Summary: Labor Management Reporting and Disclosure Enforcement Act of 2008 - Amends the Labor-Management Reporting and Disclosure Act of 1959 (Landrum-Griffin Act) to make a labor organization liable to any of its members for a civil money penalty of up to $250 for each day that it fails to provide such member information regarding the organization's constitution, bylaws, organization report, and annual financial report, including any books, records, and accounts necessary to verify such reports. Authorizes the Secretary of Labor to bring an action in U.S. district court for injunctive relief and enforcement of administrative penalties against any person who has violated or is about to violate any reporting requirements of such Act, including those applying to a labor organization which has or assumes trusteeship over any subordinate labor organization. Requires a district court, upon a complaint by the Secretary that demonstrates failure to file timely and complete reports, to enjoin continued violation of the related reporting requirements. Authorizes the Secretary, upon finding a violation of specified reporting and disclosure requirements, to impose an administrative money penalty of up to $250 a day, or $10,000 in aggregate, adjusted for inflation, against the person, labor organization, or employer responsible for such violation.

disclosure enforcement act amends labor management reporting disclosure act landrum-griffin_act labor organization liable members civil money penalty day fails provide member information organization constitution bylaws organization report annual financial report including books records accounts necessary verify reports authorizes secretary labor bring action district court injunctive relief enforcement administrative penalties person violated violate reporting requirements act including applying labor organization assumes subordinate labor organization requires district court complaint secretary demonstrates failure file timely complete reports enjoin continued violation related reporting requirements authorizes secretary finding violation specified reporting disclosure requirements impose administrative money penalty day aggregate adjusted inflation person labor organization employer responsible violation


Summary: Amends the Labor-Management 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. (Thus preempts contrary state or territorial law to allow the execution or application of agreements requiring union membership.)

amends 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: Re-empowerment of Skilled and Professional Employees and Construction Tradesworkers Act or the RESPECT Act - Amends the National Labor Relations Act to revise the definition of "supervisor" in the following ways: (1) require the individual to have authority over employees for a majority of the individual's worktime; and (2) remove authority to assign other employees and to responsibly direct employees as conditions for being considered a supervisor.

empowerment revise definition supervisor following ways require individual authority employees majority individual remove authority assign employees responsibly direct employees conditions considered supervisor


Summary: Employee Free Choice Act of 2007- Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to certify a bargaining representative without directing an election if a majority of the bargaining unit employees have authorized designation of the representative (card-check) and there is no other individual or labor organization currently certified or recognized as the exclusive representative of any of the employees in the unit. Sets forth special procedural requirements for reaching an initial collective bargaining agreement following certification or recognition. Revises enforcement requirements with respect to unfair labor practices during union organizing drives, particularly a preliminary investigation of an alleged unfair labor practice (ULP) which may lead to proceedings for injunctive relief. Requires that priority be given to a preliminary investigation of any charge that, while employees were seeking representation by a labor organization, or during the period after a labor organization was recognized as a representative until the first collective bargaining contract is entered into, an employer: (1) discharged or otherwise discriminated against an employee to encourage or discourage membership in the labor organization; (2) threatened to discharge or to otherwise discriminate against an employee in order to interfere with, restrain, or coerce employees in the exercise of guaranteed self-organization or collective bardaining rights; or (3) engaged in any other related ULP that significantly interferes with, restrains, or coerces employees in the exercise of such guaranteed rights. Adds to remedies for such violations: (1) back pay plus liquidated damages; and (2) additional civil penalties.

employee free choice act require national_labor_relations_board nlrb certify bargaining representative directing election majority bargaining unit employees authorized designation representative card check individual labor organization currently certified recognized exclusive representative employees unit sets forth special procedural requirements reaching initial collective bargaining agreement following certification recognition revises enforcement requirements respect unfair labor practices union organizing drives particularly preliminary investigation alleged unfair labor practice lead proceedings injunctive relief requires priority given preliminary investigation charge employees seeking representation labor organization period labor organization recognized representative collective bargaining contract entered employer discharged discriminated employee encourage discourage membership labor organization threatened discharge discriminate employee order interfere restrain coerce employees exercise guaranteed self organization collective rights engaged related significantly interferes restrains coerces employees exercise guaranteed rights adds remedies violations pay plus liquidated damages additional civil penalties


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: Secret Ballot Protection Act of 2007 - 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 secret ballot election conducted by the National Labor Relations Board; 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.

amends national labor relations act unfair labor practice employer recognize bargain collectively labor organization selected majority employees secret ballot election conducted national_labor_relations_board labor organization cause attempt cause employer recognize bargain collectively representative selected manner


Summary: Truth in Employment Act of 2007 - 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: Government Neutrality in Contracting Act - Directs the head of any federal agency that awards or obligates funds for any construction contract, or that awards grants, provides financial assistance, or enters into cooperative agreements for construction projects, to ensure that bid specifications, project agreements, or other controlling documents do not: (1) require or prohibit a bidder, offeror, contractor, or subcontractor from entering into, or adhering to, agreements with a labor organization, with respect to that construction project or another related construction project; or (2) otherwise discriminate against such a party because it did or did not become a signatory or otherwise adhere to such an agreement. Allows exemptions to avert an imminent threat to public health or safety or to serve national security. Allows additional exemptions for certain projects. Directs the Federal Acquisition Regulatory Council to amend the Federal Acquisition Regulation to implement this Act with respect to the applicable federal contracts.

government neutrality contracting act directs head federal agency awards obligates funds construction contract awards grants provides financial assistance enters cooperative agreements construction projects ensure bid specifications project agreements controlling documents require prohibit bidder offeror contractor subcontractor entering adhering agreements labor organization respect construction project related construction project discriminate party signatory adhere agreement allows exemptions avert imminent threat public health safety serve national security allows additional exemptions certain projects directs federal_acquisition_regulatory_council amend federal_acquisition_regulation implement act respect applicable federal contracts


