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The Employee Free Choice Act〔, .〕 was a legislative bill that was introduced into both chambers of the U.S. Congress on March 10, 2009. The bill's purpose was to The act would have, first, allowed a union to be certified as the official union to bargain with an employer if union officials collect signatures of a majority of workers. The bill would have removed the present right of the employer to demand an additional, separate ballot when more than half of employees have already given their signature supporting the union.〔See generally, 〕 Second, the bill would have required employers and unions to enter binding arbitration to produce a collective agreement at least 120 days after a union is recognized. Third, the bill would have increased penalties on employers who discriminate against workers for union involvement. ==Outline== The Employee Free Choice Act would have amended the National Labor Relations Act in three significant ways. That is: *section 2 would have eliminated the need for an additional ballot to require an employer recognize a union, if a majority of workers have already signed cards expressing their wish to have a union *section 3 would have required that an employer begins negotiating with a union with a view to reaching a collective agreement within 90 days, and if not, the two sides will be referred to compulsory mediation, and if mediation fails, binding arbitration *section 4 increases the penalties on employers who subject workers to detriment for being involved in a union. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Employee Free Choice Act」の詳細全文を読む スポンサード リンク
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