Originally Posted by DALFA

The RLA doesn't need to be thrown out...it just needs some changes.

1. Time limits on first contracts. 12 months negotiations then forced contract based on market conditions and financial health of the company.

2. Time limits for subsequent contracts. 12 months negotiations followed by 12 months mediation. Followed by a 30 day cooling off period once either party requests it (followed by a release and the ability to strike).

3. More protections for employees trying to organize. Penalties equal to 10 times lost wages for terminated employees and $25,000 fine for every infraction of employees right to unionize.

4. Protection for concerted activity (like the NLRA).

5. Ability for employees covered by the RLA to file an unfair labor practice charge with the NLRB...and the ability for the NLRB judges to have jurisdiction over a ULP charge by employees covered by the RLA.

6. Signing of union cards online (like the NLRB just approved)

7. Extension of the validity of union cards to 24 months.

8. Excelsior list provided to labor organizations if a union election is authorized.

9. A formal decertification process...this would be a management gain but fair is fair.

10. Automatic union security clause once 75% of the entire work group becomes members in the union. Union will be responsible for reasonable costs associated with dues checkoff.

That should be a good start...