@Old Guy It’s always about money, isn’t it? There is no money in common sense.

As for the EFCA, unions are businesses and need members to keep going. None of the union leadership want to go back to doing regular jobs and they want to protect what they have – just look at unionfacts.com.

What concerns me with the EFCA is to circumvent the voting part of the NLRA since that is something that goes beyond the world of labor law – it is a democratic principle. However, with that said, the time is ripe for this debate. The US has been fat dumb and happy for over 20 years since the last big unemployment problem of the early 80’s and when the spread of the “haves” and “have nots” reaches a point of critical mass, people want to organize. One of the basis roles of a union is to provide employees a voice. To many of the corp HR types are nothing but puppets that talk out of both sides of their mouth without having the balls to act with integrity. If you stand up to your “business partners” then you are not a team player, blah, blah, blah, etc.

Unfortunately, companies have been jerking people around for the last few years since the early 2000s with wage freezes, meager raises, “right sizing”, etc. and it is just now getting attention because the situation is affecting the entire spectrum of the workforce. But the funny thing is that when times get tough, all companies get more cut throat about protecting what they have (like the unions) and that includes those at the top that make decisions to justify their existence. Execs play armchair HR professionals without taking any pain themselves. Strategic HR and everything that is associated with it is the first thing put on hold – all of a sudden HR becomes expendable. The old school tactic of keeping the chaos going appears since if things are screwed up, the top must be needed to keep the boat upright. Never mind needing any people to row.

If the EFCA forces management to walk the walk, instead of just talking the talk, then I am all for it. If it does past, I expect ULP filings to increase dramatically as management starts to pee all over themselves.

The best organizer is a poor supervisor.

@guajardoforesight Thanks!

@You will make a mint!

@Michael Union vulnerability audits? Two steps forward, one step back IMHO.

do you really believe that people have reduced the EFCA issue and all that goes with it to a hashtag? come on. give people more credit than that. the hashtag is a way to track a small piece of the conversation in the twitterverse, which is tiny in comparison to the grand scheme of things.

if you step outside of the blogosphere and world of social media we operate in, there’s sooo much more going on to foster conversation and discussions on the merits/pitfalls/alternatives to EFCA as well as efforts to educate HR and business pros on the matter.

if you’re over EFCA though… i guess the conversation will just continue without you whether it’s in social media channels, or elsewhere.

all my best,
JLee

If anyone is interested, I have reproduced the EFCA Question and Answer session on my blog: http://jungleblog.foresightint.com/tag/employee-free-choice-act/

Sorry… not sure how to add hyperlinks yet.

Whether unionization is positive for business, the workforce, or the economy is a conversation best left to someone in a field other than mine.As an I/O Psychologist my interest lies in organizational success through the well-being of employees.

If no other good comes from EFCA, at least it is forcing companies to have an important conversation. In searching for ways to combat unionization, employers are realizing they need engaged employees

@teresa Exactly. Thank you.