The bill would change federal rules on unions, workplace organizing, and collective bargaining. It would set a test for deciding whether a worker is an employee or an independent contractor, and define when businesses share employer duties. It would set faster timelines for union elections and let the National Labor Relations Board order bargaining in some cases where employer conduct interfered with an election. For a first union contract, unresolved disputes could go to mediation and then binding arbitration. The bill would also protect some strike actions, restrict employers from requiring workers to attend certain campaign activities, and allow workers to use some employer devices for protected activities. It would add penalties and allow certain workers to sue over unfair labor practices.
If enacted, the bill could change how workers organize, vote on union representation, and bargain with employers. It would also change rules for some strikes, workplace agreements, and employer conduct. The exact effect would depend on the circumstances.
The bill authorizes Congress to provide sums needed to carry it out, but does not state a specific amount.
No publicly available information.
No publicly available information.