As reported yesterday here on the Blawg, Democrats are expected to introduce the Employee Free Choice Act (EFCA) in Congress today.

Unions and business groups are gearing up their publicity machines. The U.S. Chamber of Commerce is unveiling a blizzard of new print and radio ads today and business advocates are descending on the Hill in droves.

So, exactly what does this mean for employers?

First of all, passage of EFCA is far from a done deal. As the Wall Street Journal reported today, several prominent Democrats are expressing reservations about EFCA. Even the President himself seems open to compromise. Most are predicting months of debate, with the card check piece eventually falling by the wayside. But even without card check, the other aspects of EFCA (faster elections and mandatory fast-track arbitration) would no doubt result in an explosion of union activity.

Regardless of the eventual outcome, employers should take the time NOW to prepare for EFCA and to assess potential impacts. As always, the best way to avoid union organizing activity in your company is to be fair and consistent and to treat employees with dignity and respect at all times. If you aren’t doing that, I humbly suggest that you start now.

For an overview of EFCA’s basics, click here. Stay tuned for more.