Summary:
Secret Ballot Protection Act - Amends the National Labor Relations Act to make it an unfair labor practice for: (1) an employer to recognize or bargain collectively with a labor organization that has not been selected by a majority of the employees in a unit appropriate for such purposes in a secret ballot election conducted by the National Labor Relations Board (NLRB), and (2) a labor organization to cause or attempt to cause an employer to recognize or bargain collectively with a representative that has not been selected in such manner.

Requires the NLRB to conduct a secret ballot election to determine whether a labor organization certified or recognized by an employer as the representative to bargain collectively is no longer the representative of a unit (decertification).

protection act amends national_labor_relations_act unfair labor practice employer recognize bargain collectively labor organization selected majority employees unit appropriate purposes secret ballot election conducted national_labor_relations_board nlrb labor organization cause attempt cause employer recognize bargain collectively representative selected manner requires nlrb conduct secret ballot election determine labor organization certified recognized employer representative bargain collectively longer representative unit decertification


Summary:
Representation Fairness Restoration Act - Amends the National Labor Relations Act (NLRA) to revise requirements for National Labor Relation Board (NLRB) determination of an appropriate bargaining unit before an election of collective bargaining representation. (In effect reverses the NLRB's August 26, 2011, decision in Specialty Healthcare and Rehabilitation of Mobile and its June 22, 2011, rulemaking regarding proposed changes to procedures involving the election of collective bargaining representation.)

Replaces the current restriction in the meaning of collective bargaining unit to employer unit, craft unit, plant unit, or subdivision. Requires the NLRB, instead, to determine a unit as appropriate for collective bargaining if it consists of employees that share a sufficient community of interest. Specifies factors the NLRB must consider when making such determinations.

Prohibits exclusion of employees from the unit unless the interests of the group seeking a separate unit are sufficiently distinct from those of other employees to warrant the establishment of a separate unit.

representation fairness restoration act amends national_labor_relations_act nlra revise requirements national_labor_relation_board nlrb determination appropriate bargaining unit election collective bargaining representation effect reverses nlrb august decision specialty_healthcare rehabilitation_of_mobile june rulemaking proposed changes procedures involving election collective bargaining representation replaces current restriction meaning collective bargaining unit employer unit craft unit plant unit subdivision requires nlrb instead determine unit appropriate collective bargaining consists employees share sufficient community interest specifies factors nlrb consider making determinations prohibits exclusion employees unit interests group seeking separate unit sufficiently distinct employees warrant establishment separate unit


Summary: Amends the National Labor Relations Act and the Railway Labor Act to declare that nothing in those Acts shall be construed to preempt a law of any state, U.S. territory, or the District of Columbia that prohibits, criminalizes, or creates a civil cause of action for stalking, cyberstalking, or harassment.

amends national_labor_relations_act railway labor act declare acts shall construed preempt law state territory district_of_columbia prohibits creates civil cause action stalking harassment


Summary: Amends the National Labor Relations Act and the Railway Labor Act to declare that nothing in those Acts shall be construed to preempt a law of any state, U.S. territory, or the District of Columbia that prohibits, criminalizes, or creates a civil cause of action for identity theft or the release of an individual's personally identifiable information.

amends national_labor_relations_act railway labor act declare acts shall construed preempt law state territory district_of_columbia prohibits creates civil cause action identity theft release individual personally identifiable information


Summary:
Employee Rights Act - Amends the National Labor Relations Act (NLRA) to make it an unlawful labor practice for a labor organization or its agents to interfere with the rights of employees to organize and select representation to collectively bargain.

Adds a requirement that representatives be selected by secret ballot in an election conducted by the National Labor Relations Board (NLRB) by a majority of the employees in a unit. Defines "majority" for purposes of determining the majority of employees in an election to mean the majority of all employees in the unit, and not the majority of employees voting in the election.

Requires the NLRB, in cases where an existing certified or voluntarily recognized bargaining unit experiences turnover, expansion, or alteration by merger of more than 50% of the unit's employees, to conduct a secret paper ballot among the unit employees: (1) between the 120th day and 110th day before the collective bargaining agreement's expiration or before the end of three years, if there is an agreement between the labor organization and the employer; or (2) within 30 days, if there is no agreement between such parties.

Requires the NLRB to decide, before the election of a labor organization as the exclusive collective bargaining representative of all employees of an appropriate unit, whether such unit shall be the employer unit, craft unit, plant unit, or subdivision unit.

Requires the NLRB to give 14 days advance notice before a hearing when it is investigating an election petition if it has reasonable cause to believe that a question of representation affecting commerce exists.

Revises the requirement that the NLRB direct an election by secret ballot, and certify its results, whenever it finds upon the record of such a hearing that a question of representation exists. Adds a requirement that the NLRB also review all post-hearing appeals before finding that such a question exists.

 Requires an employer to provide the NLRB a list consisting only of employee names and home addresses of all eligible voters within 7 days after an NLRB determination of the appropriate unit or following any agreement between the employer and the labor organization regarding eligible voters.

Prohibits an election after the filing of a petition unless and until: (1) a hearing is conducted before a qualified hearing officer on any and all material, factual issues regarding jurisdiction, statutory coverage, appropriate unit, unit inclusion or exclusion, or eligibility of individuals; and (2) the issues are resolved by a regional Director, subject to appeal and review, or by the NLRB.

Declares that election results shall not be final nor any labor organization be certified as a bargaining representative unless the NLRB has ruled on: (1) each pre-election issue not resolved before the election; and (2) the NLRB conducts a hearing and resolves each issue pertaining to the conduct or results of the election.

Makes any labor organization found to have interfered with, restrained, or coerced employees in the exercise of their rights to form or join a labor organization or to refrain from forming or joining (including the filing of a decertification petition) liable for lost wages and unlawfully collected union dues and fees, if any, and an additional amount as liquated damages.

Amends the Labor-Management Reporting and Disclosure Act of 1959 (Landrum-Griffin Act) to permit an election by secret ballot to be conducted through votes cast by electronic ballot cast in the privacy of a voting booth.

Requires every employee in a bargaining unit represented by a labor organization, regardless of membership status, to have the same right as members to vote by secret ballot to ratify a collective bargaining agreement with, or to engage in, a strike or refusal to work of any kind against their employer.

Prohibits the use of an employee's union dues for any purpose not directly related to the labor organization's collective bargaining, unless that employee authorizes such expenditure in writing.

Prohibits a strike without the consent of a majority of all unit employees affected, determined by a secret ballot vote conducted by a neutral, private organization chosen by agreement between the employer and the labor organization.

Requires each labor organization to make the independently verified annual audit report of its financial condition and operations available to all of its members and represented nonmembers.

Makes it unlawful for a person to use force or violence, or threaten the use of force or violence, to restrain, coerce, or intimidate a person, or attempt to, in order to obtain from any person any right to represent employees, compensation, or other term or condition of employment. Subjects persons who willfully violate such prohibitions to both civil and criminal penalties.

employee rights act amends national_labor_relations_act nlra unlawful labor practice labor organization agents interfere rights employees organize select representation collectively bargain adds requirement representatives selected secret ballot election conducted national_labor_relations_board nlrb majority employees unit defines majority purposes determining majority employees election mean majority employees unit majority employees voting election requires nlrb cases existing certified voluntarily recognized bargaining unit experiences turnover expansion alteration merger unit employees conduct secret paper ballot unit employees day 110th day collective bargaining agreement expiration end years agreement labor organization employer days agreement parties requires nlrb decide election labor organization exclusive collective bargaining representative employees appropriate unit unit shall employer unit craft unit plant unit subdivision unit requires nlrb days advance notice hearing investigating election petition reasonable cause believe question representation affecting commerce exists revises requirement nlrb direct election secret ballot certify results finds record hearing question representation exists adds requirement nlrb review post hearing appeals finding question exists requires employer provide nlrb list consisting employee names home addresses eligible voters days nlrb determination appropriate unit following agreement employer labor organization eligible voters prohibits election filing petition hearing conducted qualified hearing officer material factual issues jurisdiction statutory coverage appropriate unit unit inclusion exclusion eligibility individuals issues resolved regional director subject appeal review nlrb declares election results shall final labor organization certified bargaining representative nlrb ruled pre election issue resolved election nlrb conducts hearing resolves issue pertaining conduct results election makes labor organization found interfered restrained coerced employees exercise rights form join labor organization refrain forming joining including filing decertification petition liable lost wages unlawfully collected union dues fees additional liquated damages amends labor-management_reporting disclosure act landrum-griffin_act permit election secret ballot conducted votes cast electronic ballot cast privacy voting booth requires employee bargaining unit represented labor organization regardless membership status right members vote secret ballot ratify collective bargaining agreement engage strike refusal work kind employer prohibits use employee union dues purpose directly related labor organization collective bargaining employee authorizes expenditure writing prohibits strike consent majority unit employees affected determined secret ballot vote conducted neutral private organization chosen agreement employer labor organization requires labor organization independently verified annual audit report financial condition operations available members represented makes unlawful person use force violence threaten use force violence restrain coerce intimidate person attempt order obtain person right represent employees compensation term condition employment subjects persons willfully violate prohibitions civil criminal penalties


Summary:
Workforce Democracy and Fairness Act - (Sec. 2) Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to require that no investigative hearing take place until at least 14 days after the filing of an election petition regarding collective bargaining representation when the NLRB has reasonable cause to believe that the petition raises a question of representation affecting commerce. Requires such hearings to be non-adversarial, and the hearing officer, in collaboration with the parties, to identify any relevant and material pre-election issues.