Summary: Federal Labor-Management Partnership Act of 2007 - Establishes the Federal Labor-Management Partnership Council to advise the President on matters involving labor-management relations in the executive branch. Includes among the Council's activities: (1) supporting the creation of local labor-management partnership councils that promote partnership efforts; (2) collecting and disseminating information about and providing guidance on such efforts; (3) using the expertise of individuals, inside and outside the federal government, to foster partnership arrangements in the executive branch; and (4) proposing statutory changes to improve the civil service to better serve the public and carry out the mission of the various agencies.Requires the President to designate a Council Chairperson.Requires the President to direct the head of each agency which is subject to labor-management relations provisions or any other authority permitting employees to select an exclusive representative, to: (1) create labor-management partnerships by forming labor-management committees or councils at appropriate levels or adapting existing committees or councils if such groups exist; (2) involve employees and their representatives as full partners with management representatives to improve the civil service to better serve the public and carry out the mission of the agency; (3) provide systemic training of appropriate employees in consensual methods of dispute resolution; (4) negotiate, at the request of the labor organization, on specified subjects and instruct subordinate officials to do the same; and (5) evaluate progress and improvements in organizational performance resulting from such labor-management partnerships.

establishes federal labor management partnership council advise president matters involving labor management relations executive branch includes council activities supporting creation local labor management partnership councils promote partnership efforts collecting disseminating information providing guidance efforts expertise individuals inside outside federal government foster partnership arrangements executive branch proposing statutory changes improve civil service better serve public carry mission agencies requires president designate council chairperson requires president direct head agency subject labor management relations provisions authority permitting employees select exclusive representative create labor management partnerships forming labor management committees councils appropriate levels adapting existing committees councils groups exist involve employees representatives partners management representatives improve civil service better serve public carry mission agency provide systemic training appropriate employees consensual methods dispute resolution negotiate request labor organization specified subjects instruct subordinate officials evaluate progress improvements organizational performance resulting labor management partnerships


Summary: Earned Income Credit Information Act of 2008 - Amends the Internal Revenue Code to require certain employers (with more than 25 employees) to provide their employees with a notice explaining the earned income tax credit and eligibility rules for such credit.

earned income credit information act amends internal revenue code require certain employers employees provide employees notice explaining earned income tax credit eligibility rules credit


Summary: Labor Relations First Contract Negotiations Act of 2009 - Amends the National Labor Relations Act to require mediation and, if necessary, binding arbitration of initial contract negotiation disputes.

labor relations contract negotiations act amends national_labor_relations_act require mediation necessary binding arbitration initial contract negotiation disputes


Summary: Public Safety Employer-Employee Cooperation Act of 2009 - Provides collective bargaining rights for public safety officers employed by states or local governments. Directs the Federal Labor Relations Authority to determine whether state law provides specified rights and responsibilities for public safety officers, including: (1) granting public safety employees the right to form and join a labor organization which excludes management and supervisory employees, and which is, or seeks to be, recognized as the exclusive bargaining agent for such employees; and (2) requiring public safety employers to recognize and agree to bargain with the employees' labor organization. Requires the Authority to issue regulations establishing rights and responsibilities for public safety employers and employees in states that do not substantially provide for such public safety employee rights and responsibilities. Directs the Authority, in such cases, to: (1) determine the appropriateness of units for labor organization representation; (2) supervise or conduct elections to determine whether a labor organization has been selected as an exclusive representative by a voting majority of the employees in an appropriate unit; (3) resolve issues relating to the duty to bargain in good faith; (4) conduct hearings and resolve complaints of unfair labor practices; and (5) resolve exceptions to arbitrator's awards. Grants a public safety employer, employee, or labor organization the right to seek enforcement of Authority regulations and orders, as well as prohibitions against lockouts or strikes, through appropriate state courts. Prohibits public safety employers, employees, and labor organizations from engaging in lockouts or strikes.Provides that existing collective bargaining units and agreements shall not be invalidated by this Act.

public safety employer employee cooperation act provides collective bargaining rights public safety officers employed states local governments directs determine state law provides specified rights responsibilities public safety officers including granting public safety employees right form join labor organization excludes management supervisory employees seeks recognized exclusive bargaining agent employees requiring public safety employers recognize agree bargain employees labor organization requires authority issue regulations establishing rights responsibilities public safety employers employees states substantially provide public safety employee rights responsibilities directs authority cases determine appropriateness units labor organization representation supervise conduct elections determine labor organization selected exclusive representative voting majority employees appropriate unit resolve issues relating duty bargain good faith conduct hearings resolve complaints unfair labor practices resolve exceptions arbitrator awards grants public safety employer employee labor organization right seek enforcement authority regulations orders prohibitions strikes appropriate state courts prohibits public safety employers employees labor organizations engaging strikes provides existing collective bargaining units agreements shall invalidated act


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 secret ballot election conducted by the National Labor Relations Board; 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.

protection act amends national_labor_relations_act unfair labor practice employer recognize bargain collectively labor organization selected majority employees secret ballot election conducted national_labor_relations_board labor organization cause attempt cause employer recognize bargain collectively representative selected manner


Summary: Working Families Flexibility Act - Authorizes an employee to request from an employer a change in the terms or conditions of the employee's employment if the request relates to: (1) the number of hours the employee is required to work; (2) the times when the employee is required to work; or (3) where the employee is required to work. Sets forth certain employer duties with respect to such requests. Makes it unlawful for an employer to interfere with any rights provided to an employee under this Act. Authorizes an employee to file a complaint with the Administrator of the Wage and Hour Division of the Employment Standards Administration of the Department of Labor for any violations of such rights. Provides for the investigation and assessment of civil penalties or the award of relief for alleged violations, including the review in federal courts of appeal of orders of the Administrator. Requires the Secretary of Labor to carry out a research, education, and technical assistance program for employers, labor organizations, and the general public regarding compliance with this Act. Applies the requirements of this Act to certain classes of employees, including employees of the Government Accountability Office (GAO) and the Library of Congress.

working_families flexibility act authorizes employee request employer change terms conditions employee employment request relates number hours employee required work times employee required work employee required work sets forth certain employer duties respect requests makes unlawful employer interfere rights provided employee act authorizes employee file complaint administrator wage hour division department_of_labor violations rights provides investigation assessment civil penalties award relief alleged violations including review federal courts appeal orders administrator requires secretary labor carry research education technical assistance program employers labor organizations general public compliance act applies requirements act certain classes employees including employees government_accountability_office gao library_of_congress


