Look out! The labor unions are proposing changes in their bylaws that will eliminate secret votes on union policies by employees, make all of their votes visible to the other members (or at least the bosses). Any who vote in disagreement can then be punished or fired.
EFCA would change that by permitting union organizers to request employees sign card checks and sign them on the spot. This effectively eliminates the need for elections and removes all secrecy as Joe at lunch is going to feel intimidated to sign the card lest he perceive he'll be ostracized if he doesn't while others around him have.
Meanwhile, once the union gets 50%+1, the union is the recognized bargaining representative. Once recognized, EFCA would require that a contract be settled within 30 days (maybe only 28) and if not then binding arbitration. Now in states like mine, MI, a union shop state, those employees in the bargaining until are compelled to pay union dues or an admin fee (aka service fee) or they are fired. This is a fundamental shift in how unions may organize and how such union certification elections would be conducted (i.e., will not be conducted).
Was the employee fired or voting for prop 8? Or is that what she's claiming? I'd have to see what the incident he was written up for was before I make a decision. Simply saying that he was fired for discrimination wouldn't make much sense if the incident in question wasn't also written up. I'll have to wait before I make a decision. I don't think I've ever heard of somebody getting fired for discrimination without the incident for which he was fired also being described in full detail.
Last edited by Hatuey; 01-06-09 at 01:50 PM.
I refuse to accept the view that mankind is so tragically bound to the starless midnight of racism and war that the bright daybreak of peace and brotherhood can never become a reality. - MLK