Requires the NLRB, in cases where it finds that a question of representation exists, to: (1) direct an election by secret ballot as soon as practicable but not before 35 calendar days after the filing of the election petition, and (2) certify election results only after it has ruled on each pre-election issue not resolved before the election and any additional issue pertaining to the conduct or results of that election.

(Sec. 3) Revises requirements for determination by the NLRB of an appropriate bargaining unit before an election of collective bargaining representation. (In effect reverses the NLRB's August 26, 2011, decision in Specialty Healthcare and Rehabilitation of Mobile and its June 22, 2011, rulemaking regarding proposed changes to procedures involving the election of collective bargaining representation.)

Replaces the current restriction in the meaning of collective bargaining unit to employer unit, craft unit, plant unit, or subdivision. Requires the NLRB, instead, to determine a unit as appropriate for collective bargaining if it consists of employees that share a sufficient community of interest. Specifies factors the NLRB must consider when making such determinations.

Prohibits exclusion of employees from the unit unless the group's interest are sufficiently distinct from those of other employees to warrant the establishment of a separate unit.

fairness act sec amends national_labor_relations_act require national_labor_relations_board nlrb require investigative hearing place days filing election petition collective bargaining representation nlrb reasonable cause believe petition raises question representation affecting commerce requires hearings non adversarial hearing officer collaboration parties identify relevant material pre election issues requires nlrb cases finds question representation exists direct election secret ballot soon practicable calendar days filing election petition certify election results ruled pre election issue resolved election additional issue pertaining conduct results election sec revises requirements determination nlrb appropriate bargaining unit election collective bargaining representation effect reverses nlrb august decision specialty_healthcare rehabilitation_of_mobile june rulemaking proposed changes procedures involving election collective bargaining representation replaces current restriction meaning collective bargaining unit employer unit craft unit plant unit subdivision requires nlrb instead determine unit appropriate collective bargaining consists employees share sufficient community interest specifies factors nlrb consider making determinations prohibits exclusion employees unit group interest sufficiently distinct employees warrant establishment separate unit


Summary: Employee Privacy Protection Act - Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB), not earlier than seven days after it makes a final determination of the appropriate bargaining unit in a proposed election regarding collective bargaining representation, to acquire from the employer a list of all employees eligible to vote in the election, which shall: (1) be made available to all parties, and (2) include the employees' names as well as no more than one additional form of personal contact information (such as telephone number, email address, or mailing address) chosen by the employee in writing.

employee privacy protection act amends national_labor_relations_act require national_labor_relations_board nlrb earlier seven days makes final determination appropriate bargaining unit proposed election collective bargaining representation acquire employer list employees eligible vote election shall available parties include employees names additional form personal contact information telephone number email address mailing address chosen employee writing


Summary: Empower Employees Act - Prohibits federal agencies, including executive, legislative, and judicial agencies, the United States Postal Service (USPO), the Postal Regulatory Commission (PRC), and the government of the District of Columbia, from deducting labor organization fees from the salaries of their employees.

empower employees act prohibits federal agencies including executive legislative judicial agencies united_states_postal_service postal_regulatory_commission prc government district_of_columbia deducting labor organization fees salaries employees


Summary:
Employee Empowerment Act - Amends the National Labor Relations Act to authorize a person alleging an unfair labor practice by an employer by discrimination regarding hiring or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization, in addition to filing a charge alleging an unfair labor practice with the National Labor Relations Board, to bring a civil action against such employer in U.S. district court.

Authorizes the court to grant relief (including injunctive and equitable relief, back pay, and compensatory and punitive damages) and allow the prevailing party a reasonable attorney's fee (including expert witness fees) as part of the costs.

employee empowerment act amends national_labor_relations_act authorize person alleging unfair labor practice employer discrimination hiring tenure employment term condition employment encourage discourage membership labor organization addition filing charge alleging unfair labor practice national_labor_relations_board bring civil action employer district court authorizes court grant relief including injunctive equitable relief pay compensatory punitive damages allow prevailing party reasonable attorney fee including expert witness fees costs


Summary:
Eliminate So-Called Right-to-Work Legislation Nationwide Act of 2013 - Amends the National Labor Relations Act to repeal the disclaimer that nothing in the law shall be construed as authorizing the execution or application of agreements requiring membership in a labor organization as a condition of employment in any state or territory in which such execution or application is prohibited by state or territorial law.

(Preempts contrary state or territorial law to allow the execution or application of agreements requiring union membership.)

eliminate called right work legislation nationwide act amends national labor relations act repeal disclaimer law shall construed authorizing execution application agreements requiring membership labor organization condition employment state territory execution application prohibited state territorial law preempts contrary state territorial law allow execution application agreements requiring union membership


Summary: National Right-to-Work Act - Amends the National Labor Relations Act and the Railway Labor Act to repeal those provisions that permit employers, pursuant to a collective bargaining agreement that is a union security agreement, to require employees to join a union as a condition of employment (including provisions permitting railroad carriers to require, pursuant to such an agreement, payroll deduction of union dues or fees as a condition of employment).

national right work act amends national_labor_relations_act railway labor act repeal provisions permit employers pursuant collective bargaining agreement union security agreement require employees join union condition employment including provisions permitting railroad carriers require pursuant agreement payroll deduction union dues fees condition employment


Summary:
Representation Fairness Restoration Act - Amends the National Labor Relations Act (NLRA) to revise requirements for determination by the National Labor Relation Board (NLRB) of an appropriate bargaining unit before an election of collective bargaining representation. (In effect reverses the NLRB's August 26, 2011, decision in Specialty Healthcare and Rehabilitation of Mobile and its June 22, 2011, rulemaking regarding proposed changes to procedures involving the election of collective bargaining representation.)

Replaces the current restriction in the meaning of collective bargaining unit to employer unit, craft unit, plant unit, or subdivision. Requires the NLRB, instead, to determine a unit as appropriate for collective bargaining if it consists of employees that share a sufficient community of interest. Specifies factors the NLRB must consider when making such determinations.

Prohibits exclusion of employees from the unit unless the group's interests are sufficiently distinct from those of other employees to warrant the establishment of a separate unit.

representation fairness restoration act amends national_labor_relations_act nlra revise requirements determination national_labor_relation_board nlrb appropriate bargaining unit election collective bargaining representation effect reverses nlrb august decision specialty_healthcare rehabilitation_of_mobile june rulemaking proposed changes procedures involving election collective bargaining representation replaces current restriction meaning collective bargaining unit employer unit craft unit plant unit subdivision requires nlrb instead determine unit appropriate collective bargaining consists employees share sufficient community interest specifies factors nlrb consider making determinations prohibits exclusion employees unit group interests sufficiently distinct employees warrant establishment separate unit


Summary:
Workforce Democracy and Fairness Act - Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to require that no investigative hearing take place until at least 14 days after the filing of an election petition regarding collective bargaining representation when the NLRB has reasonable cause to believe that the petition raises a question of representation affecting commerce. Requires such hearings to be non-adversarial, and the hearing officer, in collaboration with the parties, to identify any relevant and material pre-election issues.

Requires the NLRB, in cases where it finds that a question of representation exists, to: (1) direct an election by secret ballot as soon as practicable but not before 35 calendar days after the filing of the election petition, and (2) certify election results only after it has ruled on each pre-election issue not resolved before the election and any additional issue pertaining to the conduct or results of that election.

