You are not currently logged in.
Access JSTOR through your library or other institution:
If You Use a Screen ReaderThis content is available through Read Online (Free) program, which relies on page scans. Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Union Organizing under Neutrality and Card Check Agreements
Adrienne E. Eaton and Jill Kriesky
Vol. 55, No. 1 (Oct., 2001), pp. 42-59
Published by: Sage Publications, Inc.
Stable URL: http://www.jstor.org/stable/2696185
Page Count: 18
You can always find the topics here!Topics: Political campaigns, Employment, Labor management relations, Union organizing, Labor unions, Union contracts, Statistical significance, Employees, Unionization rates, Labor union representation
Were these topics helpful?See something inaccurate? Let us know!
Select the topics that are inaccurate.
Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Preview not available
Collectively bargained language concerning union organizing has become increasingly common. Typically included in such language is the employer's agreement to remain neutral in the organizing process, or to recognize unions based on card checks by neutral third parties (as an alternative to NLRB elections), or both. The authors examine the content of and organizing experience under 118 separate written agreements of this kind. They find strong evidence that card check agreements reduced management campaigning, as well as the use of illegal tactics such as discharges and promises of benefits, and also substantially increased the union recognition rate. Neutrality alone apparently had much less effect, but agreements containing only neutrality provisions have sometimes led to card check agreements. Two less common provisions of organizing agreements that appear to have increased organizing success were campaign time limits and requirements that employers provide unions with employee lists.
ILR Review © 2001 Sage Publications, Inc.