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H.R. 1696: | Employee Free Choice Act | 109th Congress 2005-2006 |
To amend the National Labor Relations Act to establish an efficient system to enable employees to form, join, or assist labor organizations, to provide for mandatory injunctions for unfair labor practices during organizing efforts, and for other purposes. OverviewSponsor: | | Text: | Summary
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Full Text | Status: |  | Introduced | Apr 19, 2005 | | Referred to Committee | View Committee Assignments |  | Reported by Committee | (did not occur) | | House Vote | (did not occur) | | Senate Vote | (did not occur) | | Signed by President | (did not occur) |
This bill never became law.
This bill was proposed in a previous session of Congress. Sessions
of Congress last two years, and at the end of each session all
proposed bills and resolutions that haven't passed are cleared from the books.
Members often reintroduce bills that did not come up for debate
under a new number in the next session.
| Last Action: | May 9, 2005:
Referred to the Subcommittee on Employer-Employee Relations. | Related: | See the Related Legislation page for other bills related to this one and a list of subject terms
that have been applied to this bill.
Sometimes the text of one bill or resolution is incorporated into another, and in those cases the original bill or resolution, as it would appear here, would seem to be abandoned. |
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Question & Answer 
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Sep 3, 2008 7:16 AM - What is the process for union decertification if employees are dissatisified with their union representation? -
Read AnswersAnswered by a visitor on Sep 30, 2008 6:13 PM -
Contact your labor relations board and they will send you all specifics regarding this action. Answered by a visitor on Oct 31, 2008 1:26 PM -
There are very narrow windows within which to request an election to decertify an existing union. In most cases (non-healthcare), that window is 60-90 days prior to contract expiration, or at any time after a contract expires without renewal. However, in bargaining for a first contract, a union cannot be decertified for a period of 12 months from the date the union was certified as the representative of employees. The process is to file a petition with the NLRB seeking a decertification election. This is called an RD petition and blank forms can be obtained on the NLRB's web site. Note, however, that the NLRB will not process an election petition unless at least 30% of the employees who are in the bargaining unit indicate a desire for such an election. That so-called "showing of interest" can be in a number of different forms, usually involving individually-signed cards or a petition. Whatever instrument is chosen, it must clearly state that those who sign wish to indicate support for an election to determine if the union will continue to be the representative of employees . Some petitions/cards are written to say that those who sign "no longer wish to be represented by XYZ Union for puroses of collective bargaining." This is satisfactory as well. Jan 28, 2009 11:22 AM - Will this E.F.C.A. incorporate rights for all women for fair wages as their male counterparts? -
Read AnswersAnswered by a visitor on Jan 31, 2009 9:04 AM -
this will destroy the country, more companies will move overseas and less people will be inclined to start companies,its bad enough in this country to run a bussiness at 35 percent taxes Answered by a visitor on Apr 13, 2009 8:08 PM -
The Equal Pay Act of 1963 was enacted to prohibit pay discrimination between genders... Please see partial text of the Act below: (d) Prohibition of sex discrimination (1) No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an employer who is paying a wage rate differential in violation of this subsection shall not, in order to comply with the provisions of this subsection, reduce the wage rate of any employee. |
Because the U.S. Congress posts most legislative information online one legislative day after events occur, GovTrack is usually one legislative day behind. For more information about where this data comes from, see
About GovTrack.us. H.R. 1696--109th Congress: Employee Free Choice Act.
(2005).
In GovTrack.us (database of federal legislation).
Retrieved Nov 20, 2009, from
http://www.govtrack.us/congress/bill.xpd?bill=h109-1696
"H.R. 1696--109th Congress: Employee Free Choice Act."
GovTrack.us (database of federal legislation).
2005.
Nov 20, 2009
<http://www.govtrack.us/congress/bill.xpd?bill=h109-1696>
{{cite web
|url=http://www.govtrack.us/congress/bill.xpd?bill=h109-1696
|title=H.R. 1696
|accessdate=Nov 20, 2009
|author=109th Congress (2005)
|date=Apr 19, 2005
|work=Legislation
|publisher=GovTrack.us
|quote=Employee Free Choice Act
}} | | | |
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