Summary:
Raise the Wage Act

This bill amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $8.00 an hour on January 1, 2016, or, if later, on the first day of the third month after enactment of this Act; (2) $9.00 an hour after one year; (3) $10.00 an hour after two years; (4) $11.00 an hour after three years; (5) $12.00 an hour after four years; and (6) the amount the Secretary of Labor determines (based on increases in the median hourly wage of all employees) after five years, and annually thereafter.

The federal minimum wage for tipped employees shall increase to $3.15 an hour for one year on January 1, 2016, or the first day of the third month after enactment of this Act, whichever is later. Subsequent annual adjustments of the wage increase, according to a specified formula, shall ensure that it remains equal to the wage in effect under FLSA for other employees.

Employers must notify their employees of the right to retain any received tips.

The separate minimum wage requirements for tipped employees shall end, effective one day after the hourly wage established for them under this Act takes effect.

The Secretary must publish any increase in the minimum wage in the Federal Register and on the Department of Labor's website 60 days before it takes effect.

raise wage act bill amends fair labor standards act flsa increase federal minimum wage employees hour january later day month enactment act hour year hour years hour years hour years secretary labor determines based increases median hourly wage employees years annually federal minimum wage employees shall increase hour year january day month enactment act whichever later subsequent annual adjustments wage increase according specified formula shall ensure remains equal wage effect flsa employees employers notify employees right retain received tips separate minimum wage requirements employees shall end effective day hourly wage established act takes effect secretary publish increase minimum wage federal_register department_of_labor website days takes effect


Summary:
Mobility and Opportunity for Vulnerable Employees Act or the MOVE 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: (1) $15 per hour or the state or local minimum wage, or (2) $31,200 per year.

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.

mobility opportunity vulnerable employees act 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 hour state local minimum wage year 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:
Protecting Orderly and Responsible Transit of Shipments Act of 2015 or the PORTS Act

This bill amends the Labor Management Relations Act, 1947 to extend to labor slowdowns occurring at U.S. ports the President's authority to appoint a board of inquiry into the issues involved.

State and territorial governors shall have authority to request the President to appoint a board of inquiry if a slowdown, or a threatened or an actual strike or lock-out, occurring at one or more U.S. ports will, if continued, imperil national or state health or safety.

If the President does not appoint a board of inquiry within 10 days after receiving a request, the governor who made the request may appoint one to report on the dispute to the governor and the President, although without recommendations. Supplemental reports are also authorized. Boards of inquiry are limited to one that may appointed for each dispute during a 90-day period.

Governors may also petition for injunctions against such labor or management actions affecting ports in their states or territories.

The National Labor Relations Board, for each dispute, shall take not more than one secret ballot for the same employees in any 30-day period.

protecting orderly responsible transit shipments act ports act bill amends extend labor occurring ports president authority appoint board inquiry issues involved state territorial governors shall authority request president appoint board inquiry threatened actual strike lock occurring ports continued national state health safety president appoint board inquiry days receiving request governor request appoint report dispute governor president recommendations supplemental reports authorized boards inquiry limited appointed dispute day period governors petition injunctions labor management actions affecting ports states territories national_labor_relations_board dispute shall secret ballot employees day period


Summary:
Guaranteed Paid Vacation Act

This bill amends the Fair Labor Standards Act to require specified employers (including certain federal and state employers) who employ at least 15 employees at any time during a calendar year to provide each eligible employee at least 10 days of paid vacation time during each 12-month period, to be used on consecutive or nonconsecutive days.

An employee is eligible for paid vacation time only if he or she has been employed by the employer for at least one year and has worked at least 1,250 hours for that employer during the previous year.

The employee must give the employer at least 15 days' prior notice of his or her intent to take paid vacation, including the dates it will begin and end.