Summary: National Labor Relations Modernization Act - Amends the National Labor Relations Act to set forth special procedural requirements for reaching an initial collective bargaining agreement following certification or recognition of an individual or labor organization as the elected exclusive collective bargaining representative of a unit of 20 or more employees. Revises enforcement requirements with respect to unfair labor practices during union organizing drives, particularly a preliminary investigation of an alleged unfair labor practice (ULP) which may lead to proceedings for injunctive relief. Requires that priority be given to a preliminary investigation of any charge that, while employees were seeking representation by a labor organization, or during the period after a labor organization was recognized as a representative, but before the first collective bargaining contract is entered into, an employer: (1) discharged or otherwise discriminated against an employee to encourage or discourage membership in the labor organization; (2) threatened to discharge or to otherwise discriminate against an employee in order to interfere with, restrain, or coerce employees in the exercise of guaranteed self-organization or collective bargaining rights; or (3) engaged in any other related ULP that significantly interferes with, restrains, or coerces employees in the exercise of such guaranteed rights. Adds to remedies for such violations: (1) back pay plus double liquidated damages; and (2) additional civil penalties. Requires an employer, within 30 days after the National Labor Relations Board orders an election, to: (1) notify the designated representative of activities the employer intends to engage in to oppose recognition; and (2) provide such representative with equal access to the place of employment to campaign in favor of such recognition. Makes it an ULP for an employer to fail to provide such representative with such notice and equal access.

national_labor_relations_act set forth special procedural requirements reaching initial collective bargaining agreement following certification recognition individual labor organization elected exclusive collective bargaining representative unit employees revises enforcement requirements respect unfair labor practices union organizing drives particularly preliminary investigation alleged unfair labor practice lead proceedings injunctive relief requires priority given preliminary investigation charge employees seeking representation labor organization period labor organization recognized representative collective bargaining contract entered employer discharged discriminated employee encourage discourage membership labor organization threatened discharge discriminate employee order interfere restrain coerce employees exercise guaranteed self organization collective bargaining rights engaged related significantly interferes restrains coerces employees exercise guaranteed rights adds remedies violations pay plus double liquidated damages additional civil penalties requires employer days national_labor_relations_board orders election notify designated representative activities employer intends engage oppose recognition provide representative equal access place employment campaign favor recognition makes employer fail provide representative notice equal access


Summary: Employee Free Choice Act of 2009 - Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to certify a bargaining representative without directing an election if a majority of the bargaining unit employees have authorized designation of the representative (card-check) and there is no other individual or labor organization currently certified or recognized as the exclusive representative of any of the employees in the unit. Sets forth special procedural requirements for reaching an initial collective bargaining agreement following certification or recognition. Revises enforcement requirements with respect to unfair labor practices during union organizing drives, particularly a preliminary investigation of an alleged unfair labor practice (ULP) which may lead to proceedings for injunctive relief. Requires that priority be given to a preliminary investigation of any charge that, while employees were seeking representation by a labor organization, or during the period after a labor organization was recognized as a representative until the first collective bargaining contract is entered into, an employer: (1) discharged or otherwise discriminated against an employee to encourage or discourage membership in the labor organization; (2) threatened to discharge or to otherwise discriminate against an employee in order to interfere with, restrain, or coerce employees in the exercise of guaranteed self-organization or collective bardaining rights; or (3) engaged in any other related ULP that significantly interferes with, restrains, or coerces employees in the exercise of such guaranteed rights. Adds to remedies for such violations: (1) back pay plus liquidated damages; and (2) additional civil penalties.

employee free choice act amends national_labor_relations_act require national_labor_relations_board nlrb certify bargaining representative directing election majority bargaining unit employees authorized designation representative card check individual labor organization currently certified recognized exclusive representative employees unit sets forth special procedural requirements reaching initial collective bargaining agreement following certification recognition revises enforcement requirements respect unfair labor practices union organizing drives particularly preliminary investigation alleged unfair labor practice lead proceedings injunctive relief requires priority given preliminary investigation charge employees seeking representation labor organization period labor organization recognized representative collective bargaining contract entered employer discharged discriminated employee encourage discourage membership labor organization threatened discharge discriminate employee order interfere restrain coerce employees exercise guaranteed self organization collective rights engaged related significantly interferes restrains coerces employees exercise guaranteed rights adds remedies violations pay plus liquidated damages additional civil penalties


Summary: Teaching and Research Assistant Collective Bargaining Rights Act - Amends the National Labor Relations Act to provide collective bargaining rights for students enrolled at a private institution of higher education who perform work for remuneration at the institution's direction, regardless of whether the work relates to their courses of study (teaching and research assistants).

teaching research assistant collective bargaining rights act amends national_labor_relations_act provide collective bargaining rights students enrolled private institution higher education perform work remuneration institution direction regardless work relates courses study teaching research assistants


Summary: Truth in Employment Act of 2009 - 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: Family and Independent Business Protection Act of 2010 - Amends the National Labor Relations Act to declare that no state or territory may define or classify any person as a state or territorial employee, for purposes of state or territorial employment, labor relations, or collective bargaining laws or regulations, by reason of such person's receipt of or eligibility for any payment or subsidy funded by the United States.

amends national_labor_relations_act declare state territory define classify person state territorial employee purposes state territorial employment labor relations collective bargaining laws regulations reason person receipt eligibility payment subsidy funded united_states


Summary: Amends the Labor-Management 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. (Thus preempts contrary state or territorial law to allow the execution or application of agreements requiring union membership.)

amends 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: State Public Funds Protection Act - Amends the National Labor Relations Act to declare that nothing in it shall be interpreted to preempt a state or local law that places limitations on the use of public funds or property to assist, deter, or promote union organizing.

national_labor_relations_act declare shall interpreted preempt state local law places limitations use public funds property assist deter promote union organizing


Summary: Repeals specified exceptions to rights of certain Department of Veterans Affairs (VA) employees to engage in collective bargaining. Requires a final decision of the VA with respect to the review of an adverse personnel action against a VA employee to be issued not later than 60 days after such action has been appealed. Subjects such decision to judicial review in the appropriate U.S. District Court or, if the decision is made by a labor arbitrator, in the U.S. Court of Appeals for the Federal Circuit.

