Recruiter News Line

It is no longer theoretical. The Employee Free Choice Act, commonly known as EFCA, was introduced in the United States House of Representatives and the United States Senate on March 10, 2009. EFCA had been introduced last year, but never gained enough support to bring it before then-President George Bush, who had promised to veto EFCA.

The tides have now turned, and current President Barack Obama has pledged that he will sign EFCA if it comes across his desk. Recently, President Obama told AFL-CIO leaders that, “[t]o me, and to my administration, labor unions are a big part of the solution. We need to level the playing field for workers and for unions that represent their interests – because we cannot have a strong middle class without a strong labor movement… And as we confront this [economic] crisis and work to… pass [EFCA], I want you to know that you will always have a seat at the table.”

A vote on EFCA could come as early as late spring or early summer. However, there is presently a great deal of speculation as to whether or not EFCA will pass in the Senate. Some Senators who supported EFCA last year are now, particularly given the current economic crisis, wavering in their support of the legislation. Accordingly, it remains to be seen if President Obama will have the opportunity to sign the Act into law.

If EFCA were to pass in its current form, which is the same form as presented last year, it would represent the most dramatic change in labor law over the past 30-plus years. EFCA would essentially eliminate secret ballot elections, which are currently used to establish a union, and replace them with a card check process. Further, EFCA would require that all the terms and conditions of the collective bargaining agreement be determined by a federal arbitrator (or panel) if the parties cannot reach agreement within 120 days of negotiations. The contract imposed by the arbitrator would be in place for two years. Finally, EFCA provides for greater penalties than current law if employers engage in certain unfair labor practices during a union organizing drive or during contract negotiations.

Employers should act quickly to prepare for the possible passage of EFCA. ELI®’s Strengthening Employee Relations™ course addresses managerial responsibilities for maintaining positive employee relations in order to appropriately recognize and respond to signs of union organization. For more information, visit www.eliinc.com.

OptimalResume.com, an innovator in online career services used at more than 600 career centers nationwide, is now offering its private label virtual career platform to the human resources community to help streamline corporate outplacement efforts. At a time when companies and HR departments are facing unprecedented challenges, the need for cost-effective outplacement services for transitioned employees is essential.

Optimal Resume is a customized, scalable solution that can provide transitioned employees at all levels with 24-hour access to a complete suite of self-directed career tools for creating resumes, cover letters, ePortfolios, video introductions and professional networking websites. Job seekers can practice interviews with a state-of-the art virtual job interview practice module, as well as conduct career research and assess their marketable skills.

“Optimal Resume fills the gap between traditional severance and outplacement services,” said David McNasby, COO of Optimal Resume.com. “We can help organizations that are facing significant layoffs reduce their overall outplacement liability while maximizing the delivery of outplacement services.”

Optimal Resume helps job seekers create a compelling presentation of their skills and abilities, facilitating rapid workforce reentry and promoting more efficient and useful interactions between job seekers and outplacement professionals. Through this service, employers can maintain connections with transitioning personnel in a rapidly changing business environment.

“Our solution empowers displaced employees by providing them with vital tools to make the best impression possible,” McNasby said. “Offering Optimal Resume to exiting employees of all levels is a clear demonstration of corporate goodwill that has a tremendously positive brand impact.”