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Strategies & Market Trends : 2026 TeoTwawKi ... 2032 Darkest Interregnum -- Ignore unavailable to you. Want to Upgrade?

To: Night Trader who wrote (45532)	1/21/2009 12:06:34 AM
From: carranza2	Respond to of 217818

thanks. will take a look.

To: Night Trader who wrote (45532)	1/21/2009 2:08:11 AM
From: TobagoJack	Respond to of 217818

just in in-tray From my friend Tony, who has invested in about 6 smaller companies. He's getting more and more discouraged.... xxx Tony: Freechoiceact.org Here we go... Advertised four times on CNN during the coronation ceremony. tk Tony Here we go again, two more times on CNN. This is going to be ramrodded down peoples' throats... This means intimidation and back to pre-70s when unions were slothy and before they were busted by companies. This is the first step into socialism/spreading the wealth. Small business will be CRUSHED if unions start forming in sub 500 person companies. I'm scared as the dems have the coffers and now the power in the 111th congress to jam this home. tk Employee Free Choice Act From Wikipedia, the free encyclopedia The Employee Free Choice Act (EFCA) is legislation in the United States which aims to "amend the National Labor Relations Act to establish an easier system to enable employees to form, join, or assist labor organizations, to provide for mandatory injunctions for unfair labor practices during organizing efforts, and for other purposes."[1] Under current labor law, the U.S. National Labor Relations Board will certify a union as the exclusive representative of employees if it is elected by either a majority signature drive, the card check process, or by secret ballot NLRB election, which is held if more than 30% of employees in a bargaining unit sign statements asking for representation by a union. If enacted, this bill would require the NLRB to certify a bargaining representative without directing an election if a majority of the bargaining unit employees signed cards, the card check process.[1] Pursuant to the bill, a union can demand that an employer begin bargaining within ten days of certification of the union as the exclusive bargaining representative for an appropriate unit of employees via the card check.[1] In addition, if the union and employer cannot agree upon the terms of a first collective bargaining contract within ninety days, either party can request federal mediation, which could lead to binding arbitration if an agreement still cannot be reached after thirty days of mediation.[1] Where government arbitration determines terms of the agreement, employees would lose their current right to ratify the terms of the agreement.[1] Finally, the Act would provide for liquidated damages of three times back pay if employers were found to have unlawfully terminated pro-union employees.[2] The EFCA also would impose a $20,000 penalty upon employers for each employer violation of the proposed legislation if the NLRB and/or a court deems the violation willful or repetitive.[1][3] On March 1, 2007, the House of Representatives passed the act by a vote of 241 to 185. The Senate on June 26, 2007 voted 51 to 48 on a motion to invoke cloture on the motion to proceed to consider the bill. The bill failed to pass during the 110th United States Congress because of the 60 votes required to enforce cloture, which may be possible to obtain in the 111th United States Congress.[4]