repeals specified exceptions rights certain department_of_veterans_affairs employees engage collective bargaining requires final decision respect review adverse personnel action employee issued later days action appealed subjects decision judicial review appropriate district_court decision labor arbitrator federal_circuit


Summary: Secret Ballot Protection Act of 2009 - 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 secret ballot election conducted by the National Labor Relations Board; 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.

amends national_labor_relations_act unfair labor practice employer recognize bargain collectively labor organization selected majority employees secret ballot election conducted national_labor_relations_board labor organization cause attempt cause employer recognize bargain collectively representative selected manner


Summary: Rewarding Achievement and Incentivizing Successful Employees Act or the RAISE Act - Amends the National Labor Relations Act to declare that neither its prohibition against interference by an employer with employees' right to bargain collectively, nor the terms of a collective bargaining agreement entered into between employees and an employer after enactment of this Act, shall prohibit an employer from paying an employee higher wages, pay, or other compensation than the agreement provides for.

rewarding achievement incentivizing successful employees act raise act amends national labor relations act declare prohibition interference employer employees right bargain collectively terms collective bargaining agreement entered employees employer enactment act shall prohibit employer paying employee higher wages pay compensation agreement provides


Summary: Forewarn Act - Amends the Worker Adjustment and Retraining Notification Act (the Act) to: (1) redefine the terms "employer," "plant closing," and "mass layoff" for purposes of the Act; and (2) among other things, apply it to employers of 75 or more employees (currently, 100 employees), including any parent company of which the business enterprise is a subsidiary. Requires an employer to: (1) give 90-day written notice (currently, 60-day) to employees and appropriate state and local governments before ordering a plant closing or mass layoff; (2) notify the Secretary of Labor and the governor of the state in which the closing or layoff will occur; and (3) provide affected employees with information regarding benefits and services available to them, including unemployment compensation, trade adjustment assistance, COBRA benefits, onsite access to rapid response teams, and certain other services. Exempts from such notice requirements plant closings or mass layoffs which are due directly to a terrorist attack. Requires the Secretary to notify the appropriate U.S. Senators and Members of the House of Representatives who represent the area where such closing or mass layoff is to occur. Makes an employer who violates such notice requirements liable to the employee for, among other things, two days pay (currently, back pay for each day of violation) multiplied by the number of calendar days for which the employer was required but failed to provide notice, including interest on such pay. Authorizes an affected employee to file a complaint with the Secretary alleging a violation of the notice requirements. Requires the Secretary to investigate and attempt to resolve such complaints. Authorizes the Secretary to bring an action in court to recover on behalf of an affected employee any backpay (including interest), benefits, and liquidated damages due. Requires an employer to post conspicuously upon its premises pertinent provisions of this Act and information on the filing of a complaint. Requires the Secretary to maintain a guide on the benefits and services available to affected employees. Prohibits the waiver of rights and remedies provided under this Act (including the right to maintain a civil action) by any agreement or settlement negotiated on behalf of affected employees.

retraining notification act act redefine terms employer plant closing mass layoff purposes act things apply employers employees currently employees including parent company business enterprise subsidiary requires employer day written notice currently day employees appropriate state local governments ordering plant closing mass layoff notify secretary labor governor state closing layoff occur provide affected employees information benefits services available including unemployment compensation trade adjustment assistance cobra benefits onsite access rapid response teams certain services exempts notice requirements plant closings mass layoffs directly terrorist attack requires secretary notify appropriate senators members house_of_representatives represent area closing mass layoff occur makes employer violates notice requirements liable employee things days pay currently pay day violation multiplied number calendar days employer required failed provide notice including interest pay authorizes affected employee file complaint secretary alleging violation notice requirements requires secretary investigate attempt resolve complaints authorizes secretary bring action court recover behalf affected employee backpay including interest benefits liquidated damages requires employer post conspicuously premises pertinent provisions act information filing complaint requires secretary maintain guide benefits services available affected employees prohibits waiver rights remedies provided act including right maintain civil action agreement settlement negotiated behalf affected employees


Summary: Employ America Act - Prohibits the Secretary of Homeland Security (DHS) from approving an employer petition for any visa authorizing employment in the United States unless the employer has certified to the Secretary of Labor that the employer: (1) has not provided a notice of a mass layoff during the 12-month period immediately preceding the alien's scheduled hiring date; and (2) does not intend to provide a notice of a mass layoff. States that if an employer provides a notice of a mass layoff after the approval of a visa any visas approved during the most recent 12-month period for such employer shall expire 60 days after the date on which such notice is provided and shall not be subject to judicial review. Exempts an employer from such requirements if the employer certifies to the Secretary of Labor that the total number of the employer's workers who are U.S. citizens working in the United States will not be reduced by a mass layoff.

employ america act prohibits secretary homeland_security dhs approving employer petition visa authorizing employment united_states employer certified secretary labor employer provided notice mass layoff month period immediately preceding alien scheduled hiring date intend provide notice mass layoff states employer provides notice mass layoff approval visa visas approved recent month period employer shall expire days date notice provided shall subject judicial review exempts employer requirements employer certifies secretary labor total number employer workers citizens working united_states reduced mass layoff


Summary: Labor Relations First Contract Negotiations Act of 2011 - Amends the National Labor Relations Act to require mediation and, if necessary, binding arbitration of initial contract negotiation disputes.


Summary: Restoring Democracy in the Workplace Act - Declares that a specified rule prescribed by the National Mediation Board relating to representation election procedures shall have no force or effect.

restoring democracy workplace act declares specified rule prescribed relating representation election procedures shall force effect


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.

