Proponents of map review argue that it is easier for workers to join unions. In his comments on the introduction of the Employee Free Choice Act, for example, the former chairman of the U.S. House Committee on Education and Labor, George Miller (D-Calif.), in his remarks on the introduction of the Employee Free Choice Act, described the limitations of the NRL electoral system: in 1969, the Chief of Justice gave Earl Warren the majority opinion of the U.S. Supreme Court. , which confirmed the use of card cheques. Mr. Warren said: “Almost from the beginning, it was recognized that a union did not need to be recognized as the winner of a board election to invoke a bargaining obligation; it could obtain majority status by other means… convincing support, for example. B by a strike or strike vote called by the unions, or, as here, by the possession of cards signed by a majority of workers who have authorized the union to represent them for collective bargaining. NLRB v. Gissel Packing Co., (1969). The Supreme Court resolutely ruled in favour of reviewing the maps, and Warren cited earlier confirmations in NLRB v.
Bradford Dyeing Assn., (1940); Franks Bros. Co. v. NLRB, (1944); United Mine Workers v. Arkansas Flooring Co., (1956). Under the proposed Employee Free Choice Act (EFCA), if the NLRB verifies that more than 50% of employees have signed authorization cards, the secret ballot election is bypassed and a union is automatically formed. The AECP, introduced to the U.S. Congress in 2005 and reintroduced in 2007 and 2009, provides that the NNRB would recognize the union`s role as the official representative of the negotiations if a majority of workers authorized this representation by a card cheque, without the need to do so by secret ballot.  Under the AECP, if more than 30% or less than 50% of workers sign a petition or authorization card, the NRL would nevertheless order a secret ballot election for union representation. The rise of neutrality agreements is an important development in labour management relations in this country. The trade union movement`s new approach to the organization of the elections of displaces, overseen by the National Labor Relations Board (NLRB), with negotiated agreements that provide that employers remain neutral during an upcoming union campaign and decide (in most cases) for workers whether they want to be represented by the signing of authorization cards rather than by a secret ballot.
Professor Brudney demonstrates the essential role of this contractual approach in the trade union organization.