Sponsors (14)
Introduced June 26, 2025 by Rick W. Allen · Last progress June 26, 2025
The bill standardizes and clarifies many labor‑law processes (elections, eligibility, data controls, contractor/franchise rules, and criminal definitions) at the cost of narrowing organizing tools and representation options, increasing litigation/administrative burdens, and shifting protections away from some workers (notably gig workers, undocumented workers, and those relying on collective bargaining or DEI initiatives).
Employees and employers get a more standardized, Board‑run secret‑ballot election process with clearer voter eligibility and limits on how contact data is shared, reducing disputes about who can vote and how elections are conducted.
Workers gain control over personal contact information and over whether dues are used for non‑bargaining purposes (with annual opt‑ins), increasing privacy and limiting compelled funding of nonrepresentational activities.
Gig and contract workers and small businesses benefit from clearer, more uniform rules that make independent contractor status and franchisor safe‑harbors more likely, reducing some litigation uncertainty for businesses and preserving scheduling flexibility for some gig workers.
Union organizers and striking workers face greater risk that speech or conduct during campaigns or pickets will be treated as disqualifying misconduct, chilling organizing and increasing employer discipline against concerted activity.
Workers who do organizing may face longer delays and higher costs to begin collective bargaining because the bill limits alternatives (like card checks) and requires Board‑run elections that take time to schedule and resolve challenges.
Undocumented workers would be excluded from voting and some petition/employee definitions, reducing their workplace voice, potentially weakening collective bargaining in mixed‑status workplaces, and creating incentives to avoid reporting hazards.
Based on analysis of 10 sections of legislative text.
Imposes Board-run secret-ballot elections, narrows unfair-labor protections, excludes undocumented workers from certain labor votes, tightens contractor/joint-employer tests, limits union dues use and DEI clauses, and narrows federal picketing penalties.
Changes federal labor law to make it harder for unions to organize and to limit who counts as an employee or who may vote in labor elections. It requires secret-ballot, Board-run elections for union representation, narrows employer liability for disciplining harassing or discriminatory conduct during organizing or strikes, excludes people without lawful immigration status from voting or being counted as employees in certain proceedings, tightens rules for independent contractors and joint-employer tests (including protections for franchisors), limits use of union dues for political or nonrepresentational purposes, creates new privacy limits on worker contact lists, bans certain DEI provisions in contracts, and narrows federal reach for nonviolent picketing by shifting some prosecutions to state or local authorities.