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


Summary: State Right to Vote Act - Amends the National Labor Relations Act to declare that nothing in the Act shall be construed to authorize or recognize a labor organization as the representative of employees in a state where recognition of the labor organization is prohibited, unless the labor organization has been selected by a majority of such employees in a secret ballot election conducted by the National Labor Relations Board (NLRB). Prohibits a federal agency from bringing a challenge against a state statute or constitutional provision which protects the right of employees to choose labor organization representatives through secret ballot elections.

state right vote act amends national_labor_relations_act declare act shall construed authorize recognize labor organization representative employees state recognition labor organization prohibited labor organization selected majority employees secret ballot election conducted national_labor_relations_board nlrb prohibits federal agency bringing challenge state statute constitutional provision protects right employees choose labor organization representatives secret ballot elections


Summary: Fighting for American Jobs Act of 2011 - Directs each federal agency that provides contracts, grants, loans, or loan guarantees to businesses to require, as a condition of such assistance, that such businesses provide annually information on: (1) the number of employees employed in the United States and its territories and possessions and the number employed outside the United States, as well as wage information on U.S. employees; and (2) the percentage of the workforce that has been laid off or forced to resign during the preceding year. Prohibits, until the situation is corrected, subsequent federal assistance to businesses that lay off a greater percentage of workers in the United States and its territories and possessions than in other countries.

fighting american jobs act directs federal agency provides contracts grants loans loan guarantees businesses require condition assistance businesses provide annually information number employees employed united_states territories possessions number employed outside united_states wage information employees percentage workforce laid forced preceding year prohibits situation corrected subsequent federal assistance businesses lay greater percentage workers united_states territories possessions countries


Summary: Job Protection Act - Amends the National Labor Relations Act to provide that an employer's expression or written dissemination of views, argument, or opinion regarding the costs associated with collective bargaining, work stoppages, or strikes shall not constitute antiunion animus or unlawful motive (an unfair labor practice), if such expression contains no threat of reprisal or force or promise of benefit. Denies the National Labor Relations Board (NLRB), unless an employer has been adjudicated finally to have unlawfully undertaken certain actions, any power to: (1) order the employer to relocate, shut down, or transfer any existing or planned facility or work or employment opportunity; (2) prevent the employer from making such relocations, transfers, or expansions to new or existing facilities in the future; or (3) prevent the employer from closing or not developing a facility, or from eliminating an employment opportunity. Declares that, unless an employer has been so adjudicated, nothing under the Act shall: (1) prevent the employer from choosing where to locate, develop, or expand its business or facilities; (2) require the employer to move, transfer, or relocate any facility, production line, or employment opportunity, or require the employer to cease or refrain from doing so; or (3) prevent the employer from closing a facility or eliminating any employment opportunity.

job protection act amends national_labor_relations_act provide employer expression written dissemination views argument opinion costs associated collective bargaining work strikes shall constitute unlawful motive unfair labor practice expression contains threat reprisal force promise benefit denies national_labor_relations_board nlrb employer adjudicated finally unlawfully undertaken certain actions power order employer relocate shut transfer existing planned facility work employment opportunity prevent employer making relocations transfers expansions new existing facilities future prevent employer closing developing facility eliminating employment opportunity declares employer adjudicated act shall prevent employer choosing locate develop expand business facilities require employer transfer relocate facility production line employment opportunity require employer cease refrain prevent employer closing facility eliminating employment opportunity


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: Amends the National Labor Relations Act to deny the National Labor Relations Board (NLRB) any authority to enjoin or otherwise restrain the enforcement of any state law on the grounds that it is preempted by or conflicts with the Act. Authorizes the Board to refer its determinations regarding such state laws to the Attorney General.

amends national_labor_relations_act deny national_labor_relations_board nlrb authority enjoin restrain enforcement state law grounds preempted conflicts act authorizes board refer determinations state laws attorney general


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

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


Summary: Truth in Employment Act of 2011 - 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: Protecting Jobs From Government Interference Act - Amends the National Labor Relations Act to deny the National Labor Relations Board (NLRB) any power to: (1) order an employer (or seek an order against an employer) to restore or reinstate any work, product, production line, or equipment; (2) rescind any relocation, transfer, subcontracting, outsourcing, or other change regarding the location, entity, or employer who shall be engaged in production or other business operations; or (3) require any employer to make an initial or additional investment at a particular plant, facility, or location. Applies the amendment made by this Act to any complaint for which a final adjudication by the NLRB has not been made by the date of enactment.

protecting jobs government interference act amends national_labor_relations_act deny national_labor_relations_board nlrb power order employer seek order employer restore reinstate work product production line equipment rescind relocation transfer subcontracting outsourcing change location entity employer shall engaged production business operations require employer initial additional investment particular plant facility location applies amendment act complaint final adjudication nlrb date enactment


Summary: 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. (Thus preempts contrary state or territorial law to allow the execution or application of agreements requiring union membership.)

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: 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 a neutral, private organization, chosen by agreement between an employer and a labor organization that is the exclusive representative of employees in an appropriate bargaining unit, to conduct a secret ballot election by the employees, every three years after the labor organization's initial certification, to determine whether a majority desire to continue to be represented by that labor organization. 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. Prohibits an election less than 40 calendar days following the filing of an election petition. Requires an employer to provide the NLRB a list 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 employees affected, determined by a secret ballot vote conducted by a neutral, private organization chosen by agreement between the employer and the labor organization. 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 neutral private organization chosen agreement employer labor organization exclusive representative employees appropriate bargaining unit conduct secret ballot election employees years labor organization initial certification determine majority desire continue represented labor organization 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 prohibits election calendar days following filing election petition requires employer provide nlrb list 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 employees affected determined secret ballot vote conducted neutral private organization chosen agreement employer labor organization 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: Employee Workplace Freedom Act - Repeals the National Labor Relation Board's (NLRB) final rule published in the Federal Register on August 30, 2011, requiring employers (including labor organizations in their capacity as employers) to post notices informing employees of their rights to collectively bargain under the National Labor Relations Act (NLRA). Prohibits the NLRB from promulgating or enforcing any rule that requires employers to post such notices on or after enactment of this Act.

employee workplace freedom act repeals national_labor_relation_board nlrb final rule published federal_register august requiring employers including labor organizations capacity employers post notices informing employees rights collectively bargain national labor relations act nlra prohibits nlrb promulgating enforcing rule requires employers post notices enactment act


Summary: Employer Free Choice Act - Repeals the final rule on "Notification of Employee Rights under the National Labor Relations Act" published by the National Labor Relation Board (NLRB) in the Federal Register on August 30, 2011. Prohibits the NLRB from promulgating or enforcing any rule that requires employers to post notices informing employees of their rights to bargain collectively under the National Labor Relations Act (NLRA) on or after enactment of this Act. Declares that nothing in this Act shall be construed to prohibit an employer from voluntarily posting such notices.

