It’s a full-time job just keeping up with the headlines on EFCA. While it initially appeared to be a “lock” for approval, it has now become mired in controversy and looks to have less than a 50% chance of success in its proposed form. But while the future of the act (as proposed) is in question, there is no question that it is far from a done deal.
Most of the swing votes in the U.S. Senate that have “swung away” from supporting the act have done so on the basis of timing, not ideology. It’s more about the weakness in the economy than the in any fundamental issue with the act.
But the unions are pragmatic enough to consider some of the compromise language that has been bandied about by a group of high profile business leaders, including Howard Schultz of Starbucks. They know that “a version” of the act is better than “no act at all.” Especially because they are patient enough to wait for another bite of the apple.
So if you are waiting to hear the “death knell” for EFCA, you could be in for a long wait. The better strategy is to manage your business in such a way as to make the future of EFCA moot. It involves engaging the people in the business as only you, their employer can. Now is the time to be more concerned about leading, than lobbying.