The Department of Labor shall conduct a public awareness campaign, through the Internet and other media, to inform the public of an eligible employee's entitlement to paid vacation time under the Act.

guaranteed paid vacation act bill amends fair labor standards act require specified employers including certain federal state employers employ employees time calendar year provide eligible employee days paid vacation time month period consecutive days employee eligible paid vacation time employed employer year worked hours employer previous year employee employer days prior notice intent paid vacation including dates begin end department_of_labor shall conduct public awareness campaign internet media inform public eligible employee entitlement paid vacation time act


Summary:
Preventing Labor Union Slowdowns Act of 2015 or the PLUS Act

This bill amends the National Labor Relations Act and the Labor Management Relations Act, 1947 to make it an unlawful labor practice for a labor organization or its agents while representing, or seeking to represent, employees engaged in maritime employment to engage in a labor slowdown at any time, including when a collective-bargaining agreement is in effect.

In cases where a labor organization has committed a violation, the National Labor Relations Board shall:

 revoke the organization's exclusive recognition or certification to represent the employees in the bargaining unit, or take other appropriate disciplinary action.

act plus act bill amends national_labor_relations_act unlawful labor practice labor organization agents representing seeking represent employees engaged maritime employment engage labor time including collective bargaining agreement effect cases labor organization committed violation national_labor_relations_board shall revoke organization exclusive recognition certification represent employees bargaining unit appropriate disciplinary action


Summary:
Schedules That Work Act

Grants an employee the right to request that his or her employer change the terms and conditions of employment relating to:

 the number of hours or times the employee is required to work or be on call; the location; the amount of notification he or she receives of work schedule assignments; and minimizing fluctuations in the number of hours the employee is scheduled to work on a daily, weekly, or monthly basis. Requires the employer, if the request is made, to engage in a timely, good faith interactive process with the employee that includes a discussion of potential schedule changes that would meet his or her needs. Outlines the process for either granting or denying a change.

Requires the employer to grant a request, unless there is a bona fide business reason for denying it, if the request is made because of the employee's serious health condition, his or her responsibilities as a caregiver, or enrollment in a career-related educational or training program, or if a part-time employee requests such a change for a reason related to a second job.++_

Authorizes an employer, if an employee requests a change for any other reason, to deny it for any reason that is not unlawful. Requires the employer to give the employee the reason for the denial, including whether it was a bona fide business reason.

Outlines employer requirements for paying reporting time and split shift pay and for giving advance notice of work schedules to retail, food service, or cleaning employees, or the Department of Labor's (DOL) designated employees, except for those in bona fide executive, administrative, or professional capacities.

Makes it unlawful for any employer or other person to: (1) interfere with, restrain, or deny the exercise or the attempt to exercise any right of an employee specified in this Act; (2) retaliate against an individual for exercising his or her rights, or (3) interfere with proceedings or inquiries with respect to violation of an individual's rights.

Sets forth administrative enforcement procedures and civil remedies for violation of these prohibitions.

Directs DOL to give information and technical assistance to employers, labor organizations, and the general public concerning compliance with this Act.

Directs DOL, acting through the Bureau of Labor Statistics, and the Bureau of the Census to: (1) include in the Current Population Survey questions on, among other things, the amount of fluctuation in the number of hours the employee is scheduled to work on a daily, weekly, or monthly basis; and (2) conduct at regular intervals the Contingent Worker Supplement, the Work Schedules and Work at Home Supplement, and other relevant supplements to the Current Population Survey.

Makes this Act inapplicable to any employee covered by a bona fide collective bargaining agreement if its terms govern work scheduling practices.

schedules work act grants employee right request employer change terms conditions employment relating number hours times employee required work location notification receives work schedule assignments minimizing fluctuations number hours employee scheduled work daily weekly monthly basis requires employer request engage timely good faith interactive process employee includes discussion potential schedule changes meet needs outlines process granting denying change requires employer grant request bona fide business reason denying request employee health condition responsibilities caregiver enrollment career related educational training program time employee requests change reason related second authorizes employer employee requests change reason deny reason unlawful requires employer employee reason denial including bona fide business reason outlines employer requirements paying reporting time split shift pay giving advance notice work schedules retail food service cleaning employees department_of_labor dol designated employees bona fide executive administrative professional capacities makes unlawful employer person interfere restrain deny exercise attempt exercise right employee specified act retaliate individual exercising rights interfere proceedings inquiries respect violation individual rights sets forth administrative enforcement procedures civil remedies violation prohibitions directs dol information technical assistance employers labor organizations general public concerning compliance act directs dol acting bureau_of_labor_statistics bureau_of_the_census include current population survey questions things number hours employee scheduled work daily weekly monthly basis conduct regular intervals relevant supplements current population survey makes act inapplicable employee covered bona fide collective bargaining agreement terms govern work scheduling practices