employer free choice act repeals final rule notification employee rights national labor relations act published national_labor_relation_board nlrb federal_register august prohibits nlrb promulgating enforcing rule requires employers post notices informing employees rights bargain collectively national_labor_relations_act nlra enactment act declares act shall construed prohibit employer voluntarily posting notices


Summary: National Labor Relations Reorganization Act of 2011 - Amends the National Labor Relations Act to abolish the National Labor Relations Board (NLRB). Transfers all functions of the NLRB for overseeing elections of collective bargaining representatives to the Secretary of Labor, to be carried out through the Office of Labor-Management Standards. Establishes within the Department of Justice (DOJ) a Bureau of Labor Relations Enforcement, to which are transferred all functions of the NLRB for the prevention of unfair labor practices.

amends national_labor_relations_act abolish national_labor_relations_board nlrb transfers functions nlrb overseeing elections collective bargaining representatives secretary labor carried establishes department_of_justice doj transferred functions nlrb prevention unfair labor practices


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 (NLRB) 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 nlrb 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: Workforce Democracy and Fairness 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 interest are sufficiently distinct from those of other employees to warrant the establishment of a separate unit. Requires the NLRB, upon due notice, to provide a hearing at least 14 days after the filing of an election petition for collective bargaining representation to investigate those petitions the NLRB has reasonable cause to believe have a question of representation affecting commerce. Requires such hearings be non-adversarial. Requires the NLRB to: (1) direct an election by secret ballot as soon as practicable, but in any event not before 35 calendar days following the filing of an election petition, in cases where a question of representation exists; and (2) acquire, at least 7 days after its final determination of the appropriate bargaining unit, a list of all eligible voters (including certain informational data) from the employer and make it available to all parties.

fairness 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 interest sufficiently distinct employees warrant establishment separate unit requires nlrb notice provide hearing days filing election petition collective bargaining representation investigate petitions nlrb reasonable cause believe question representation affecting commerce requires hearings non adversarial requires nlrb direct election secret ballot soon practicable event calendar days following filing election petition cases question representation exists acquire days final determination appropriate bargaining unit list eligible voters including certain informational data employer available parties


Summary: Amends the Railway Labor Act to require the National Mediation Board to apply the same procedures, including voting standards, to the direct decertification of a labor organization as are applied to elections to certify a representative.

amends railway labor act require apply procedures including voting standards direct decertification labor organization applied elections certify representative


Summary: Keep Employees' Emails and Phones Secure Act or KEEP Secure Act - Amends the National Labor Relations Act to prohibit the National Labor Relations Board (NLRB) from requiring an employer to provide the NLRB or a labor organization with employee telephone numbers or email addresses.

secure act amends national_labor_relations_act prohibit national_labor_relations_board nlrb requiring employer provide nlrb labor organization employee telephone numbers email addresses


Summary: Amends federal arbitration law to exclude from the definition of "commerce" all contracts of employment. (Current law excludes only the employment contracts of seamen, railroad employees, and other classes of workers engaged in foreign or interstate commerce.) Declares that no predispute arbitration agreement shall be valid or enforceable if it requires arbitration of an employment dispute. Defines "employment dispute" as a dispute between an employer and employee arising out of the employer-employee relationship. Exempts from this Act arbitration provisions in a contract between an employer and a labor organization. Denies to any such arbitration provision, however, the effect of waiving the right of an employee to seek judicial enforcement of a right arising under the U.S. Constitution, a state constitution, a federal or state statute, or related public policy.

amends federal arbitration law exclude definition commerce contracts employment current law excludes employment contracts seamen railroad employees classes workers engaged foreign interstate commerce declares predispute arbitration agreement shall valid enforceable requires arbitration employment dispute defines employment dispute dispute employer employee arising employer employee relationship exempts act arbitration provisions contract employer labor organization denies arbitration provision effect waiving right employee seek judicial enforcement right arising constitution state constitution federal state statute related public policy


Summary: HHS Employee Compensation Reform Act of 2012 - Amends the Public Health Service Act to state that provisions authorizing the appointment of special consultants or authorizing individual scientists to receive fellowships do not authorize the designation, appointment, or employment of any special consultant, fellow, or other employee by an agency outside of the Department of Health and Human Services (HHS). Prohibits more than 5% of the total number of HHS employees from serving as special consultants or fellowship recipients. Limits, with exceptions determined by the HHS Secretary, the compensation payable to such an individual for a 12-month period to 150% of the annual rate payable under level 1 of the Executive Schedule, prorated for shorter periods. Requires an annual report to Congress concerning the employment of such individuals.

hhs employee compensation reform act amends public_health_service_act state provisions authorizing appointment special consultants authorizing individual scientists receive fellowships authorize designation appointment employment special consultant fellow employee agency outside department_of_health_and_human_services hhs prohibits total number hhs employees serving special consultants fellowship recipients limits exceptions determined hhs secretary compensation payable individual month period annual rate payable level executive schedule prorated shorter periods requires annual report congress concerning employment individuals


Summary: Employee Paycheck Protection Act - Requires a labor organization, before imposing, collecting, or increasing member or other covered employee dues or fees, to provide all employees covered by a collective bargaining agreement with written notice explaining how it calculated the share of such dues or fees related to non-political costs of collective bargaining. Prohibits a labor organization from collecting dues or fees from non-union employees without their consent.

employee paycheck protection act requires labor organization imposing collecting increasing member covered employee dues fees provide employees covered collective bargaining agreement written notice explaining calculated share dues fees related non political costs collective bargaining prohibits labor organization collecting dues fees non union employees consent


Summary: Secret Ballot Protection Act of 2011 - 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 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.

amends national_labor_relations_act unfair labor practice employer recognize bargain collectively labor organization selected majority employees secret ballot election conducted national_labor_relations_board nlrb labor organization cause attempt cause employer recognize bargain collectively representative selected manner


