The misleadingly-named Employee Free Choice Act, or EFCA, is one of the most controversial bills affecting employee rights ever to be proposed.  In essence, EFCA is a Washington bailout for big labor union bosses.  

After securing passage in the House of Representatives in 2007, union bosses mounted an extraordinarily expensive (and misleading) campaign to convince lawmakers that the deceptively-named Employee Free Choice Act should become law.

HERE’S HOW EFCA WORKS: 
STEP ONE: NO-VOTE UNIONIZATION
The misleadingly-named Employee Free Choice Act effectively eliminates more than 60 years of employees’ right to a federally-supervised secret-ballot election to determine whether or not to become unionized.

Under EFCA, if your company is targeted for unionization, a union can unionize you through obtaining 50% +1 of you and your co-workers’ signatures on union authorization cards or any other properly-worded piece of paper (like a sign-in sheet at a union meeting).

It is the gathering of signatures on a union’s authorization cards (or other form) that is so controversial, as unions can legally mislead you and your co-workers about the true purpose of your signature through manipulation and intimidation.  

STEP TWO: GOVERNMENT-DICTATED CONTRACTS

Following a union’s certification as your ‘collective bargaining agent,’ EFCA requires a period of negotiation to take place between the union and the employer.  If an agreement cannot be reached within 130 days of unionization and following 30 days of mediation, a government-appointed arbitrator will impose a contract upon you, the union and your company.

This government-imposed contract lasts for a period of two years.  If you (as an employee) do not like the terms the government-appointed arbitrator forces on you and your company, there is nothing you will be able to do about it.  
There is no contract ratification or rejection voting procedure under EFCA, nor can you kick the union out (decertify) until the end of the contract.

Currently, EFCA has been introduced into both chambers in Congress.  While virtually identical (you can view the House version and the Senate version ), EFCA may be amended before its final passage.

Below is additional information regarding the deceptively-named Employee Free Choice Act:

SOME SIMPLE FACTS ABOUT UNIONS
Today’s Unions are a Business.  As labor brokers, today’s unions rake in billions of dollars every year from unionized employees—the majority of whom are required to pay the union or be fired from their jobs.
There are currently more than 60 national unions throughout the United States, the majority of them headquartered in Washington, DC, where union lobbyists and top union brass have easy access to politicians and regulators.  On the job, most unions perform their services through “local unions.”

After peaking in 1945 when unions represented 35.5% of all workers in the United States, unions have been shrinking for more than 50 years.  Today, more than 90% of America’s private-sector (non-government) employees are union-free.  And, for those employees who are unionized, the vast majority of them did not choose to become unionized but are required to pay a union as a condition of employment.
Unions’ main service is being the exclusive “employee representative” of an employer’s employees.  For this “service,” employees are charged a free called union dues.  Employees can also be charged initiation fees to join the union, as well as a host of other fees.  Additionally, unions can also charge their members assessments (money on top of normal dues) for special union needs, like increasing revenue for organizing or if the union runs low on money. 

In terms of “who” controls the union, this is found in the union’s rule book which is also called a “constitution”  All unions have a constitution and most local unions have a supplemental rule book called bylaws.  Both of these documents are like legal contracts between a union and its members.  If a member violates something that is in , nearly every union has the right to place its members on trial.  If a member is found guilty at a union trial, members can often be kicked out of the union, have his or her membership suspended, or be fined money.  If a member refuses to pay a union fire, the union may take that member to court in an effort to collect. 
Due to decades of declining union membership, today’s unions have begun an aggressive campaign to unionize America’s union-free workplaces.  Unions have professionally-trained salespeople called “union organizers” who used a variety of union organizing tactics to manipulate employees into unions.

One of the main “services” that any union performs is collective bargaining,” which is the bargaining for a labor contract.  According to published reports, today’s unions fail to achieve contracts 45% of the time after employees choose to unionize. When collective bargaining fails, unions can (and often do) call unionized employees out on&nbsp.