Requires the Board also, not earlier than seven days after a final determination of the appropriate bargaining unit, to acquire from the employer a list of all employees eligible to vote in the election, which shall: (1) be made available to all parties, and (2) include the employees' names as well as one additional form of personal contact information (such as telephone number, email address, or mailing address) chosen by the employee in writing.

fairness act amends national_labor_relations_act require national_labor_relations_board nlrb require investigative hearing place days filing election petition collective bargaining representation nlrb reasonable cause believe petition raises question representation affecting commerce requires hearings non adversarial hearing officer collaboration parties identify relevant material pre election issues requires nlrb cases finds question representation exists direct election secret ballot soon practicable calendar days filing election petition certify election results ruled pre election issue resolved election additional issue pertaining conduct results election requires board earlier seven days final determination appropriate bargaining unit acquire employer list employees eligible vote election shall available parties include employees names additional form personal contact information telephone number email address mailing address chosen employee writing


Summary: Empower Employees Act of 2014 - Prohibits federal agencies, including executive, legislative, and judicial agencies, the United States Postal Service (USPO), the Postal Regulatory Commission (PRC), and the government of the District of Columbia, from deducting labor organization fees from the salaries of their employees.


Summary: Freedom From Union Violence Act of 2014 - Amends the Hobbs Act to exempt from provisions that prohibit obstructing, delaying, or affecting commerce or the movement of any article or commodity in commerce by robbery or extortion and threatening physical violence to any person or property in furtherance of a plan or purpose to interfere with commerce by threats or violence, any conduct that: (1) is incidental to otherwise peaceful picketing during the course of a labor dispute; (2) consists solely of minor bodily injury, or minor damage to property, or threat or fear of such minor injury or damage; and (3) is not part of a pattern of violent conduct or of coordinated violent activity. Subjects such conduct to prosecution only by the appropriate state and local authorities.

freedom union violence act amends hobbs act exempt provisions prohibit obstructing delaying affecting commerce movement article commodity commerce robbery extortion threatening physical violence person property furtherance plan purpose interfere commerce threats violence conduct incidental peaceful picketing course labor dispute consists solely minor bodily injury minor damage property threat fear minor injury damage pattern violent conduct coordinated violent activity subjects conduct prosecution appropriate state local authorities


Summary:
Union Transparency and Accountability Act - Amends the Labor-Management Reporting and Disclosure Act of 1959 to revise specified current reporting requirements to require every labor organization to file annually with the Secretary of Labor (currently, the Office of Labor Management Standards of the Department of Labor) its:

 form LM-2, as published in the appendix to the final rule issued by the Secretary entitled "Labor Organization Annual Financial Reports" dated January 21, 2009, or a successor form including the same information; and form T-1, as published in the appendix to the final rule issued by the Secretary entitled "Labor Organization Annual Financial Reports for Trusts in Which a Labor Organization is Interested, Form T-1" dated October 2, 2008, or a successor form including the same information. Requires similarly certain labor organization officers or employees (as under current law) to file annually with the Secretary form LM-30, as published in the appendix to the final rule issued by the Secretary entitled "Labor Organization Officer and Employee Report, Form LM-30" dated July 2, 2007, or a successor form including the same information.

Prescribes civil penalties for any labor organization that fails to disclose to its members specified information contained in a report, including a financial report, required to be filed with the Secretary.

Revises the authority of the Secretary to bring a civil action in a U.S. district Court or in the U.S. District Court for the District of Columbia for the actual or imminent failure of any person to file required reports.

Requires the Secretary to establish certain standards and procedures for the imposition by the appropriate district court of civil fines for persons, labor organizations, or employers who violate specified reporting requirements.

Prescribes a civil fine of up to $250 a day from the date of a violation, with an aggregate maximum of $45,000, both amounts adjusted for inflation.

Prescribes certain whistleblower protections for labor organization employees who file complaints or institute, or cause to be instituted, proceedings under the Act, or testify or are about to tesify in any such proceedings.

union transparency accountability act amends labor management reporting disclosure act revise specified current reporting requirements require labor organization file annually secretary labor currently form published appendix final rule issued secretary entitled labor organization annual financial reports dated january successor form including information form published appendix final rule issued secretary entitled labor organization annual financial reports trusts interested form dated october successor form including information requires similarly certain labor organization officers employees current law file annually secretary form published appendix final rule issued secretary entitled employee report form dated july successor form including information prescribes civil penalties labor organization fails disclose members specified information contained report including financial report required filed secretary revises authority secretary bring civil action district court district_of_columbia actual imminent failure person file required reports requires secretary establish certain standards procedures imposition appropriate district court civil fines persons labor organizations employers violate specified reporting requirements prescribes civil fine day date violation aggregate maximum amounts adjusted inflation prescribes certain whistleblower protections labor organization employees file complaints institute cause instituted proceedings act testify proceedings


Summary:
National Labor Relations Board Reform Act - Amends the National Labor Relations Act to revise requirements with respect to the National Labor Relations Board (NLRB), the Office of the General Counsel (OGC), and the process for appellate review.

Increases NLRB membership from five to six. Requires three members to represent each of the two major political parties and, beginning January 1, 2020, each of the two members whose terms expire on the same date to represent a different major political party.

 Requires: (1) four NLRB members to constitute a quorum at all times, and (2) any NLRB determination to be approved by a majority of the members present.

Specifies tenure, including staggered terms, of NLRB members.

Sets forth judicial review procedures for any person subject to a complaint issued or authorized by the OGC.

Sets the compensation rate for each NLRB member, in addition to the OGC, at level IV of the Executive Schedule and the Chairman of the NLRB, as under current law, at level III.

Requires the NLRB to issue a final order reviewing an appeal of a report of an administrative law judge or decision of a regional director within one year after the report or decision; but if the NLRB does not issue a final order within that time, allows any party to the case to move to discharge it. Deems, upon such a motion, the report or the decision to be a final agency action. Prohibits the NLRB from taking further action on the matter.

Reduces authorized appropriations to carry out the Act for each of the succeeding two fiscal years to 80% of the average amount authorized for the prior two fiscal years if, two years after enactment of this Act, the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date of enactment.

Extends such reduced authorization of appropriations if after four years the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date that is two years after the date of enactment of this Act.

national_labor_relations_board reform act amends national_labor_relations_act revise requirements respect national_labor_relations_board nlrb process appellate review increases nlrb membership requires members represent major political parties beginning january members terms expire date represent different major political party requires nlrb members constitute quorum times nlrb determination approved majority members present specifies tenure including staggered terms nlrb members sets forth judicial review procedures person subject complaint issued authorized sets compensation rate nlrb member addition level executive schedule chairman nlrb current law level iii requires nlrb issue final order reviewing appeal report administrative law judge decision regional director year report decision nlrb issue final order time allows party case discharge deems motion report decision final agency action prohibits nlrb taking action matter reduces authorized appropriations carry act succeeding fiscal years average authorized prior fiscal years years enactment act nlrb failed issue final order cases pending filed date enactment extends reduced authorization appropriations years nlrb failed issue final order cases pending filed date years date enactment act


Summary:
National Right-to-Work Act

 Amends the National Labor Relations Act and the Railway Labor Act to repeal those provisions that permit employers, pursuant to a collective bargaining agreement that is a union security agreement, to require employees to join a union as a condition of employment (including provisions permitting railroad carriers to require, pursuant to such an agreement, payroll deduction of union dues or fees as a condition of employment).


Summary:
Union Integrity Act

Amends the Labor-Management Reporting and Disclosure Act of 1959 to prescribe whistleblower protections that prohibit a labor organization from discriminating against any of its employees who has: (1) provided information to the labor organization, the Department of Labor, or any other state, local, or federal government authority or law enforcement agency regarding any violation of the Act or any Department or National Labor Relations Board (NLRB) order; (2) testified in any Department or NLRB administrative or enforcement proceeding; (3) filed or instituted any such proceeding; or (4) refused to perform an assigned task that the employee reasonably believed to be in violation of any law, order, or prohibition enforced by the Department or the NLRB.

Prescribes procedures for filing and processing complaints for violations of this Act.

Declares that nothing in this Act shall be construed to: (1) limit employees to remove elected or appointed union officials through a democratic election; or (2) preempt a state or local government from providing additional protections to such employees who allege a violation, provided such protections do not limit the ability of those employees to remove such officials through a democratic ballot.

union integrity act amends labor-management_reporting disclosure act prescribe whistleblower protections prohibit labor organization discriminating employees provided information labor organization department_of_labor state local federal government authority law enforcement agency violation act department national_labor_relations_board nlrb order testified department nlrb administrative enforcement proceeding filed instituted proceeding refused perform assigned task employee reasonably believed violation law order prohibition enforced department nlrb prescribes procedures filing processing complaints violations act declares act shall construed limit employees remove elected appointed union officials democratic election preempt state local government providing additional protections employees allege violation provided protections limit ability employees remove officials democratic ballot


Summary:
Truth in Employment Act of 2015

 Amends the National Labor Relations Act to provide that nothing in specified prohibitions against unfair labor practices by employers shall be construed as requiring an employer to employ any person who seeks or has sought employment with the employer in furtherance of other employment or agency status.

truth employment act amends national_labor_relations_act provide specified prohibitions unfair labor practices employers shall construed requiring employer employ person seeks sought employment employer furtherance employment agency status


Summary:
Employee Privacy Protection Act

 Amends the National Labor Relations Act to require the National Labor Relations Board, not earlier than seven days after it makes a final determination of the appropriate bargaining unit in a proposed election regarding collective bargaining representation, to acquire from the employer a list of all employees eligible to vote in the election, which shall: (1) be made available to all parties, and (2) include the employees' names as well as not more than one additional form of personal contact information (such as telephone number, email address, or mailing address) chosen by the employee in writing.

employee privacy protection act amends national_labor_relations_act require national_labor_relations_board earlier seven days makes final determination appropriate bargaining unit proposed election collective bargaining representation acquire employer list employees eligible vote election shall available parties include employees names additional form personal contact information telephone number email address mailing address chosen employee writing


Summary:
Workforce Democracy and Fairness Act

 Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to require that no investigative hearing take place until at least 14 days after the filing of an election petition regarding collective bargaining representation when the NLRB has reasonable cause to believe that the petition raises a question of representation affecting commerce. Requires such hearings to be non-adversarial, and the hearing officer, in collaboration with the parties, to identify any relevant and material pre-election issues.

