As most people who read this blog already know, the Employee Free Choice Act (EFCA) is pending in Congress. It’s designed to make it easier for unions to organize employees, and to get quick pro-labor contracts. While it‘s unlikely that EFCA will pass in its current form, the momentum and support is in place to get a compromise version passed in the coming months - and Obama has already said he’d sign it if it comes to his desk.
Obama’s support of EFCA, his selection of outspoken union advocates to key government positions, his pro-labor nominations to the NLRB, and his recent issuance of three pro-labor Executive Orders, signal the new administration’s strong support of organized labor. Meanwhile, unions are waging anti-corporate campaigns designed to force employers to recognize unions without a secret ballot election, regardless of whether EFCA is signed into law.
It all adds up to increased liability and significant management challenges, with or without EFCA passing.
Many employers are completely unprepared for the already increased activity by unions. And most managers today have absolutely no experience answering basic employee questions about unions, dealing with a union organizing campaign or working in a unionized environment.
It’s a large and risk laden training gap.
If you’d like to learn more, check out ELT’s June podcast on why EFCA is driving a heavy wave of critical union awareness training for managers.
Copyright © 2008-2010 
Comments