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Amends 29 U.S.C. 183(a) by replacing older clause references with explicit references to section 8(d)(2)(A) and section 8(d)(2)(B) of the National Labor Relations Act and by referencing section 8(d)(1)(C) of that Act.
Repeals 29 U.S.C. 187 (formerly section 303 of the Labor Management Relations Act, 1947).
Amends 29 U.S.C. 433(c) by striking the period at the end of the subsection and inserting additional text (the inserted text is not shown in this section).
Speeds and tightens federal labor-law procedures to shorten union election timelines, limit employer interference in representation cases, and expand when the National Labor Relations Board (NLRB) can issue bargaining orders. It creates new civil penalties for certain unfair labor practices, authorizes a limited private right of action in some cases, changes how NLRB orders take effect and are enforced, and updates related cross-references in other labor statutes. The Act includes a severability rule and authorizes whatever sums are necessary to implement its provisions.
Amends NLRA section 9(c)(1) to revise how representation petitions are handled, including requiring the NLRB to treat the labor organization’s proposed bargaining unit as appropriate if employees in the unit share a community of interest and employees outside the unit do not share an overwhelming community of interest with employees inside; allowing the union (on request) to have elections conducted by certified mail, electronically, at the work location, or at a location not owned or controlled by the employer; and stating that no employer has standing to be a party or intervene in representation proceedings under this section.
Amends NLRA section 9(c)(3) by replacing the phrase about "an economic strike" with "a strike."
Redesignates NLRA section 9(c) paragraphs (4) and (5) as paragraphs (6) and (7), respectively.
Adds NLRA section 9(c)(4) requiring the NLRB to certify the labor organization as representative when a majority of valid votes favor representation, and to issue an order requiring the employer to bargain under section 8(d); specifies this bargaining order is deemed an order under section 10(c) without needing a separate unfair labor practice determination.
Adds NLRA section 9(c)(5)(A) requiring the NLRB to certify election results when a majority of valid votes do not favor representation, subject to later subparagraphs.
Workers and labor organizations: Workers seeking to unionize will face a faster process to obtain elections and, in successful cases, an increased chance the NLRB will order bargaining quickly; labor organizations gain stronger remedial tools and faster relief for unfair labor practices.
Employers and businesses: Employers face reduced time to communicate with employees before elections, stricter limits on conduct in representation cases, greater exposure to civil penalties, and new litigation risk from a limited private right of action. Human-resources and legal teams will need to adjust practices and compliance programs.
NLRB and courts: The NLRB will experience increased pressure to adjudicate representation cases and issue remedial orders more quickly, potentially raising resource needs. Federal courts may see more litigation to enforce Board orders and hear private suits created by the Act.
Collective bargaining and industrial relations: Faster remedies and expanded bargaining orders could shift bargaining leverage toward unions in some cases, shorten periods of employer resistance, and change negotiation dynamics for employers, unions, and employees.
Small businesses and resource-limited employers: Shorter timelines and potential penalties may create special compliance burdens for small employers with limited legal resources, increasing costs for advice and representation.
State and local governments: The Act primarily changes federal labor law for private-sector relations; it does not directly impose new obligations on states or localities as governments, though public policies and local economic outcomes could be indirectly affected by changes in organizing and bargaining activity.
Uncertainties and implementation: Some cross-referenced amendments (notably to the LMRDA) were not fully detailed in the excerpt; implementing regulations, Board guidance, and judicial rulings will be important in shaping the practical reach of many provisions.
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Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
Introduced March 5, 2025 by Bernard Sanders · Last progress March 5, 2025
Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
Introduced in Senate