Should the NLRB require union organizer access to the workplace as a quid pro quo for an employer demanding an election rather than agreeing to a card check thereby gaining a delay in the outcome?

Requiring union organizer access to the workplace as a quid pro quo for an employer demanding an election could help level the playing field, ensuring that workers receive balanced information about unionization. This access may counteract potential employer influence during the election process and facilitate informed decision-making by employees. However, it also raises concerns about the implications for employer rights and the potential for conflicts in workplace dynamics. Ultimately, any policy should carefully consider both the protection of workers' rights and the fair treatment of employers.