Summary: Education for All Act of 2011 - Prohibits the Secretary of Education from using federal funds to promulgate, implement, administer, or enforce certain regulations regarding gainful employment. (These regulations affect the determination as to whether postsecondary career education programs provide training that leads to gainful employment in a recognized occupation, which is required if they are to participate in the federal aid programs under title IV of the Higher Education Act of 1965.)

education act prohibits secretary education federal funds promulgate implement administer enforce certain regulations gainful employment regulations affect determination postsecondary career education programs provide training leads gainful employment recognized occupation required participate federal aid programs title higher education 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: Job Protection Act - Amends the National Labor Relations Act to provide that an employer's expression or written dissemination of views, argument, or opinion regarding the costs associated with collective bargaining, work stoppages, or strikes shall not constitute antiunion animus or unlawful motive (an unfair labor practice), if such expression contains no threat of reprisal or force or promise of benefit. Denies the National Labor Relations Board (NLRB), unless an employer has been adjudicated finally to have unlawfully undertaken certain actions, any power to: (1) order the employer to relocate, shut down, or transfer any existing or planned facility or work or employment opportunity; (2) prevent the employer from making such relocations, transfers, or expansions to new or existing facilities in the future; or (3) prevent the employer from closing or not developing a facility, or from eliminating an employment opportunity. Declares that, unless an employer has been so adjudicated, nothing under the Act shall: (1) prevent the employer from choosing where to locate, develop, or expand its business or facilities; (2) require the employer to move, transfer, or relocate any facility, production line, or employment opportunity, or require the employer to cease or refrain from doing so; or (3) prevent the employer from closing a facility or eliminating any employment opportunity.

job protection act amends national_labor_relations_act provide employer expression written dissemination views argument opinion costs associated collective bargaining work strikes shall constitute unlawful motive unfair labor practice expression contains threat reprisal force promise benefit denies national_labor_relations_board nlrb employer adjudicated finally unlawfully undertaken certain actions power order employer relocate shut transfer existing planned facility work employment opportunity prevent employer making relocations transfers expansions new existing facilities future prevent employer closing developing facility eliminating employment opportunity declares employer adjudicated act shall prevent employer choosing locate develop expand business facilities require employer transfer relocate facility production line employment opportunity require employer cease refrain prevent employer closing facility eliminating employment opportunity


Summary: Electronic Life Safety and Security Systems Federal Background Check Act of 2011 - Directs the Attorney General to establish a method to permit employers in the electronic life safety and security systems installation and monitoring industry to request state and federal fingerprint-based background checks and to provide any resulting relevant criminal history record information about employees and prospective employees. Requires that such method allow employers to: (1) discover if employees or prospective employees have been convicted of a felony or of an offense involving dishonesty or false statement or the use of force against another person during the 10-year period before the background check is conducted; and (2) obtain a background check of state and federal criminal history record information by submitting fingerprints to the Attorney General through the criminal history record repository of the state in which the employer is located. Prohibits such method from duplicating access by an employer where state licensing and regulation of an employee already requires a federal background check. Directs the Attorney General, in establishing such method, to give due consideration to privacy protections and employee rights, including by providing employees an effective means to dispute or seek a correction of the outcome of the background check.

electronic life safety security systems federal background check act directs attorney general establish method permit employers electronic life safety security systems installation monitoring industry request state federal fingerprint based background checks provide resulting relevant criminal history record information employees prospective employees requires method allow employers discover employees prospective employees convicted felony offense involving false statement use force person year period background check conducted obtain background check state federal criminal history record information submitting fingerprints attorney general criminal history record repository state employer located prohibits method access employer state licensing regulation employee requires federal background check directs attorney general establishing method consideration privacy protections employee rights including providing employees effective means dispute seek correction outcome background check


Summary: Fair Representation in Elections Act of 2011 - Amends the National Labor Relations Act to require the National Labor Relations Board (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 provide for a hearing upon 14 days advance notice in cases where it is investigating an election petition that gives it 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. Prohibits an election less than 40 calendar days following the filing of an election petition. Requires an employer to provide the NLRB a list of employee names and home addresses of all eligible voters within 7 days following the NLRB's determination of the appropriate unit or following any agreement between the employer and the labor organization regarding eligible voters. Prohibits an election from taking place after the filing of a petition unless and until: (1) a hearing is conducted before a qualified hearing officer; 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 the bargaining representative of the employees in an appropriate unit unless the NLRB has ruled on: (1) each pre-election issue not resolved before the election; and (2) the resolution, following a hearing, of each issue pertaining to the conduct or results of the election.

elections act amends national_labor_relations_act require national_labor_relations_board nlrb decide election labor organization exclusive collective bargaining representative employees appropriate unit unit shall employer unit craft unit plant unit subdivision unit requires nlrb provide hearing days advance notice cases investigating election petition gives 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 prohibits election calendar days following filing election petition requires employer provide nlrb list employee names home addresses eligible voters days following nlrb determination appropriate unit following agreement employer labor organization eligible voters prohibits election taking place filing petition hearing conducted qualified hearing officer issues resolved regional director subject appeal review nlrb declares election results shall final labor organization certified bargaining representative employees appropriate unit nlrb ruled pre election issue resolved election resolution following hearing issue pertaining conduct results election


Summary: Protecting Jobs From Government Interference Act - Amends the National Labor Relations Act to deny the National Labor Relations Board (NLRB) any power to: (1) order an employer (or seek an order against an employer) to restore or reinstate any work, product, production line, or equipment; (2) rescind any relocation, transfer, subcontracting, outsourcing, or other change regarding the location, entity, or employer who shall be engaged in production or other business operations; or (3) require any employer to make an initial or additional investment at a particular plant, facility, or location. Applies the amendment made by this Act to any complaint for which a final adjudication by the NLRB has not been made by the date of enactment.

protecting jobs government interference act amends national_labor_relations_act deny national_labor_relations_board nlrb power order employer seek order employer restore reinstate work product production line equipment rescind relocation transfer subcontracting outsourcing change location entity employer shall engaged production business operations require employer initial additional investment particular plant facility location applies amendment act complaint final adjudication nlrb date enactment