Summary:
Pay Workers a Living Wage Act

This bill amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $9.00 an hour on January 1, 2016, or, if later, on the first day of the third month after enactment of this Act; (2) $10.50 an hour after one year; (3) $12.00 an hour after two years; (4) $13.50 an hour after three years; (5) $15.00 an hour after four years; and (6) the amount the Secretary of Labor determines (based on increases in the median hourly wage of all employees) after five years, and annually thereafter. The federal minimum wage for tipped employees shall increase to $3.15 an hour for one year on January 1, 2016, or the first day of the third month after enactment of this Act, whichever is later. Subsequent annual adjustments of the wage increase, according to a specified formula, shall ensure that it remains equal to the wage in effect under FLSA for other employees.

Employers must notify their employees of the right to retain any received tips.

The separate minimum wage requirements for tipped employees shall end, effective one day after the hourly wage established for them under this Act takes effect.

Any employer may pay any newly hired employee who is less than 20 years old, during the first 90 consecutive days after that employee's initial employment, a wage at a rate that is not less than the rate prescribed for employees who are engaged in commerce, reduced by $3.00 per hour.

The Secretary must publish the amount of any adjusted required wage in the Federal Register and on the Department of Labor's website 60 days before it takes effect.

pay workers living wage act bill amends fair labor standards act flsa increase federal minimum wage employees hour january later day month enactment act hour year hour years hour years hour years secretary labor determines based increases median hourly wage employees years annually federal minimum wage employees shall increase hour year january day month enactment act whichever later subsequent annual adjustments wage increase according specified formula shall ensure remains equal wage effect flsa employees employers notify employees right retain received tips separate minimum wage requirements employees shall end effective day hourly wage established act takes effect employer pay newly hired employee years old consecutive days employee initial employment wage rate rate prescribed employees engaged commerce reduced hour secretary publish adjusted required wage federal_register department_of_labor website days takes effect


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:
Payroll Fraud Prevention Act of 2015

 This bill amends the Fair Labor Standards Act of 1938 (FLSA) to require every person (including every employer and enterprise) that employs an employee or non-employee who performs labor or services, including through an entity such as a trust, estate, partnership, association, company, or corporation, to: (1) classify such individuals accurately as employees or non-employees; and (2) notify each new employee and new non-employee of his or her classification as an employee or non-employee, together with information concerning their legal rights.

Makes it unlawful for any person to: (1) discharge or otherwise discriminate against an individual (including an employee) who has opposed any practice, or filed a complaint or instituted any proceeding related to this Act, including with respect to an individual's status as an employee or non-employee; and (2) wrongly classify an employee as a non-employee.

Doubles the amount of liquidated damages for maximum hours, minimum wage, and notice of classification violations by an employer. Subjects a person who: (1) violates such requirements (including recordkeeping requirements) to a civil penalty of up to $1,100; or (2) repeatedly or willfully violates such requirements to a civil penalty of up to $5,000 for each violation.

Directs the Department of Labor (DOL) to establish a single webpage on the Department of Labor website that summarizes the rights of employees and non-employees under the FLSA and this Act.

Amends the Social Security Act to require, as a condition for a federal grant for the administration of state unemployment compensation, for the state's unemployment compensation law to include a provision for: (1) auditing programs that identify employers that have not registered under the state law or that are paying unreported compensation where the effect is to exclude employees from unemployment compensation coverage, and (2) establishing administrative penalties for misclassifying employees or paying unreported unemployment compensation to employees.