Requires the NLRB, in cases where it finds that a question of representation exists, to: (1) direct an election by secret ballot as soon as practicable but not before 35 calendar days after the filing of the election petition; and (2) certify election results only after it has ruled on each pre-election issue not resolved before the election and any additional issue pertaining to the conduct or results of that election.

fairness act amends national_labor_relations_act require national_labor_relations_board nlrb require investigative hearing place days filing election petition collective bargaining representation nlrb reasonable cause believe petition raises question representation affecting commerce requires hearings non adversarial hearing officer collaboration parties identify relevant material pre election issues requires nlrb cases finds question representation exists direct election secret ballot soon practicable calendar days filing election petition certify election results ruled pre election issue resolved election additional issue pertaining conduct results election


Summary:
Protecting American Jobs Act

 Amends the National Labor Relations Act to repeal the authority of the General Counsel of the National Labor Relations Board to issue, and prosecute before the Board, complaints with respect to unfair labor practices.

Repeals the prohibition against: (1) review of an administrative law judge's report by any person other than a Board member or legal assistant; and (2) advice to or consultation with the Board by an administrative law judge with respect to exceptions taken to his or her findings, rulings, or recommendations.

Limits the Board's rulemaking authority to rules concerning the internal functions of the Board. Prohibits the Board from promulgating rules that affect the substantive rights of a person, employer, employee, or labor organization.

Revises Board powers to grant it the authority to investigate unfair labor practices, but repeals its power to prevent any person from engaging in them.

Repeals the Board's power to issue a complaint against a person charging an unfair labor practice. Allows an aggrieved party to bring a civil action for relief (including injunctions) in U.S. district court or the U.S. District Court for the District of Columbia in cases where it appears that a person has engaged, is engaging, or is about to engage in an unfair labor practice.

protecting american jobs act amends national_labor_relations_act repeal authority general counsel national_labor_relations_board issue prosecute board complaints respect unfair labor practices repeals prohibition review administrative law judge report person board member legal assistant advice consultation board administrative law judge respect exceptions taken findings rulings recommendations limits board rulemaking authority rules concerning internal functions board prohibits board promulgating rules affect substantive rights person employer employee labor organization powers grant authority investigate unfair labor practices repeals power prevent person engaging repeals board power issue complaint person charging unfair labor practice allows aggrieved party bring civil action relief including injunctions district court district_of_columbia cases appears person engaged engaging engage unfair labor practice


Summary:
VA Employee Fairness Act of 2015

Repeals provisions excluding any matter or question concerning professional conduct or competence, peer review, or the establishment, determination, or adjustment of employee compensation from the applicability of collective bargaining rights for Veterans Health Administration employees.

employee fairness act repeals provisions excluding matter question concerning professional conduct competence peer review establishment determination adjustment employee compensation applicability collective bargaining rights veterans_health_administration employees


Summary:
Coal Healthcare and Pensions Protection Act of 2015

Amends the Surface Mining Control and Reclamation Act of 1977 to address potential shortages in the Multiemployer Health Benefit Plan for payment of health care benefits to retired coal miners by expanding the eligible uses of interest transferable to the plan from the Abandoned Mine Reclamation Fund, and supplemental payments from the General Fund of the Treasury.

Requires calculation of such amount by taking into account only those beneficiaries who are actually enrolled in the plan as of the enactment of this Act, as well as those retirees whose health benefits, payable directly by an employer in the bituminous coal industry under a coal wage agreement as a result of a bankruptcy proceeding commenced in 2012, would be denied or reduced.

Requires the Department of the Treasury to transfer to the trustees of the 1974 United Mine Workers of America (UMWA) Pension Plan a certain additional amount of funds, to pay pension benefits required under that plan, if the $490 million limitation on certain transfers to the UMWA Combined Benefit Fund and distributions to states and Indian tribes exceeds the aggregate amount required to be transferred to them.

 Amends the Internal Revenue Code to prescribe a special rule that employer contributions to an employees' trust or annuity benefit plan providing supplemental benefits solely to participants in a pension plan are neither deductible nor nondeductible as such from the employer's gross income. Subjects such contributions, on the other hand, to deduction as an allowable trade or business expense.

Treats a trust holding the assets of such a pension benefit plan as a tax-exempt organization.

Excludes from taxable wages any payments made to, or on behalf of, an employee or his or her beneficiary under such a plan.

amends surface mining control reclamation act address potential shortages multiemployer_health_benefit_plan payment health care benefits retired coal miners expanding eligible uses interest transferable plan abandoned_mine_reclamation_fund supplemental payments general_fund_of_the_treasury requires calculation taking account beneficiaries actually enrolled plan enactment act retirees health benefits payable directly employer bituminous coal industry coal wage agreement result bankruptcy proceeding commenced denied reduced requires department treasury transfer trustees united_mine_workers_of_america umwa pension plan certain additional funds pay pension benefits required plan million limitation certain transfers distributions states indian tribes exceeds aggregate required transferred amends internal revenue code prescribe special rule employer contributions employees trust annuity benefit plan providing supplemental benefits solely participants pension plan deductible nondeductible employer gross income subjects contributions hand deduction allowable trade business expense treats trust holding assets pension benefit plan tax exempt organization excludes taxable wages payments behalf employee beneficiary plan


Summary:
Limiting the Ability to Demand Detrimental Employment Restrictions Act or the LADDER Act

This bill: (1) prohibits employers from entering into not to compete covenants with low-wage employees engaged in commerce or in the production of goods for commerce, and (2) requires an employer of such employees to post notice of such prohibition in a conspicuous place on the employer's premises.

The bill defines "low-wage employee" as an employee who earns less than the greater of $15 per hour or the state or local minimum wage.

In order for an employer to require such an employee who is not a low-wage employee to enter into such a covenant, the employer must have disclosed the requirement for entering into such covenant before hiring such employee.

The Secretary of Labor shall: (1) enforce a complaint of a violation of this Act in the same manner as a complaint of a violation of the Fair Labor Standards Act of 1938, and (2) impose a civil fine on any employer who violates this Act.

limiting ability demand detrimental employment restrictions act ladder act bill prohibits employers entering compete covenants low wage employees engaged commerce production goods commerce requires employer employees post notice prohibition conspicuous place employer premises bill defines low wage employee employee earns greater hour state local minimum wage order employer require employee low wage employee enter covenant employer disclosed requirement entering covenant hiring employee secretary labor shall enforce complaint violation act manner complaint violation fair labor standards act impose civil fine employer violates act


Summary:
Employee Rights Act

Amends the National Labor Relations Act (NLRA) to make it an unlawful labor practice for a labor organization or its agents to interfere with the rights of employees to organize and select representation to collectively bargain.

Adds a requirement that representatives be selected by secret ballot in an election conducted by the National Labor Relations Board (NLRB) by a majority of the employees in a unit. Defines "majority" for purposes of determining the majority of employees in an election to mean the majority of all employees in the unit, and not the majority of employees voting in the election.

Requires the NLRB, in cases where an existing certified or voluntarily recognized bargaining unit experiences turnover, expansion, or alteration by merger of more than 50% of the unit's employees, to conduct a secret paper ballot among the unit employees: (1) between the 120th day and 110th day before the collective bargaining agreement's expiration or before the end of three years, if there is an agreement between the labor organization and the employer; or (2) within 30 days, if there is no agreement between such parties.

Requires the NLRB to decide, before the election of a labor organization as the exclusive collective bargaining representative of all employees of an appropriate unit, whether such unit shall be the employer unit, craft unit, plant unit, or subdivision unit.

Requires the NLRB to give 14 days advance notice before a hearing when it is investigating an election petition if it has reasonable cause to believe that a question of representation affecting commerce exists.