Summary: Employer Free Speech Act - Declares that the proposed rule issued by the National Labor Relations Board (NLRB) entitled "Notification of Employee Rights under the National Labor Relations Act" and published in the Federal Register on August 30, 2011, shall have no force or effect. (The proposed rule, at 76 Fed. Reg. 54006, would require employers, including labor organizations in their capacity as employers, to post notices informing employees of their rights to bargain collectively under the National Labor Relations Act.)

employer free speech act declares proposed rule issued national_labor_relations_board nlrb entitled notification employee rights national labor relations act published federal_register august shall force effect proposed rule fed require employers including labor organizations capacity employers post notices informing employees rights bargain collectively national_labor_relations_act


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 interest 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 interest sufficiently distinct employees warrant establishment separate unit


Summary: Re-empowerment of Skilled and Professional Employees and Construction Tradesworkers Act or RESPECT Act - Amends the National Labor Relations Act to revise the definition of "supervisor" in the following ways: (1) require the individual to have authority over employees for a majority of the individual's worktime, and (2) remove authority to assign other employees and to responsibly direct employees as conditions for being considered a supervisor.

empowerment national_labor_relations_act revise definition supervisor following ways require individual authority employees majority individual remove authority assign employees responsibly direct employees conditions considered supervisor


Summary: Rewarding Achievement and Incentivizing Successful Employees Act or RAISE Act - Amends the National Labor Relations Act to declare that neither its prohibition against interference by an employer with employees' right to bargain collectively, nor the terms of a collective bargaining agreement entered into between employees and an employer after enactment of this Act, shall prohibit an employer from paying an employee higher wages, pay, or other compensation than the agreement provides for.

rewarding achievement incentivizing successful employees act national_labor_relations_act declare prohibition interference employer employees right bargain collectively terms collective bargaining agreement entered employees employer enactment act shall prohibit employer paying employee higher wages pay compensation agreement provides


Summary: Worker Ownership, Readiness, and Knowledge Act or WORK Act - Directs the Secretary of Labor, acting through the Assistant Secretary for Employment and Training, to establish within the Employment and Training Administration an Employee Ownership and Participation Initiative to promote employee ownership and employee participation in business decisionmaking. Requires the Secretary to establish a program, which may include grants for outreach, technical assistance, and training, to encourage new and existing state programs designed to foster employee ownership and employee participation in business decisionmaking throughout the United States. Requires the Secretary to report to Congress on progress related to employee ownership and participation in U.S. businesses.

readiness work act directs secretary labor acting assistant secretary employment training establish employment_and_training_administration employee ownership participation initiative promote employee ownership employee participation business decisionmaking requires secretary establish program include grants outreach technical assistance training encourage new existing state programs designed foster employee ownership employee participation business decisionmaking united_states requires secretary report congress progress related employee ownership participation businesses


Summary: Labor Relations First Contract Negotiations Act of 2013 - Amends the National Labor Relations Act to require mediation and, if necessary, binding arbitration of initial contract negotiation disputes.

labor relations contract negotiations act amends national labor relations act require mediation necessary binding arbitration initial contract negotiation disputes


Summary:
Employee Paycheck Protection Act - Requires a labor organization, before imposing, collecting, or increasing member or other covered employee dues or fees, to provide all employees covered by a collective bargaining agreement with written notice explaining how it calculated the share of such dues or fees related to non-political costs of collective bargaining.

Prohibits a labor organization from collecting dues or fees from non-union employees without their consent.


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 (NLRB) 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 nlrb 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:
Declares that any agency action taken by the National Labor Relations Board (NLRB) since January 4, 2012, shall be void unless each NLRB member has been appointed: (1) by and with the advice and consent of the Senate, or (2) by the President to fill a vacancy during a recess of the Senate.

Terminates such requirements upon final disposition of all actions alleging as a material fact the unconstitutionality of the appointment of individuals to the NLRB that are pending before a federal court as of enactment of this Act.

Prohibits the NLRB from taking any agency action until final disposition is made in all such actions.

declares agency action taken national_labor_relations_board nlrb january shall void nlrb member appointed advice consent senate president fill vacancy senate terminates requirements final disposition actions alleging material fact appointment individuals nlrb pending federal court enactment act prohibits nlrb taking agency action final disposition actions


Summary: Truth in Employment Act of 2013 - 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:
Union Coercion Prevention 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 bargain collectively.

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 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.

Prohibits an election less than 40 calendar days following the filing of an election petition. Requires an employer to provide the NLRB a list 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.

union coercion prevention act amends national_labor_relations_act nlra unlawful labor practice labor organization agents interfere rights employees organize select representation bargain collectively 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 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 prohibits election calendar days following filing election petition requires employer provide nlrb list 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


Summary:
Worker Anti-Retaliation Act - Prohibits an employer (or any of its agents) from discharging or in any other manner discriminating or taking or threatening adverse action against any employee that disseminates or assists in the dissemination of any message on the employer's property or elsewhere, including through images, picketing, work stoppages, or gathering in groups to protest conflicts with employers or to persuade them to change working conditions, if the employees do not have a representative for collective bargaining and their actions: (1) were peaceful and not taken during work time, except during a lawful work stoppage; and (2) did not destroy or damage the employer's property or block the employer's entrances or exits or otherwise impede the employer's operations or the work of other employees.

Applies this same employer prohibition regarding any employee who planned any of these actions or assisted, encouraged, or supported another employee in engaging in them.

Limits this prohibition to any employer whose annual gross revenue, when added to the annual gross revenue of its parent corporation and all of its affiliates, exceeds $5 million (exclusive of excise taxes at the retail level that are separately stated).

Prohibits such an employer from providing for an employee's defense, backpay, damages, or settlement if that employee is found to be in violation of the requirements of this Act.

worker anti retaliation act prohibits employer agents discharging manner discriminating taking threatening adverse action employee disseminates assists dissemination message employer property including images picketing work gathering groups protest conflicts employers persuade change working conditions employees representative collective bargaining actions peaceful taken work time lawful work destroy damage employer property block employer impede employer operations work employees applies employer prohibition employee planned actions assisted encouraged supported employee engaging limits prohibition employer annual gross revenue added annual gross revenue parent corporation affiliates exceeds million exclusive excise taxes retail level separately stated prohibits employer providing employee defense backpay damages settlement employee found violation requirements act