Requires any office, administration, or division of DOL to report any misclassification of an employee by a person subject to the FLSA that it discovers to the Department's Wage and Hour Division (WHD). Authorizes the WHD to report such information to the Internal Revenue Service.

payroll fraud prevention act bill amends fair labor standards act flsa require person including employer enterprise employs employee non employee performs labor services including entity trust estate partnership association company corporation classify individuals accurately employees non employees notify new employee new non employee classification employee non employee information concerning legal rights makes unlawful person discharge discriminate individual including employee opposed practice filed complaint instituted proceeding related act including respect individual status employee non employee wrongly classify employee non employee doubles liquidated damages maximum hours minimum wage notice classification violations employer subjects person violates requirements including recordkeeping requirements civil penalty repeatedly willfully violates requirements civil penalty violation directs department_of_labor dol establish single webpage department_of_labor website summarizes rights employees non employees flsa act amends social security act require condition federal grant administration state unemployment compensation state unemployment compensation law include provision auditing programs identify employers registered state law paying unreported compensation effect exclude employees unemployment compensation coverage establishing administrative penalties employees paying unreported unemployment compensation employees requires office administration division dol report misclassification employee person subject flsa discovers authorizes report information internal_revenue_service


Summary:
Layoff Prevention Extension Act of 2015

This bill amends the Middle Class Tax Relief and Job Creation Act of 2012 with respect to state short-time compensation programs that allow employers to reduce the workweek of their employees in lieu of layoffs. The bill: (1) extends federal financing of the programs for an additional two years; and (2) extends through December 31, 2016, the deadline for a state to submit to the Department of Labor its application for a short-time compensation program grant.

layoff prevention extension act bill amends middle class tax relief job creation act respect state short time compensation programs allow employers reduce workweek employees lieu layoffs bill extends federal financing programs additional years extends december deadline state submit department_of_labor application short time compensation program grant


Summary:
Protecting Local Business Opportunity Act

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 shares and exercises control over essential terms and conditions of employment and such control over these matters is actual, direct, and immediate.

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


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:
Civil Justice Tax Fairness Act of 2015

This bill amends the Internal Revenue Code to allow: (1) an exclusion from gross income for amounts received (whether by judgment or settlement, as lump sums or periodic payments) on account of a claim of unlawful discrimination; (2) income averaging for backpay or frontpay amounts received from such claims; and (3) an exemption from the alternative minimum tax (AMT) for any tax benefit resulting from the income averaging of amounts received from an unlawful discrimination claim.

civil justice tax fairness act bill amends internal_revenue_code allow exclusion gross income amounts received judgment settlement lump sums periodic payments account claim unlawful discrimination income averaging backpay amounts received claims exemption alternative minimum tax amt tax benefit resulting income averaging amounts received unlawful discrimination claim


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 or regulations that affect the substantive or procedural rights of a person, employer, employee, or labor organization, including those concerning unfair labor practices and representation elections.

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 person to bring a civil action for relief (including an injunction) 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 regulations affect substantive procedural rights person employer employee labor organization including concerning unfair labor practices representation elections powers grant authority investigate unfair labor practices repeals power prevent person engaging repeals board power issue complaint person charging unfair labor practice allows aggrieved person bring civil action relief including injunction district court district_of_columbia cases appears person engaged engaging engage unfair labor practice


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:
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:
Driver Fatigue Prevention Act

 This bill amends the Fair Labor Standards Act of 1938 to apply its maximum hours requirements to over-the-road bus drivers.

bill amends fair labor standards act apply maximum hours requirements road bus drivers


Summary:
Pay Stub Disclosure Act

This bill amends the Fair Labor Standards Act of 1938 to require each employer to provide an initial disclosure to each employee who is not subject to exemption from minimum wage and maximum hour requirements within 15 days after: (1) the employee is hired, or (2) specified information in the initial disclosure changes.

The information specified in that initial disclosure shall include:

 the pay rate and form of compensation; the name of the employer and any other name used by the employer to conduct business; and the physical address and telephone number of the employer's main office or principal place of business, and a mailing address if different from the first one. The bill specifies additional disclosures that must be in each pay stub, including the pay period covered, the employee's name, the total hours worked by the employee, benefits, allowances, and reimbursements.

The bill also prescribes the form of the pay stub as well as employer notice requirements.

An employer shall keep records of the information disclosed in an employee's pay stub for three years from each stub's issuance.

In the event that an employee who is not subject to minimum wage and maximum hourexemptions requests an inspection of his or her records, the employer shall provide copies of them for up to three years before the request.