Revises the requirement that the NLRB direct an election by secret ballot, and certify its results, whenever it finds upon the record of such a hearing that a question of representation exists. Adds a requirement that the NLRB also review all post-hearing appeals before finding that such a question exists.

 Requires an employer to provide the NLRB a list consisting only of employee names and home addresses of all eligible voters within 7 days after an NLRB determination of the appropriate unit or following any agreement between the employer and the labor organization regarding eligible voters.

Prohibits an election after the filing of a petition unless and until: (1) a hearing is conducted before a qualified hearing officer on any and all material, factual issues regarding jurisdiction, statutory coverage, appropriate unit, unit inclusion or exclusion, or eligibility of individuals; and (2) the issues are resolved by a regional Director, subject to appeal and review, or by the NLRB.

Declares that election results shall not be final nor any labor organization be certified as a bargaining representative unless the NLRB has ruled on: (1) each pre-election issue not resolved before the election; and (2) the NLRB conducts a hearing and resolves each issue pertaining to the conduct or results of the election.

Makes any labor organization found to have interfered with, restrained, or coerced employees in the exercise of their rights to form or join a labor organization or to refrain from forming or joining (including the filing of a decertification petition) liable for lost wages and unlawfully collected union dues and fees, if any, and an additional amount as liquated damages.

Amends the Labor-Management Reporting and Disclosure Act of 1959 (Landrum-Griffin Act) to permit an election by secret ballot to be conducted through votes cast by electronic ballot cast in the privacy of a voting booth.

Requires every employee in a bargaining unit represented by a labor organization, regardless of membership status, to have the same right as members to vote by secret ballot to ratify a collective bargaining agreement with, or to engage in, a strike or refusal to work of any kind against their employer.

Prohibits the use of an employee's union dues for any purpose not directly related to the labor organization's collective bargaining, unless that employee authorizes such expenditure in writing.

Prohibits a strike without the consent of a majority of all unit employees affected, determined by a secret ballot vote conducted by a neutral, private organization chosen by agreement between the employer and the labor organization.

Requires each labor organization to make the independently verified annual audit report of its financial condition and operations available to all of its members and represented nonmembers.

Makes it unlawful for a person to use force or violence, or threaten the use of force or violence, to restrain, coerce, or intimidate a person, or attempt to, in order to obtain from any person any right to represent employees, compensation, or other term or condition of employment. Subjects persons who willfully violate such prohibitions to both civil and criminal penalties.

employee rights act amends national_labor_relations_act nlra unlawful labor practice labor organization agents interfere rights employees organize select representation collectively bargain adds requirement representatives selected secret ballot election conducted national_labor_relations_board nlrb majority employees unit defines majority purposes determining majority employees election mean majority employees unit majority employees voting election requires nlrb cases existing certified voluntarily recognized bargaining unit experiences turnover expansion alteration merger unit employees conduct secret paper ballot unit employees day 110th day collective bargaining agreement expiration end years agreement labor organization employer days agreement parties requires nlrb decide election labor organization exclusive collective bargaining representative employees appropriate unit unit shall employer unit craft unit plant unit subdivision unit requires nlrb days advance notice hearing investigating election petition reasonable cause believe question representation affecting commerce exists revises requirement nlrb direct election secret ballot certify results finds record hearing question representation exists adds requirement nlrb review post hearing appeals finding question exists requires employer provide nlrb list consisting employee names home addresses eligible voters days nlrb determination appropriate unit following agreement employer labor organization eligible voters prohibits election filing petition hearing conducted qualified hearing officer material factual issues jurisdiction statutory coverage appropriate unit unit inclusion exclusion eligibility individuals issues resolved regional director subject appeal review nlrb declares election results shall final labor organization certified bargaining representative nlrb ruled pre election issue resolved election nlrb conducts hearing resolves issue pertaining conduct results election makes labor organization found interfered restrained coerced employees exercise rights form join labor organization refrain forming joining including filing decertification petition liable lost wages unlawfully collected union dues fees additional liquated damages amends labor-management_reporting disclosure act landrum-griffin_act permit election secret ballot conducted votes cast electronic ballot cast privacy voting booth requires employee bargaining unit represented labor organization regardless membership status right members vote secret ballot ratify collective bargaining agreement engage strike refusal work kind employer prohibits use employee union dues purpose directly related labor organization collective bargaining employee authorizes expenditure writing prohibits strike consent majority unit employees affected determined secret ballot vote conducted neutral private organization chosen agreement employer labor organization requires labor organization independently verified annual audit report financial condition operations available members represented makes unlawful person use force violence threaten use force violence restrain coerce intimidate person attempt order obtain person right represent employees compensation term condition employment subjects persons willfully violate prohibitions civil criminal penalties


Summary:
Protecting Local Business Opportunity Act

(Sec. 2) This bill amends the National Labor Relations Act to allow two or more employers to be considered joint employers for purposes of the Act only if each employer shares and exercises control over essential terms and conditions of employment and such control over these matters is actual, direct, and immediate.

act sec bill amends national_labor_relations_act allow employers considered joint employers purposes act employer shares exercises control essential terms conditions employment control matters actual direct immediate


Summary:
Adjusting Davis-Bacon for Inflation Act

 Increases from $2,000 to $50,000 the contract threshold requiring the locally prevailing wage rate to be paid to various classes of laborers and mechanics working under federally-financed or federally-assisted contracts for construction, alteration, and repair of public buildings or public works (Davis-Bacon Act).

adjusting inflation act increases contract threshold requiring locally prevailing wage rate paid classes laborers mechanics working federally financed federally assisted contracts construction alteration repair public buildings public works davis-bacon_act


Summary:
Workplace Action for a Growing Economy Act or the WAGE Act

This bill amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to award back pay and additional liquidated damages equal to double the back pay, without any reduction, to any employee against whom an employer has discriminated with regard to hiring or because the employee has filed charges or given testimony or if the employer has committed an unfair labor practice resulting in the employee's discharge or other serious economic loss.

Civil penalties are established for violations of posting requirements and any violations causing serious economic loss to employees.

 Whenever it is charged that an employer has engaged in an unfair labor practice that significantly interferes with, restrains, or coerces employees in the exercise of guaranteed rights and involves discharge or other serious harm to an employee, the preliminary investigation of the charge shall be made forthwith and given priority generally over all other cases.

The U.S. district court shall: (1) have jurisdiction to grant injunctive relief or a temporary restraining order to protect the rights guaranteed, and (2) shall grant the relief requested unless the court concludes that there is no reasonable likelihood that the NLRB will succeed on the merits of the NLRB's claim.

A person injured by an unfair labor practice may bring a civil action in the appropriate district court.

Unauthorized aliens may be paid back pay under a court order directing reinstatement of an employee.

In any case where the NLRB finds that an election to determine a collective bargaining representative should be set aside because the employer committed a violation or otherwise interfered with a fair election, it shall issue an order requiring the employer to collectively bargain with the labor organization.

The NLRB shall dismiss any petition to represent a unit if in an election a majority of the valid votes cast in an appropriate unit have not been cast in favor of representation by the labor organization.

 The NLRB shall promulgate regulations requiring each employer to post and maintain, in conspicuous places, a notice setting forth the rights and protections afforded employees under such Act.

Each order of the NLRB shall take effect 30 days after notice of an NLRB order is given, unless the NLRB directs otherwise.

The NLRB shall apply to the district court in which an unfair labor practice or other subject of the order occurred for the enforcement of an order if any person or entity fails or neglects to obey it.

workplace action growing economy act wage act bill amends national_labor_relations_act require national_labor_relations_board nlrb award pay additional liquidated damages equal double pay reduction employee employer discriminated regard hiring employee filed charges given testimony employer committed unfair labor practice resulting employee discharge economic loss civil penalties established violations posting requirements violations causing economic loss employees charged employer engaged unfair labor practice significantly interferes restrains coerces employees exercise guaranteed rights involves discharge harm employee preliminary investigation charge shall given priority generally cases district court shall jurisdiction grant injunctive relief temporary restraining order protect rights guaranteed shall grant relief requested court concludes reasonable likelihood nlrb succeed merits nlrb claim person injured unfair labor practice bring civil action appropriate district court unauthorized aliens paid pay court order directing reinstatement employee case nlrb finds election determine collective bargaining representative set aside employer committed violation interfered fair election shall issue order requiring employer collectively bargain labor organization nlrb shall dismiss petition represent unit election majority valid votes cast appropriate unit cast favor representation labor organization nlrb shall promulgate regulations requiring employer post maintain conspicuous places notice setting forth rights protections afforded employees act order nlrb shall effect days notice nlrb order given nlrb directs nlrb shall apply district court unfair labor practice subject order occurred enforcement order person entity fails obey


Summary:
Workplace Democracy Act

This bill amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to certify without an election an individual or labor organization as the exclusive representative of the employees in a unit appropriate for bargaining if a majority of the employees has signed valid authorizations designating the individual or labor organization specified in a properly filed petition as their bargaining representative and no other individual or labor organization is currently certified or recognized as the exclusive representative of any of the employees in the unit.

