The Employee Free Choice Act makes union organizing easier
Employee communicators need to be aware of new legislation introduced into Congress on March 9. The proposed Employee Free Choice Act (EFCA) has many implications for internal communications in the United States and will get the attention of those in the C-Suite who favor a union-free environment.
Ironically, I received an e-mail from Ragan yesterday asking if “upper level management understood the value of communications?” Trust me, with EFCA, employee communicators have a great opportunity to test and prove their mettle handling complex, important issues. It’s a critical test for corporate communicators.
What is the Employee Free Choice Act?
In a nutshell, EFCA would change U.S. labor law to make it easier for employees to unionize. It represents the most sweeping change in over a half century:
Companies’ right to campaign against unionization diminished
The biggest implication for employee communications is not immediately apparent. Under current regulations, unionization (or not) typically happens after both sides have campaigned for 60 days to ensure their position, message and story are heard before votes are cast.