The Employee Rights Act contains numerous elements that would benefit employers and employees alike while also limiting radical changes in labor policy based on the makeup of the National Labor Relations Board.
Vice President, Labor Policy, U.S. Chamber of Commerce
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A bill known as the Employee Rights Act (ERA) was introduced in Congress on April 19, which, if enacted, would make key changes to labor law and bring much-needed balance between union rights, employee rights, and employer rights in labor organizing. The ERA contains numerous elements that would benefit employers and employees alike while also limiting radical changes in labor policy based on the makeup of the National Labor Relations Board (NLRB).
The ERA would guarantee employees the right to a secret ballot representation election overseen by the NLRB rather than through the collection of signature cards, which would allow them to register their support for union representation in the privacy of a voting booth and not in the presence of labor organizers or their employer. Guaranteeing secret ballot elections would also put an end to the current NLRB General Counsel’s effort to adopt the long-discarded practice known as the Joy Silk doctrine, which would force employers to bargain with a union once they receive union cards signed by a majority of their employees.
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