Sponsors (217)
Official title: To amend the National Labor Relations Act, the Labor Management Relations Act, 1947, and the Labor-Management Reporting and Disclosure Act of 1959, and for other purposes.
Introduced March 5, 2025 by Robert C. Scott · Last progress March 5, 2025
The bill strengthens worker protections, union access, and enforcement speed—particularly for employees and organizers—while shifting significant new compliance costs, enforcement risk, and privacy and litigation uncertainties onto employers and the government.
Workers (including many gig and contractor workers) would more often be treated as employees and subject to broader joint‑employer rules, making it easier to access collective bargaining and hold multiple entities accountable.
Employees who strike would face stronger protections (limits on permanent replacement, discrimination for returning, and lockouts), reducing the risk of permanent job loss for strikers.
Employees harmed by unfair labor practices gain expanded remedies and enforcement options (full back pay, front pay, liquidated damages, recoverable fees, and a private right of action), improving monetary recovery and incentives to enforce rights.
Employers—including small businesses—would face higher compliance costs, greater exposure to large civil penalties (up to $50K–$100K per violation and doubled damages), and increased financial liability.
Broader employee status, joint‑employer rules, and expanded reporting likely increase litigation and regulatory uncertainty about workforce classification and liability, raising legal and administrative burdens for employers.
Expanded Board enforcement powers (self‑enforcing orders, civil penalties, private suits, and expedited procedures) increase the risk employers will face swift penalties and court enforcement before complete judicial review.
Based on analysis of 6 sections of legislative text.
Expands employee and joint‑employer coverage, tightens reporting and disclosure rules, creates whistleblower protections, requires remote NLRB union elections, and orders a GAO study of sectoral bargaining.
Rewrites key labor-law definitions and procedures to broaden employee coverage and joint-employer liability, adds whistleblower protections, tightens reporting and disclosure rules for employer arrangements with third parties, and requires the NLRB to create a remote electronic system for union representation elections. It also requires more detailed per-case NLRB reporting and a GAO study of sectoral collective bargaining. The bill changes who counts as an employee, who counts as a joint employer, and who qualifies as a supervisor; expands what employer‑vendor arrangements must be reported; creates statutory whistleblower protections for people who report or participate in proceedings under these laws; and directs the NLRB to implement internet/telephone voting for representation elections and to include new case-level metrics in its annual reports. Some reporting changes take effect January 1, 2027; the NLRB must implement remote voting within one year of enactment and the GAO study is due within three years.