United States and the railroad a effect settlement patterns in the cities in the west? The growth of mass migration to the United States caused massive population n changes which tended to slow as immigrants settled into large towns and cities near or center red around the growing railroads which promised life and fortune to the prospective America Politics and Power: Why did the attempts at compromise before the war fail to prevent the inflict? To what extent and in what ways, did the Civil War and reconstruction n transform American political and social relationships? The attempts at compromise failed because no politician was ever able to full y address the issues of slavery in a way that would last forever. We will write a custom essay sample on Essential Questions or any similar topic only for you Order Now Plus the fact that no Southern nerd was willing to give up their way of life because of a northerner who did not know t he value of slavery. America in the World: How was the American conflict over slavery part of larger global events? As the European powers grew and left slavery for industry America was the la SST of the powers to attain a patch of slavery slowing the turn towards industry. With growing ball Zionist movements the views of the world focused on slavery in the south. Environment and Geography: How did the end of slavery and technology and military developments transform the environment and settlement patterns in the so the and the west? At the end of the civil war with the end of slavery and the introduction of milt ray rule to the south there was a massive change in settlement as freed slaves began travels Eng throughout the south to find lost loved ones. Introduction of â€Å"modernized military tactics and other technologies lowed the flow of populations within the American South. Ideas, Beliefs, and Culture: How did the doctrine of manifest destiny affect debates over territorial expansion and the Mexican war? How did the Civil War struggle shah pep Americans beliefs about equality, democracy, and national destiny? The doctrine of Manifest Destiny caused a lot of debates concerning the right of American expansions in the west while all other countries could no longer claim any of t he land. The results of the civil war molded and enforced American belief in the divinity of their actions of spreading democracy from ocean to ocean. How to cite Essential Questions, Papers Essential Questions Free Essays Europeans even knew about the Americas, Native American tribes were the first inhabitants. These first inhabitants were a people group united by kinship and called Pale-Indians and they settled in the Americas between twelve and fifteen thousand years ago. Large mammals and an abundance of plants drew hunter- gatherers to the Americas, which provided the sustenance necessary for survival. We will write a custom essay sample on Essential Questions or any similar topic only for you Order Now Agriculture takes hold in a portion of the Americas between 1000 to 1200 AD, but spreads further and more extensively by 500 AD. Agriculture in the Americas was much different than in Europe and other countries. In the Americas, crops such as corn, beans, and squash were grown and there were no animals involved. Early fifteenth century, Europe was a patchwork of small kingdoms and principalities, and Europe began to expand Into Muslim country and acquired a desire to trade goods with Asia, so they went about exploration of other than previous forms and ended up In America, without knowing It. Soon after Columbus arrived, Spanish explorers took an interest and also began to Lonnie, and proceeded to slaughter large numbers of Indians in get rich quick attempt. Also missionaries took an interest in converting the Indians to Christianity, which resulted in blended versions of Catholicism that exist today. Conquistadors, Spanish colonists under a man named Cortez, conquered the Aztec and began Indian labor system. Because of the scarcity of laborers in the Americas, Portuguese and Spanish colonists looked to Africa for black slaves. Spanish colonization and exploitation of Indians resulted in the Pueblo revolt against the Spanish. Europe soon followed their explorer Columbus to the Americas, bringing diseases and sickly pigs, this event Is now called the Great Dying. The Indians began to resist the power of the Spanish and soon coexisted with them, adopting their cultures and learning the Spanish language. Coming to America: Portrait of Colonial Life The New World, the Americas, became a magnet for all ethnic groups. People had such a desire to go to the Americas that they would indenture themselves so that they could pay for their passage to the Americas. Voyages to the New World were ungenerous and many died on the voyage, while the youngest and healthiest were sold on shipboard. In New England, family relationships were of a great deal of importance. A marriage ceremony was created by the Puritans who also established obligations that were to be fulfilled by the male and female In each relationship. Divorce also became a right If a spouse broke the rules. The head of the house was to have moral order and correctional order and emotional stability. Men were expected to work in the fields and women joined them during harvest time, but made soaps, How to cite Essential Questions, Papers

Business Brief for Franklin Fan Company- MyAssignmenthelp.com

Question: Discuss about the Business Brief for Franklin Fan Company, Answer: Introduction Franklin Fan Company, the producer of the electric fan, was built up by engineers Dan Block and Ed Spriggs. The organization was started in Dan Block's garage and showed moderate however relentless growth for the first seven years. It was amid this time Mr. Block and Mr. Spriggs planned to shift the business to an old meat-packing warehouse situated on Chicago's South Side. As more area was available for storing the stock, the organization started producing extra series of fans; developing the business. After 15 years, the organization again migrated to a fresh modern warehouse and turned into the biggest autonomous producer of fans in the north central area. The area of new warehouse is greater than 100,000 square feet. The extra space has expanded limit from 65% to 90%, however sales growth did not increase (Krajewski, Malhotra, Ritzman, n.d). Analysis Capacity is the most extreme degree of output that an organization supports to prepare a product or give a service over a timeframe (investopedia.com, n.d). Capacity planning is necessary to decide ideal utilization of asset and plays an essential role in decision-making process, for instance, development of prevailing operations, changes to product line, beginning the new products, and so forth. Planning guarantees that operating cost is kept up at any possible measure without influencing the features. It ensures the organization to stay centred and can reach the long-term improvement plan. A complete objective of capacity planning is to meet the present and future level of the necessity at an irrelevant wastage (MSG, n.d). Manufacturing capacity is expanded to meet a quick rise in demand of the customer or to meet a future rise in customer demand. A quick capacity increase is procured by utilizing apparatus that is already in charge for some time using extra shifts or additional time; or deploying the work. Future capacity increments are accomplished utilizing the present apparatus more effectively or purchasing new apparatus. Franklin Fan Company tries to increase its business units. Its goal is to pick up escalation in the fan market and acquire more portion of the overall industry. Franklin's want of escalation must be compelling because the more prominent the size of the market, the more noteworthy the benefit (Krajewski, Malhotra, Ritzman, n.d). However, the expansion in capacity of manufacturing brings about increased expenditure, more critical complexities, and requirement for skilful administration. Then again, insufficient production capacity can bring about decrease in orders which could provoke client dissatisfaction. Lacking capacity could in like manner realize over utilization of existing hardware and labour. Franklin Fan Company ought to have the capacity to coordinate business, development and capacity planning for long term presence (Krajewski, Malhotra, Ritzman, n.d). Recommendations A manager can keep up a high state of capacity by keeping up a vital distance from bottlenecks in the production procedure. A bottleneck is a condition of blockage that moderates the procedure. Any event that stops production extends expenditure and may postpone a shipment of goods to a client. Deferrals may mean losing a customer order and possibly the loss of future business from the customer. Management can avoid bottlenecks by working with dependable sellers and appropriately training representatives (MSG, n.d). In case the manufacturing of the CF151 and PF302 fans are provided a level of quality, the Franklin Fan organization should make the fans and store them for the low demand season to counterbalance manufacturing limit requirement at the time when demand is high. This right idea ought to be used if the standardization is up to a determined level of generation of the fans. With the support of standardization, Franklin Fan Company can adjust capacity prerequisites in the mids t of time when demand is high by producing stock in the time of low demand.