The NLRB shall develop guidelines and procedures for the designation by employees of a bargaining representative.

Deadlines are prescribed for critical turns in collective bargaining to establish an initial agreement upon the request of an individual or labor organization that has been newly organized or certified as a representative. The first meeting shall convene within 10 days after the employer receives a request. Either party to a negotiation may, 90 days after commencement, notify the Federal Mediation and Conciliation Service of the existence of a dispute and request mediation. The Service shall refer the dispute to an arbitration board if the parties are not brought to agreement within 30 days after the request for mediation.

workplace democracy act bill amends national_labor_relations_act require national_labor_relations_board nlrb certify election individual labor organization exclusive representative employees unit appropriate bargaining majority employees signed valid authorizations designating individual labor organization specified properly filed petition bargaining representative individual labor organization currently certified recognized exclusive representative employees unit nlrb shall develop guidelines procedures designation employees bargaining representative deadlines prescribed critical turns collective bargaining establish initial agreement request individual labor organization newly organized certified representative meeting shall convene days employer receives request party negotiation days commencement notify federal_mediation_and_conciliation_service existence dispute request mediation service shall refer dispute arbitration board parties brought agreement days request mediation


Summary:
Employee Empowerment Act

 This bill amends the National Labor Relations Act to authorize a person alleging an unfair labor practice by an employer by discrimination regarding hiring or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization, in addition to filing a charge alleging an unfair labor practice with the National Labor Relations Board, to bring a civil action against such employer in U.S. district court.

The court may grant relief (including injunctive and equitable relief, back pay, and compensatory and punitive damages) and allow the prevailing party a reasonable attorney's fee (including expert witness fees) as part of the costs.

employee empowerment act bill amends national_labor_relations_act authorize person alleging unfair labor practice employer discrimination hiring tenure employment term condition employment encourage discourage membership labor organization addition filing charge alleging unfair labor practice national_labor_relations_board bring civil action employer district court court grant relief including injunctive equitable relief pay compensatory punitive damages allow prevailing party reasonable attorney fee including expert witness fees costs


Summary:
Ensuring Access to Affordable and Quality Home Care for Seniors and People with Disabilities Act

 This bill amends the Fair Labor Standards Act of 1938 with respect to the exemption from minimum wage and maximum hour requirements of domestic service employment to provide companionship services for individuals who because of age or infirmity are unable to care for themselves. Definitions of "companionship services" and "domestic service employment" are detailed. Excluded from companionship services are any relating to the care and protection of the aged or infirm which require and are performed by trained medical personnel.

The exemption shall now extend to third-party employment of an employee to provide companionship services to such individuals, including non-medical in-home personal care or household work related to their care. "Third-party employment" means employees who provide companionship or live-in domestic services while employed by an employer or agency other than the family or household using their services, whether or not such an employee provides services to more than one household or family in the same workweek when providing such services.

Exempted also from the Act's maximum hour requirements are third-party employment in domestic service of an employee who resides in the household in which the services are provided.

ensuring access affordable quality home care seniors people disabilities act bill amends fair labor standards act respect exemption minimum wage maximum hour requirements domestic service employment provide companionship services individuals age unable care definitions companionship services domestic service employment detailed excluded companionship services relating care protection aged require performed trained medical personnel exemption shall extend party employment employee provide companionship services individuals including non medical home personal care household work related care party employment means employees provide companionship live domestic services employed employer agency family household services employee provides services household family workweek providing services exempted act maximum hour requirements party employment domestic service employee resides household services provided


Summary:
Ensuring Continued Operations and No Other Major Incidents, Closures, or Slowdowns Act or the ECONOMICS Act

This bill amends the Labor Management Relations Act, 1947 to direct the President to appoint a board of inquiry within 10 days after any of the following events occur:

 the U.S. Census Bureau reports that the monthly Import or Export Vessel Value decreased by 20% or more in any one month from the previous month in any one of the four metric identification regions into which each U.S. maritime port shall be classified; a slow-down or a threatened or actual strike or lock-out takes place at four or more port facilities in any one of the four metric identification regions; or a slow-down or a threatened or an actual strike or lock-out occurs in which the total number of employees actively involved at the affected port facilities in any one of the four metric identification regions, is 6,000 or greater. The Department of Transportation shall classify the nation's maritime ports as belonging to one of these four metric identification regions: (1) West Coast, (2) East Coast, (3) Gulf Coast, and (4) Great Lakes.

A board of inquiry must report to the President within 10 days after its appointment on whether the slow-down or threatened or actual strike or lock-out contributed to the occurrence of the event.

The Bureau of Transportation Statistics shall collect the following data relating to activity at port facilities in the United States: (1) the average number of lifts per hour of containers by crane, (2) the average cargo container dwell time, (3) the average truck times at ports, and (4) the average rail time at ports.

The Bureau shall report to Congress recommendations on whether such conditions exist requiring the appointment of such a board.

ensuring continued operations major incidents closures economics act bill amends direct president appoint board inquiry days following events occur reports monthly decreased month previous month metric identification regions maritime port shall classified slow threatened actual strike lock takes place port facilities metric identification regions slow threatened actual strike lock occurs total number employees actively involved affected port facilities metric identification regions greater department_of_transportation shall classify nation maritime ports belonging metric identification regions west_coast gulf_coast great_lakes board inquiry report president days appointment slow threatened actual strike lock contributed occurrence event shall collect following data relating activity port facilities united_states average number lifts hour containers crane average cargo container time average truck times ports average rail time ports bureau shall report congress recommendations conditions exist requiring appointment board


Summary:
Local Hire Act

 This bill authorizes a state to establish local hiring bid specifications or consider the hiring of local workers in the evaluation of bids and proposals for federal-aid highway projects. The recipients of federal assistance are likewise authorized to establish such specifications or consider local hiring in the evaluation of bids and proposals for public transportation projects.

local hire act bill authorizes state establish local hiring bid specifications consider hiring local workers evaluation bids proposals federal aid highway projects recipients federal assistance likewise authorized establish specifications consider local hiring evaluation bids proposals public transportation projects


Summary:
National Labor Relations Board Reform Act

Amends the National Labor Relations Act to revise requirements with respect to the National Labor Relations Board (NLRB), the Office of the General Counsel (OGC), and the process for appellate review.

Increases NLRB membership from five to six. Requires three members to represent each of the two major political parties and, beginning January 1, 2020, each of the two members whose terms expire on the same date to represent a different major political party.

Requires: (1) four NLRB members to constitute a quorum at all times, and (2) any NLRB determination to be approved by a majority of the members present.

Specifies tenure, including staggered terms, of NLRB members.

Sets forth judicial review procedures for any person subject to a complaint issued or authorized by the OGC.

Sets the compensation rate for each NLRB member, in addition to the OGC, at level IV of the Executive Schedule and the Chairman of the NLRB, as under current law, at level III.

Requires the NLRB to issue a final order reviewing an appeal of a report of an administrative law judge or decision of a regional director within one year after the report or decision; but if the NLRB does not issue a final order within that time, allows any party to the case to move to discharge it. Deems, upon such a motion, the report or the decision to be a final agency action. Prohibits the NLRB from taking further action on the matter.

Reduces authorized appropriations to carry out the Act for each of the succeeding two fiscal years to 80% of the average amount authorized for the prior two fiscal years if, two years after enactment of this Act, the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date of enactment.

Extends such reduced authorization of appropriations if after four years the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date that is two years after the date of enactment of this Act.

national_labor_relations_board reform act amends national_labor_relations_act revise requirements respect national_labor_relations_board nlrb process appellate review increases nlrb membership requires members represent major political parties beginning january members terms expire date represent different major political party requires nlrb members constitute quorum times nlrb determination approved majority members present specifies tenure including staggered terms nlrb members sets forth judicial review procedures person subject complaint issued authorized sets compensation rate nlrb member addition level executive schedule chairman nlrb current law level iii requires nlrb issue final order reviewing appeal report administrative law judge decision regional director year report decision nlrb issue final order time allows party case discharge deems motion report decision final agency action prohibits nlrb taking action matter reduces authorized appropriations carry act succeeding fiscal years average authorized prior fiscal years years enactment act nlrb failed issue final order cases pending filed date enactment extends reduced authorization appropriations years nlrb failed issue final order cases pending filed date years date enactment act


Summary:
Freedom for Workers to Seek Opportunity Act

This bill: (1) prohibits employers from entering into not-to-compete covenants with any grocery store employees engaged in commerce or in the production of goods for commerce, and (2) requires an employer of such employees to post a notice of this prohibition in a conspicuous place on the employer's premises.

