<P> When the union files its petition, the NLRB first checks the sufficiency of the union's showing of support . The Board will not show the cards to the employer, or release the names of the employees who have signed them, or indicate the number of cards submitted by the union . </P> <P> The employer may, nonetheless, challenge this showing of interest by claiming that the signatures on the cards are not genuine, or that they have been tainted by supervisory involvement in the union's campaign, or that the union has understated the number of employees in the unit that it seeks to represent . Then the Board will conduct an administrative investigation into those allegations . If the Board finds that any of these cards are invalid for any reason it will typically allow the union a brief period of time to submit however many cards are necessary to meet its thirty percent standard . </P> <P> Optionally, a union that has gained over 50% of employees petitioning for representation can form by card check election . An employer currently can refuse to accept the results of a card check election and require a secret ballot election . Under the proposed Employee Free Choice Act an employer challenging a card check election would be required to assert that employee signatures were gathered using illegal means, such as coercion . This would be a return to the NLRB's Joy Silk Doctrine, which was in effect from 1949 to 1966 . </P> <P> If the union has made this threshold showing of support, then the Board will attempt to work out an agreement between the parties for the scheduling of an election . The employer can, however, insist on a hearing to challenge the appropriateness of the unit or to raise other issues . </P>

Union organizers can obtain an nlrb election when they can gather employee signatures on