The bill prescribes civil penalties for employer failure to comply with this Act.

pay disclosure act bill amends fair labor standards act require employer provide initial disclosure employee subject exemption minimum wage maximum hour requirements days employee hired specified information initial disclosure changes information specified initial disclosure shall include pay rate form compensation employer employer conduct business physical address telephone number employer main office principal place business mailing address different bill specifies additional disclosures pay including pay period covered employee total hours worked employee benefits allowances reimbursements bill prescribes form pay employer notice requirements employer shall records information disclosed employee pay years issuance event employee subject minimum wage maximum requests inspection records employer shall provide copies years request bill prescribes civil penalties employer failure comply act


Summary:
Wage Theft Prevention and Wage Recovery Act

This bill amends the Fair Labor Standards Act of 1938 to require employers engaged in commerce, or in the production of goods for commerce, to make certain disclosures to employees about their employment, including a paystub corresponding to work the employee performed during the applicable pay period, and make final payments to a terminating employee for uncompensated hours the employee has worked.

An employer shall compensate an employee at the rate specified in an employment contract or other employment agreement, including a collective bargaining agreement, that specifies a rate of pay higher than the minimum wage rate.

The bill revises penalty requirements to:

 increase to double the amount of unpaid wages or unpaid overtime compensation the damages an employer must pay for violating minimum wage or maximum hour rules, plus interest; increase to treble damages the penalty for retaliatory discrimination against or discharge of a whistleblowing employee; repeal the requirement that an employee consent in writing to become a party plaintiff in an action to recover damages from an employer for all such violations; prohibit waiver of the right to bring an action, including a collective action, by an employee as a condition of employment or in a pre-dispute arbitration agreement; and direct the Department of Labor to refer any case involving a covered offender to the Department of Justice for prosecution. In the event that an employee requests an inspection of his or her records for accuracy of wage payments, the employer shall give the employee a copy of the records covering a period of up to five years prior to the request.

The Portal-to-Portal Act of 1947 is amended to:

 increase the statute of limitations for causes of action under that Act, the Walsh-Healy Act, or the Bacon-Davis Act with respect to unpaid wages, unpaid overtime compensation, or damages; and deem the statute of limitations tolled for such an action between notification of an employer that an investigation or enforcement action has begun to notification to the employer that the matter has been officially resolved. Acting through the Wage and Hour Division, Labor shall award grants to assist eligible entities in enhancing the enforcement of wage and hour laws.

The Government Accountability Office shall identify successful programs carried out by such grants, especially elements, policies, or procedures that can be replicated by other grant-receiving programs.

wage theft prevention wage recovery act bill amends fair labor standards act require employers engaged commerce production goods commerce certain disclosures employees employment including corresponding work employee performed applicable pay period final payments terminating employee uncompensated hours employee worked employer shall compensate employee rate specified employment contract employment agreement including collective bargaining agreement specifies rate pay higher minimum wage rate bill revises penalty requirements increase double unpaid wages unpaid overtime compensation damages employer pay violating minimum wage maximum hour rules plus interest increase treble damages penalty retaliatory discrimination discharge employee repeal requirement employee consent writing party plaintiff action recover damages employer violations prohibit waiver right bring action including collective action employee condition employment pre dispute arbitration agreement direct department_of_labor refer case involving covered offender department_of_justice prosecution event employee requests inspection records accuracy wage payments employer shall employee copy records covering period years prior request portal portal act amended increase statute limitations causes action act walsh act bacon respect unpaid wages unpaid overtime compensation damages deem statute limitations tolled action notification employer investigation enforcement action begun notification employer matter officially resolved acting wage hour division labor shall award grants assist eligible entities enhancing enforcement wage hour laws government_accountability_office shall identify successful programs carried grants especially elements policies procedures replicated grant receiving programs


Summary: Neighborhood Rail Accountability Act - Amends federal transportation law to require the Surface Transportation Board, in determining whether to issue a certificate authorizing the construction of an additional railroad line or of an extension to any railroad line, to: (1) give greater weight to local official statements and public comments in opposition to the proposed construction (especially construction in a residential area) if there is an unusually high level of public opposition; and (2) identify any disproportionate negative impacts on any socioeconomic population, including a discussion of alternatives that were considered that would have avoided such impacts. Prescribes procedural requirements for dealing with any false or incorrect information provided by an applicant for a certificate for construction.

