Card Check Clause Samples
A Card Check clause establishes a process for verifying whether a majority of employees in a workplace wish to be represented by a union, typically through the collection and review of signed authorization cards. Instead of requiring a formal secret-ballot election, this clause allows union representation to be recognized if a sufficient number of employees sign cards indicating their support. The core practical function of a Card Check clause is to streamline the unionization process, reducing potential delays and disputes associated with traditional election procedures, and ensuring that employees' preferences are efficiently and transparently determined.
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Card Check. Developer and/or Developer Successors shall use require any Hotel or Restaurant Project (as such term is defined in the San Francisco Administrative Code Section 23.51) to comply with the provisions of the San Francisco Administrative Code Sections 23.50 to 23.56 (the “City Card Check Policy”), irrespective of any proprietary interests or, with respect to items (i) and (ii) immediately below, industry limitations contained therein. Further, Developer and/or Developer Successors shall require that (i) any agreement for the provision of security, custodial or stationary engineers for which the total annual economic consideration paid for such service exceeds twenty-five thousand dollars ($25,000) for security, twenty-five thousand dollars ($25,000) for custodial, and fifty thousand dollars ($50,000) for stationary engineers; and (ii) any agreement for the lease or sale of land to be used as a Grocery Store will each similarly comply with the general requirements of the City Card Check Policy. Developer and/or Developer Successors shall include requirements of this Section 4.1 in any contract Developer and/or Developer Successors enter into with any purchaser, general contractor, or Tenants with respect to the Project.
Card Check. “An agreement to accept the results of a card check in lieu of an NLRB election is consistent with federal labor policy.” Marriott Corp., 961 F.2d at 1468. The Second Circuit has noted that a card check procedure, “which bypasses Board-conducted elections, provides an alternative method for employees to accept or decline union representation.” ▇.▇. ▇▇▇▇▇▇ Hotel, 996 F.2d at 566. The courts of appeals are in agreement on this point. See Georgetown Hotel v. NLRB, 835 F.2d 1467, 1470-71 (D.C. Cir. 1987) (employer voluntarily may elect to be bound by card check procedure in lieu of Board election); Mo-Kan Teamsters Pension Fund ▇. ▇▇▇▇▇▇▇, 716 F.2d 772, 775 (10th Cir. 1983) (valid contract in which employer recognized union majority); NLRB v. Cam Indus., Inc. 666 F.2d 411, 412 (9th Cir. 1982) (valid card check contract between employer and union).
Card Check. When a majority of the eligible employees performing work cov- ered by an Agreement designated by the National Negotiating Com-
Card Check. Both parties agree to a card check procedure in lieu of a formal election conducted by the National Labor Relations Board. Employees can sign a card authorizing a union to represent them. A neutral third party (i.e. an arbitrator, a priest) counts the cards to determine if a majority of workers want a union. If a majority signs cards for the union, the employer agrees to recognize the union for purposes of collective bargaining.
Card Check. If, at any time during an Organizing Campaign which follows the existence at a Covered Workplace of a substantial and representative complement of employees in any unit appropriate for collective bargaining, the Union demands recognition, the parties will request that a mutually acceptable neutral (or the American Arbitration Association if no agreement on a mutually acceptable neutral can be reached) conduct a card check within five days of the making of the request. The neutral shall compare the authorization cards submitted by the Union against original handwriting examples of the entire bargaining unit furnished by the Company and shall determine if a simple majority of eligible employees has signed cards. The Union and the Company shall jointly prepare the list of eligible employees.
Card Check. In respect of the Project, Lennar will commit to ensuring that any Hotel or Restaurant Project (as such term is defined in the San Francisco Administrative Code Section 23.51) complies with the provisions of the San Francisco Administrative Code Sections 23.50 to 23.56 (the “City Card Check Policy”), irrespective of any proprietary interests or, with respect to items (i) and
Card Check. When a majority of the eligible employees performing work covered by an Agreement designated by the National Negotiating Committee to be Supplemental to the ABF National Master Freight Agreement execute a card authorizing a signatory Local Union to represent them as their collective bargaining agent at the terminal location, then such employees shall automatically be covered by this Agreement and the applicable Supplemental Agreements. If the an Employer refuses to recognize the Union as above set forth and the matter is submitted to the National Labor Relations Board or any mutually agreed upon process for determination and such determination results in certification or recognition of the Union, all benefits of this Agreement and applicable Supplements shall be retroactive to the date of demand for recognition. In such cases the parties may by mutual agreement negotiate wages and conditions, subject to Regional Joint Area Committee approval. The parties agree that a constructive bargaining relationship is essential to efficient operations and sound employee relations. The parties recognize that organizational campaigns occur in bargaining relationships and that both parties are free to accurately state their respective positions concerning the organization of certain groups of employees. However, the parties also recognize that campaigns must be waged on the facts only. Accordingly, the parties will not engage in any personal attacks against Union or Company representatives or attacks against the Union or Company as an institution during the course of any such campaign.
Card Check. Upon written request by the Union, the College agrees to recognize the Union without an NLRB election and commence bargaining if the Union secures a simple majority of authorization cards of the employees in the proposed bargaining unit. The card check will be conducted by a mutually agreeable third party within five (5) days after the Union’s request. The third party shall maintain the confidentiality of the cards.
Card Check. Within 10 days of hiring more than five employees, SMT will give the union a list of the employees and the subsequent opportunity to present evidence of majority support among the employees for the union as the exclusive bargaining representative, in accordance with the requirements of the National Labor Relations Act and other applicable laws. If the parties have any dispute over the outcome of a card check, the Federal Mediation and Conciliation Service shall have the authority to settle it.