No employers who own or operate at least one grocery store may, in conjunction with the purchase of one or more grocery stores owned or operated by another employer, include in any agreement between such employers any provision that restricts either employer from hiring a grocery store employee of the other employer.

An employer who acquires the operation of another employer and retains in employment a grocery store employee of the former employee at the same grocery store of the former employer shall continue to recognize, for all employment purposes, the seniority of that grocery store employee, and, to the extent practicable, make available to such employees any benefits made available by the former employer.

The Secretary of Labor shall: (1) enforce a complaint of a violation of this Act in the same manner as a complaint of a violation of the Fair Labor Standards Act of 1938, and (2) impose a specified civil fine on any employer who violates this Act.

freedom workers seek opportunity act bill prohibits employers entering compete covenants grocery store employees engaged commerce production goods commerce requires employer employees post notice prohibition conspicuous place employer premises employers operate grocery store conjunction purchase grocery stores owned operated employer include agreement employers provision restricts employer hiring grocery store employee employer employer acquires operation employer retains employment grocery store employee employee grocery store employer shall continue recognize employment purposes seniority grocery store employee extent practicable available employees benefits available employer secretary labor shall enforce complaint violation act manner complaint violation fair labor standards act impose specified civil fine employer violates act


Summary:
Federal Employee Rights Act

This bill repeals current authority allowing the deduction of labor organization dues from employee pay and prohibits federal agencies, including executive, legislative, and judicial agencies, the U.S. Postal Service, the Postal Regulatory Commission, and the government of the District of Columbia, from deducting any amount from the pay of an employee for the dues of a labor organization.

The bill prohibits employee dues collected by a labor organization from being used for any purpose not directly related to the organization's collective bargaining activities without employee authorization.

The bill requires a vote of more than 50% of all employees (not just employees who cast ballots) to approve union representation and extends this requirement to postal service employees.

An employee may elect, in writing, to withhold personal information from a labor organization during organizing activity.

The bill requires that all elections relating to labor representation, including elections involving postal service employees, have secret paper ballots.

federal employee rights act bill repeals current authority allowing deduction labor organization dues employee pay prohibits federal agencies including executive legislative judicial agencies postal_regulatory_commission government district_of_columbia deducting pay employee dues labor organization bill prohibits employee dues collected labor organization purpose directly related organization collective bargaining activities employee authorization bill requires vote employees employees cast ballots approve union representation extends requirement postal service employees employee elect writing withhold personal information labor organization organizing activity bill requires elections relating labor representation including elections involving postal service employees secret paper ballots


Summary:
Safe Harbor for Reporting Violent Behavior Act of 2016

This bill makes an employer immune from civil liability for reporting to a potential future employer an employee or former employee’s violent or threatening behavior. The report must be made in good faith and based on objectively reasonable suspicion.

Additionally, the bill makes a potential employer immune from civil liability for taking a reasonable action in good faith to respond to a report of violent or threatening behavior of an employee or potential employee.

safe harbor reporting violent behavior act bill makes employer immune civil liability reporting potential future employer employee employee violent threatening behavior report good faith based objectively reasonable suspicion additionally bill makes potential employer immune civil liability taking reasonable action good faith respond report violent threatening behavior employee potential employee


Summary:
Employee Free Choice Act of 2016

This bill amends the National Labor Relations Act to require the National Labor Relations Board to certify, without an election, an individual or labor organization to be the exclusive representative of the employees in a unit appropriate for bargaining if a majority of the employees has signed valid authorizations designating the individual or labor organization specified in a properly filed petition as their bargaining representative, and no other individual or labor organization is currently certified or recognized as the exclusive representative of any of the employees in the unit.

The Board shall develop guidelines and procedures for the designation by employees of a bargaining representative.

Whenever collective bargaining is for the purpose of establishing an initial agreement involving a newly organized or certified employee representative, the requirements for bargaining collectively shall be modified. The parties shall meet to bargain collectively within 10 days after the employer receives a written request. The Federal Mediation and Conciliation Service (FMCS) shall use its best efforts, by mediation and conciliation, to bring the parties to agreement if 90 days lapse without settlement of a dispute. If such efforts fail for 30 days, the FMCS shall refer the dispute to an arbitration panel, whose decision shall bind the parties for two years, unless the parties consent to a different time period.

 The preliminary investigation of charges involving employer discrimination or unfair labor practices while employees of that employer were seeking representation by a labor organization shall be made forthwith and given priority over all other cases except cases of like character in the office where the charge is filed or to which it is referred.

The Board shall award an employee back pay and, in addition, twice that amount as liquidated damages if it finds that the employer has discriminated against the employee either during the period while the employer's employees were seeking representation by a labor organization, or during the period from the time a labor organization was recognized as a representative until the first collective bargaining contract between the employer and the representative was entered into.

 Any employer who willfully or repeatedly commits any unfair labor practice during these periods shall, in addition to any make-whole remedy ordered, be subject to a civil penalty of up to $20,000 for each violation.

employee free choice act bill amends national_labor_relations_act require national_labor_relations_board certify election individual labor organization exclusive representative employees unit appropriate bargaining majority employees signed valid authorizations designating individual labor organization specified properly filed petition bargaining representative individual labor organization currently certified recognized exclusive representative employees unit board shall develop guidelines procedures designation employees bargaining representative collective bargaining purpose establishing initial agreement involving newly organized certified employee representative requirements bargaining collectively shall modified parties shall meet bargain collectively days employer receives written request federal_mediation_and_conciliation_service fmcs shall use best efforts mediation bring parties agreement days lapse settlement dispute efforts fail days fmcs shall refer dispute arbitration panel decision shall bind parties years parties consent different time period preliminary investigation charges involving employer discrimination unfair labor practices employees employer seeking representation labor organization shall given priority cases cases like character office charge filed referred board shall award employee pay addition twice liquidated damages finds employer discriminated employee period employer employees seeking representation labor organization period time labor organization recognized representative collective bargaining contract employer representative entered employer willfully repeatedly commits unfair labor practice periods shall addition remedy ordered subject civil penalty violation


Summary:
Assisting America's Dislocated Miners Act of 2016

This bill establishes within the Department of Labor's Employment and Training Administration a Dislocated Miners Assistance Program. The program shall contract with comprehensive career centers to:

 identify miners who have been dislocated from their employment in mining jobs across the United States; assess the skills, training, and education such miners need to find and hold new jobs; identify job training programs that would provide such training and education; and provide grants to eligible job training providers to recruit and train such miners and assist them in finding new employment. A comprehensive career center or job training provider eligible to receive a grant under this bill shall be a nonprofit organization with demonstrated success in coordinating or providing necessary training and education to enable dislocated miners to acquire marketable skills to find and hold jobs in areas where they live.

dislocated miners act bill establishes department_of_labor program shall contract comprehensive career centers identify miners dislocated employment mining jobs united_states assess skills training education miners need find hold new jobs identify job training programs provide training education provide grants eligible job training providers recruit train miners assist finding new employment comprehensive career center job training provider eligible receive grant bill shall nonprofit organization demonstrated success coordinating providing necessary training education enable dislocated miners acquire marketable skills find hold jobs areas live


Summary:
Leveraging Effective Apprenticeships to Rebuild National Skills Act or the LEARNS Act

This bill establishes, in the Employment and Training Administration of the Department of Labor, an Office of Apprenticeship to:

 determine whether an apprenticeship program meets requirements for registration and maintains the standards necessary to remain registered, manage the national apprenticeship system (the collective group of registered apprenticeship programs and pre-apprenticeship programs in the nation), and make grants on a competitive basis to eligible entities to carry out projects that support development of pre-apprenticeship programs. The bill also establishes in Labor a National Advisory Committee on Apprenticeships.

Labor and the Department of Education shall establish a voluntary Registered Apprenticeship-College Collaborative consisting of the sponsors carrying out registered apprenticeship programs, two- or four-year postsecondary educational institutions, and organizations that represent such programs or institutions, that agree to meet certain criteria in order to promote stronger connections between the registered apprenticeship programs involved and participating two- and four-year postsecondary educational institutions.