accountability act amends federal transportation law require surface_transportation_board determining issue certificate authorizing construction additional railroad line extension railroad line greater weight local official statements public comments opposition proposed construction especially construction residential area unusually high level public opposition identify disproportionate negative impacts socioeconomic population including discussion alternatives considered avoided impacts prescribes procedural requirements dealing false incorrect information provided applicant certificate construction


Summary: Rail Transit Security and Safety Act of 2007 - Directs the Under Secretary for Border and Transportation Security to complete a vulnerability assessment of freight and passenger rail transportation, and develop specific prioritized recommendations for improving rail security. Directs the Under Secretary to establish the position of Federal Rail Security Manager. Authorizes the Secretary of Transportation to make grants to Amtrak for certain fire and life-safety improvements and infrastructure upgrades to tunnels on the Northeast Corridor. Directs the Secretary of Homeland Security to award grants directly to public transportation agencies for allowable capital and operational security improvements based on the prioritized rail security recommendations. Sets forth certain whistleblower protections for rail employees or other persons who have provided information or otherwise assisted in any investigation regarding certain conduct, or who have refused to violate or assist in the violation of any regulation related to public transportation security. Directs the Secretary of Homeland Security to make grants to railroad carriers for costs incurred in instituting a rail worker emergency training program.

rail transit security safety act directs secretary complete vulnerability assessment freight passenger rail transportation develop specific prioritized recommendations improving rail security directs secretary establish position manager authorizes secretary transportation grants amtrak certain fire life safety improvements infrastructure upgrades tunnels northeast corridor directs secretary homeland_security award grants directly public transportation agencies allowable capital operational security improvements based prioritized rail security recommendations sets forth certain whistleblower protections rail employees persons provided information assisted investigation certain conduct refused violate assist violation regulation related public transportation security directs secretary homeland_security grants railroad carriers costs incurred instituting rail worker emergency training program


Summary: Ari's Law - Directs the Secretary of Transportation to provide railroad safety grants to local government units that own or control land along a railroad right-of-way or to any other person providing railroad transportation for fence construction and maintenance and other protective structures along railroad tracks. Directs the Administrator of the Federal Railroad Administration to study and report on best practices for railroad safety related to the construction, monitoring, and repair of fencing and other protective structures along railroad tracks.

law directs secretary transportation provide railroad safety grants local government units control land railroad right way person providing railroad transportation fence construction maintenance protective structures railroad tracks directs administrator federal_railroad_administration study report best practices railroad safety related construction monitoring repair fencing protective structures railroad tracks


Summary: Federal Railroad Safety Accountability and Improvement Act - Authorizes appropriations for FY2008-FY2011 for the railroad safety program, including a safety risk reduction program to be implemented as part of such program. Eliminates the authority of the Secretary of Transportation (or state Secretary) to prescribe investigative and surveillance activities to enforce rail safety regulations and orders.Prohibits public disclosure of railroad safety risk reduction program records.Requires railroad carriers and states to report to the Secretary, and update periodically, unreported highway-rail (including non-vehicular pathway-rail) grade crossings and public highway-rail (including non-vehicular public pathway) grade crossings within the United States.Urges the development of new technology to prevent loss of life and injuries at highway-rail grade crossings.Sets forth requirements: (1) prohibiting the judicial review of railroad safety regulations or orders on the ground that they impact security; (2) authorizing the Secretary to waive compliance of such regulations and orders if there is an emergency event, it is in the public interest, and consistent with railroad safety; (3) authorizing the Secretary to monitor railroad radio communications to prevent rail accidents, or as part of an accident investigation; (4) authorizing the Secretary to prohibit individuals who have violated hazardous material transportation safety laws from performing safety-sensitive functions in the railroad industry until specified conditions are met; (5) repealing and reserving codified federal hours of service laws, requiring the conversion of such laws to regulations, and authorizing the Secretary to amend such regulations to prevent and mitigate fatigue in individuals performing safety-critical train related duties; (6) establishing maximum number of hours a train employee may be on duty; and (7) authorizing the Administrator of the Federal Railroad Administration and designated employees access to criminal history records of railroad employees.

