Quote:By the same token, companies that signed the dumb contracts should start choosing not to renew.  Let the union members throw their temper tantrums and strike.  I would do the same thing that Ronald Reagan did and fire them all and hire replacements.

It's not that easy to get rid of a Union by an employer...Refusing to "negotiate in good faith" is against the  National Labor Relations Act...It's hard for an employer to get rid of a Union once they have had it implemented in their company...Generally, if the contract expires, the Union employees vote to remain under the previous years contract until a new contract is agreed on, voted on (ratified) and signed...My union went from January to Sept last year under the previous contract due to the Union and Company not coming to an agreement...During that time it was rumored that the company wanted rid of the Union, but under NLRA the company can not unilaterally terminate the Union contract without following certain steps which included shutting down  operation for a period of time and reopening under a different company name...I'm trying to find that clause but not having much luck... If the company implements a lockout, the contract has provisions for that too...My Union contract with my employer has a clause in it that says if the current contract expires before a new contract is approved and ratified we automatically stay running under the terms and agreements of the contract that just expired...

 

Some companies and unions will just keep on working even without a contract until an agreement is reached, but both parties must still "negotiate in good faith" and follow the NLRA... It's a lengthy and costly thing for an employer to get rid of the Union, as it will be challenged by the National Labor Board, and most certainly in court...

 

Union employees can vote the Union out any time they want to, but the companies can't urge them to or tell them to or have any type of influence on Union employees voting on anything

 

"  Once private-sector unions are established at workplaces, federal law requires that they remain indefinitely unless employees vote to remove the union or an employer proves that the majority of employees no longer support the union.[178] [179] [180] [181]" 

 

"* Under current federal law that was established in the 1935 Wagner Act, it is against the law for private-sector employers "to refuse to bargain collectively" with unions approved by a majority of employees. The 1947 Taft-Hartley Act imposed the same requirement on unions, creating a "mutual obligation" for unions and employers "to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment…."[340] [341] [342] [343] [344]"

 

"* Federal law does not require employers and unions to continue negotiating in the face of an impasse. In the 2012 case of <i>Erie Brush v. National Labor Relations Board</i>, a Chicago company stopped negotiating with a newly organized union that insisted on a union security provision that the company opposed. In this case, a three-judge panel of the U.S. Court of Appeals for the District of Columbia unanimously ruled that the NLRB could not force the company to keep negotiating with the union after they had reached an impasse on this matter.<a class="" href='http://www.justfacts.com/unions.asp#f348'>[348]</a><a class="" href='http://www.justfacts.com/unions.asp#f349'>[349]</a>

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<p style="font-family:'Roboto Slab Regular';color:rgb(0,0,0);font-size:16.8px;">* Under rules established by the National Labor Relations Board, most terms of private-sector collective bargaining contracts remain in force even after the contracts expire. This includes wages, hours, employee savings accounts, dues-checkoff provisions (which require employers to deduct union dues from employees' paychecks and submit them to the union), and "other terms and conditions of employment." Some exceptions to this rule are no-strike clauses, arbitration agreements, and management-rights provisions.<a class="" href='http://www.justfacts.com/unions.asp#f350'>[350]</a> <a class="" href='http://www.justfacts.com/unions.asp#f351'>[351]</a> <a class="" href='http://www.justfacts.com/unions.asp#f352'>[352]</a>"

 

http://www.justfacts.com/unions.asp

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