Labor shall make assistance payments to eligible sponsors of new registered apprenticeship programs or of existing programs that add employers as new partners, which may include joint labor-management registered apprenticeship programs.

leveraging effective apprenticeships act bill establishes determine apprenticeship program meets requirements registration maintains standards necessary remain registered manage national apprenticeship system collective group registered apprenticeship programs pre apprenticeship programs nation grants competitive basis eligible entities carry projects support development pre apprenticeship programs bill establishes labor apprenticeships labor department_of_education shall establish voluntary consisting sponsors carrying registered apprenticeship programs two- year postsecondary educational institutions organizations represent programs institutions agree meet certain criteria order promote stronger connections registered apprenticeship programs involved participating two- year postsecondary educational institutions labor shall assistance payments eligible sponsors new registered apprenticeship programs existing programs add employers new partners include joint labor management registered apprenticeship programs


Summary:
New Jobs Training Act

This bill requires the Department of Labor to award grants to employers to partner with community colleges to create programs for training individuals for new jobs with such employers.

A "new job" is defined as a job that:

 may include a new position within an existing job category that is not a job of a recalled worker, a replacement job, or any other job that existed in the employer's business in the year preceding the date of hire; is not a job that existed in a business operation or substantially similar business operation of the employer formerly located in another location that was closed or substantially reduced by the employer; and results in a net increase in employment for the employer.

new jobs training act bill requires department_of_labor award grants employers partner community colleges create programs training individuals new jobs employers new job defined job include new position existing job category job recalled worker replacement job job existed employer business year preceding date hire job existed business operation substantially similar business operation employer located location closed substantially reduced employer results net increase employment employer


Summary:
Eliminate So-Called Right-to-Work Legislation Nationwide Act of 2016

 This bill amends the National Labor Relations Act to repeal the disclaimer that nothing in the law shall be construed as authorizing the execution or application of agreements requiring membership in a labor organization as a condition of employment in any state or territory in which such execution or application is prohibited by state or territorial law.

(The bill preempts contrary state or territorial law to allow the execution or application of agreements requiring union membership.)

eliminate called right work legislation nationwide act bill amends national_labor_relations_act repeal disclaimer law shall construed authorizing execution application agreements requiring membership labor organization condition employment state territory execution application prohibited state territorial law bill preempts contrary state territorial law allow execution application agreements requiring union membership


Summary:
Freedom From Union Violence Act of 2015

Amends the Hobbs Act to exempt from provisions that prohibit obstructing, delaying, or affecting commerce or the movement of any article or commodity in commerce by robbery or extortion and threatening physical violence to any person or property in furtherance of a plan or purpose to interfere with commerce by threats or violence, any conduct that: (1) is incidental to otherwise peaceful picketing during the course of a labor dispute; (2) consists solely of minor bodily injury, or minor damage to property, or threat or fear of such minor injury or damage; and (3) is not part of a pattern of violent conduct or of coordinated violent activity. Subjects such conduct to prosecution only by the appropriate state and local authorities.

freedom union violence act amends hobbs act exempt provisions prohibit obstructing delaying affecting commerce movement article commodity commerce robbery extortion threatening physical violence person property furtherance plan purpose interfere commerce threats violence conduct incidental peaceful picketing course labor dispute consists solely minor bodily injury minor damage property threat fear minor injury damage pattern violent conduct coordinated violent activity subjects conduct prosecution appropriate state local authorities


Summary:
National Labor Relations Board Reform Act

 Amends the National Labor Relations Act to revise requirements with respect to the National Labor Relations Board (NLRB), the Office of the General Counsel (OGC), and the process for appellate review.

Increases NLRB membership from five to six. Requires three members to represent each of the two major political parties and, beginning January 1, 2020, each of the two members whose terms expire on the same date to represent a different major political party.

 Requires: (1) four NLRB members to constitute a quorum at all times, and (2) any NLRB determination to be approved by a majority of the members present.

Specifies tenure, including staggered terms, of NLRB members.

Sets forth judicial review procedures for any person subject to a complaint issued or authorized by the OGC.

Sets the compensation rate for each NLRB member, in addition to the OGC, at level IV of the Executive Schedule and the Chairman of the NLRB, as under current law, at level III.

Requires the NLRB to issue a final order reviewing an appeal of a report of an administrative law judge or decision of a regional director within one year after the report or decision; but if the NLRB does not issue a final order within that time, allows any party to the case to move to discharge it. Deems, upon such a motion, the report or the decision to be a final agency action. Prohibits the NLRB from taking further action on the matter.

Reduces authorized appropriations to carry out the Act for each of the succeeding two fiscal years to 80% of the average amount authorized for the prior two fiscal years if, two years after enactment of this Act, the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date of enactment.

Extends such reduced authorization of appropriations if after four years the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date that is two years after the date of enactment of this Act.


Summary:
National Right-to-Work Act

 Amends the National Labor Relations Act and the Railway Labor Act to repeal those provisions that permit employers, pursuant to a collective bargaining agreement that is a union security agreement, to require employees to join a union as a condition of employment (including provisions permitting railroad carriers to require, pursuant to such an agreement, payroll deduction of union dues or fees as a condition of employment).

national right work act amends national_labor_relations_act railway labor act repeal provisions permit employers pursuant collective bargaining agreement union security agreement require employees join union condition employment including provisions permitting railroad carriers require pursuant agreement payroll deduction union dues fees condition employment


Summary:
Representation Fairness Restoration Act

 Amends the National Labor Relations Act to revise requirements for determination by the National Labor Relation Board (NLRB) of an appropriate bargaining unit before an election of collective bargaining representation. (In effect reverses the NLRB's August 26, 2011, decision in Specialty Healthcare and Rehabilitation of Mobile and its June 22, 2011, rulemaking regarding proposed changes to procedures involving the election of collective bargaining representation.)

Replaces the current restriction in the meaning of collective bargaining unit to employer unit, craft unit, plant unit, or subdivision. Requires the NLRB, instead, to determine a unit as appropriate for collective bargaining if it consists of employees that share a sufficient community of interest. Specifies factors the NLRB must consider when making such determinations.

Prohibits exclusion of employees from the unit unless the group's interests are sufficiently distinct from those of other employees to warrant the establishment of a separate unit.

representation fairness restoration act amends national_labor_relations_act revise requirements determination national_labor_relation_board nlrb appropriate bargaining unit election collective bargaining representation effect reverses nlrb august decision specialty_healthcare rehabilitation_of_mobile june rulemaking proposed changes procedures involving election collective bargaining representation replaces current restriction meaning collective bargaining unit employer unit craft unit plant unit subdivision requires nlrb instead determine unit appropriate collective bargaining consists employees share sufficient community interest specifies factors nlrb consider making determinations prohibits exclusion employees unit group interests sufficiently distinct employees warrant establishment separate unit


Summary:
Workforce Democracy and Fairness Act

 Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to require that no investigative hearing take place until at least 14 days after the filing of an election petition regarding collective bargaining representation when the NLRB has reasonable cause to believe that the petition raises a question of representation affecting commerce. Requires such hearings to be non-adversarial, and the hearing officer, in collaboration with the parties, to identify any relevant and material pre-election issues.

Requires the NLRB, in cases where it finds that a question of representation exists, to: (1) direct an election by secret ballot as soon as practicable but not before 35 calendar days after the filing of the election petition, and (2) certify election results only after it has ruled on each pre-election issue not resolved before the election and any additional issue pertaining to the conduct or results of that election.

Requires the Board also, not earlier than seven days after a final determination of the appropriate bargaining unit, to acquire from the employer a list of all employees eligible to vote in the election, which shall: (1) be made available to all parties, and (2) include the employees' names as well as one additional form of personal contact information (such as telephone number, email address, or mailing address) chosen by the employee in writing.

fairness act amends national_labor_relations_act require national_labor_relations_board nlrb require investigative hearing place days filing election petition collective bargaining representation nlrb reasonable cause believe petition raises question representation affecting commerce requires hearings non adversarial hearing officer collaboration parties identify relevant material pre election issues requires nlrb cases finds question representation exists direct election secret ballot soon practicable calendar days filing election petition certify election results ruled pre election issue resolved election additional issue pertaining conduct results election requires board earlier seven days final determination appropriate bargaining unit acquire employer list employees eligible vote election shall available parties include employees names additional form personal contact information telephone number email address mailing address chosen employee writing


Summary:
Stop Subsidizing Multimillion Dollar Corporate Bonuses Act

Amends the Internal Revenue Code, with respect to the $1 million limitation on the deductibility of employee compensation, to: (1) extend such limitation to any individual who is a current or former officer, director, or employee of a publicly-held corporation; (2) eliminate the exemption from such limitation for compensation payable on a commission basis or upon the attainment of a performance goal; and (3) make such limitation applicable to all publicly-held corporations that are required by the Securities and Exchange Commission to register securities and provide periodic reports to their investors.

bonuses act amends internal revenue code respect million limitation deductibility employee compensation extend limitation individual current officer director employee publicly held corporation eliminate exemption limitation compensation payable commission basis attainment performance goal limitation applicable publicly held corporations required securities_and_exchange_commission register securities provide periodic reports investors