Sponsors (4)
The bill improves worker access to clear, standardized information about NLRA rights at the cost of modest new compliance duties and civil‑penalty exposure for employers, particularly small businesses.
All employees — especially non‑union workers and middle‑class families — will receive clearer, standardized notice of their NLRA rights, making it easier to know and exercise collective or individual labor protections.
Small‑business owners will have access to a standardized, free NLRB notice that reduces confusion about posting requirements and can lower compliance costs for employers who use the official form.
Small‑business owners will incur a new compliance requirement and risk civil fines (up to $500 per violation), increasing administrative burdens and potential financial liability.
Employers (and potentially taxpayers) face additional enforcement exposure from civil penalties that some may view as duplicative of existing unfair labor practice remedies, raising litigation and public‑cost risks.
Based on analysis of 2 sections of legislative text.
Requires employers covered by the NLRA to post and give new hires an NLRB notice of employee rights and authorizes NLRB civil penalties up to $500 per violation.
Official title: To amend the National Labor Relations Act to require employers to post notice regarding the rights and protections under that Act, and for other purposes.
Introduced April 21, 2026 by Riley M. Moore · Last progress April 21, 2026
Requires employers to post and maintain a conspicuous notice (physical and electronic) describing workers’ rights under the National Labor Relations Act, and to give new hires that information. Gives the NLRB authority to publish the notice text, issue compliance orders, make findings, and assess civil penalties (up to $500 per violation) against employers who fail to post or notify as required, while preserving existing criminal penalties for willful interference with Board members.