The only thing I have heard about unions not wanting elections is with NLRB elections. Card Check is the perferred method because its faster. Card Check varies from one agreement to another but for the most part, Card Check is when an employer agrees to by-pass an NLRB election. What happens is the union presents signed cards to the company and a neutral 3rd party, which both sides agrees on, counts the card. If there are enough cards the employer agrees to accept the union as the agent of choice for the workers. This is becoming a very popular way because its faster and saves both sides time and money. BasCingular is one major company that uses this policy. Basically instead of using the NLRB, an agreed on neutral 3rd party is use.
Voluntary Check Off (dues deductiion) is voluntary. EFT is very convient. Voluntary Check off reduces the risk of an employee getting behind on dues and not being a member in good standing, which is good for the union and all its members. Most union constitutions state that for a member to hold office, vote in elections, and take part in a few other activities, they have to be members in good standings. Its is the goal of the union to minimize anyone being left out of these important things, so Voluntary Check Off is often bargained. But its voluntary.
Warren I really like your "dis-credit Trey" thing you have now resorted to. Looks like Mr Berman is rubbing off on you a little. LOL... Although, I would really appreciate you not putting words in my mouth as you did that last post. C'mon man, lets not take it there. AGAIN. BTW heres an example of contract language regarding Voluntary Check Off. If you dont read anything else, read sections 2 & 4. Tell me if you think this holds an employee to anything terrible. And just so you know, its usually one of the first things brought to the bargaining table because its an item that usually is TA'd (Tentaviely Agreed on) very quickly. The easy topics are the things that are usually bargained 1st during contract negotiations.
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ARTICLE 5
VOLUNTARY CHECK-OFF
Section 1. For the period of this agreement, upon receipt of a written, personally signed authorization of the form approved by the Employer from any employee’s subject to this agreement, The Employer will deduct from such employee’s pay, the monthly membership dues provided however, that the employer shall not be obligated to deduct any delinquent dues which became delinquent prior to the effective date of the authorization. The Employer will transmit to the Secretary-Treasurer of the Union on or before the 15th day after the last payday of each month, the total deductions made by the Employer, together with a list of those employees from whom such deductions have been made.
When earnings are insufficient to cover the authorized deductions, Union dues shall be deducted in the next payroll period in which sufficient pay is available.
SECTION 2. The Union will indemnify and keep the Employer against any and all liability and expense of every kind and nature, without any limitations whatsoever, that shall arise out of any action taken by the employer in making deductions of Union dues and initiation fees and this indemnification shall include, but not limited to, such matters as all cost of suits, proceedings, claims, damages and expenses, attorney’s fees and court expenses.
SECTION 3. The Employer will submit monthly a list of new hires to Chief Union Steward. The Employer shall provide the Union each month a list of employees in job classifications covered by this agreement, under the following conditions:
Employees hired or rehired
Employees entering or returning from Military Service
Employees revoking authorization to deduct Union dues
Employees leaving the Company
Employees transferring
SECTION 4. No provision of this agreement shall be construed as requiring any employee to execute a union dues check-off authorization.
Re: Something to consider
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