HRPD 709 - Comparing Card Check Method and Mandatory Vote in Unions

This essay provides a comparative analysis of the card check method and mandatory representation vote in the context of union certification, particularly focusing on employee rights and organizational practices. It examines the advantages and disadvantages of each method, highlighting the potential for manipulation and exploitation in mandatory representation votes, while also acknowledging the challenges in ensuring the protection of worker's rights under the card check method. The essay references relevant literature and legal cases to support its arguments, ultimately advocating for greater protection of employee voting rights and promoting the card check method as a more equitable approach to union selection.

Running Head: Industrial Relations
Industrial Relations
Ques-Answer
MAY 31, 2019

Industrial Relations 1
Policy Analysis
Answer-1
Card check method is also known as ‘Employees Free Choice Act’ provides and protect
the rights of employees whether to select or join a union or not. The ‘card check method; process
helps the workers and employees in the organisation to sign up an agreement about to organize a
union. However, the mandatory representation vote is a methodology of selecting the anonymous
choices. This is also known as ‘Secret Ballot Voting’. However, the chances of frauds,
manipulation, and blackmailing in this method is very high. Even in this method the vote can be
destroyed or altered (Riddell, 2017). However, regardless of the voters have authenticity to check
their polls and there will be possibility to review the vote that was performed by the voter, there
is great chance that vote of the voter would be altered and it is really impossible to prove the
authenticity of the ballots. The mandatory representation vote was first used in Australia in 1956
(Moore & Bales, 2012). However, this type of voting system still found in many countries and
the manipulation in this type of voting system still exist in the world. This method was also
adopted by America in their post-civil war elections (Raghunath, 2012). However, Secret Ballot
voting system is a traditional method and it is not used in USA now. If the organisation reject the
right of workers to give their vote in the union, the organisational people can use the card-check
method to give their votes. However, despite being the organisations are not doing such
unethical practices, the experts say that the workers required a strong ballot box protection
(Cooper, 2018).
However, the both card cheque method and mandatory representation vote have their
own pros and cons. While Car check method provide a liberty and right to select the union or
not, the mandatory representation vote is easily manipulated and altered. Under the card check
method a worker has full freedom of selecting a union and making his own decision about it, but
there are still so many organisations are still exploiting the rights of employees and workers to
join the Union or manipulating the voting rights of the workers (Herbert, 2010). The
management still dominates in the modern ere on the voting rights and worker’s interest to join
the Union or not. However, the card check method provides the freedom to the employees to
make their own choice about joining the union or not, while the mandatory representation votes
still unsafe for voting and joining the union because the protection of workers ballot box is still

Industrial Relations 2
under question, while the cooperation of organisation with workers not prevails everywhere in
the world. However, the employees and workers need protection against their voting rights and
joining the union by their own consent and with their own fair selection criteria. Therefore, it is
better for organization to provide protection to the ballot box of employees and give them rights
of Card Check method for voting and joining the union.

Industrial Relations 3
References
Cooper, L. J. (2018). Privatizing Labor Law: Neutrality/Card Check Agreements and the Role of
the Arbitrator. Ind. LJ, 83, 1589.
Herbert, W. A. (2010). Card Check Labor Certification: Lessons from New York. Alb. L.
Rev., 74, 93.
Moore, J. Y., & Bales, R. A. (2012). Elections, neutrality agreements, and card checks: The
failure of the political model of industrial democracy. Ind. LJ, 87, 147.
Raghunath, R. (2012). Stacking the Deck: Privileging Employer Free Choice over Industrial
Democracy in the Card-Check Debate. Neb. L. Rev., 87, 329.
Riddell, C. (2017). Union certification success under voting versus card-check procedures:
Evidence from British Columbia, 1978–1998. ILR Review, 57(4), 493-517.