improvement act authorizes appropriations fy2008 fy2011 railroad safety program including safety risk reduction program implemented program eliminates authority secretary transportation state secretary prescribe investigative surveillance activities enforce rail safety regulations orders prohibits public disclosure railroad safety risk reduction program records requires railroad carriers states report secretary update periodically unreported highway rail including non vehicular pathway rail grade crossings public highway rail including non vehicular public pathway grade crossings united_states urges development new technology prevent loss life injuries highway rail grade crossings sets forth requirements prohibiting judicial review railroad safety regulations orders ground impact security authorizing secretary waive compliance regulations orders emergency event public interest consistent railroad safety authorizing secretary monitor railroad radio communications prevent rail accidents accident investigation authorizing secretary prohibit individuals violated hazardous material transportation safety laws performing safety sensitive functions railroad industry specified conditions met repealing reserving codified federal hours service laws requiring conversion laws regulations authorizing secretary amend regulations prevent mitigate fatigue individuals performing safety critical train related duties establishing maximum number hours train employee duty authorizing administrator federal_railroad_administration designated employees access criminal history records railroad employees


Summary: Amends the Internal Revenue Code to: (1) increase the allowable amount of the railroad track maintenance tax credit; (2) extend such credit through 2010; and (3) allow such credit against alternative minimum tax liabilities.

amends internal revenue code increase allowable railroad track maintenance tax credit extend credit allow credit alternative minimum tax liabilities


Summary: Railroad Antitrust Enforcement Act of 2008 - (Sec. 2) Amends the Clayton Act (the Act) to make federal antitrust laws applicable to all common carriers subject to the Surface Transportation Board (STB), regardless of whether the carrier filed a rail carrier rate or whether a complaint challenging a rate is filed. (Sec. 3) Subjects to antitrust review agreements among rail carriers to pool or divide traffic, services, or earnings. (Sec. 4) Authorizes the the Federal Trade Commission (FTC) to enforce certain provisions of the Act against STB-approved agreements or combinations, including those related to rates. (Sec. 5) Removes the prohibition against a private party seeking injunctive relief against a rail carrier for a violation of the antitrust laws. (Sec. 6) Provides that, in any civil action against a rail common carrier, the U.S. district court shall not be required to defer to the primary jurisdiction of the STB. (Sec. 7) Amends the Federal Trade Commission Act to authorize FTC enforcement against rail carriers for unfair methods of competition. (Sec. 8) Amends federal transportation law to terminate the exemptions from antitrust laws for rail carriers, including mergers and acquisitions and ratemaking agreements. Requires the STB when reviewing a proposed rate agreement, to take into account its impact upon shippers, consumers, and affected communities, and to make findings regarding such impact, which shall be made part of the administrative record. Revises STB authority to provide that a rail carrier, corporation, or a person participating in an approved transaction is not exempt from specified antitrust laws. (Sec. 9) Makes the date of enactment of this Act its effective date. Makes an exception for parties engaging prior to such enactment in conduct or actions previously exempted by STB approval (such parties to have 180 days to discontinue such conduct or action or otherwise become subject to the antitrust laws).

railroad_antitrust_enforcement_act sec amends clayton act act federal antitrust laws applicable common carriers subject surface_transportation_board stb regardless carrier filed rail carrier rate complaint challenging rate filed sec subjects antitrust review agreements rail carriers pool divide traffic services earnings sec authorizes federal_trade_commission ftc enforce certain provisions act stb approved agreements combinations including related rates sec removes prohibition private party seeking injunctive relief rail carrier violation antitrust laws sec provides civil action rail common carrier district court shall required defer primary jurisdiction stb sec amends federal_trade_commission act authorize ftc enforcement rail carriers unfair methods competition sec amends federal transportation law terminate exemptions antitrust laws rail carriers including mergers acquisitions ratemaking agreements requires stb reviewing proposed rate agreement account impact shippers consumers affected communities findings impact shall administrative record revises stb authority provide rail carrier corporation person participating approved transaction exempt specified antitrust laws sec makes date enactment act effective date makes exception parties engaging prior enactment conduct actions previously exempted stb approval parties days discontinue conduct action subject antitrust laws