HR 20
Richard L. Trumka Protecting the Right to Organize Act of 2025
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Bill overview
The Richard L. Trumka Protecting the Right to Organize Act of 2025 aims to strengthen workers' rights to unionize and bargain collectively. It expands the definition of ‘joint employer,’ clarifies employee status, and introduces measures to streamline the election process, such as electronic voting and mail-in ballots. The bill also seeks to enhance penalties for employers who interfere with union organizing efforts and provides greater protections for workers who report labor law violations.
Key provisions
- Expands the definition of ‘joint employer’ to include situations where two or more entities codetermine employee terms and conditions.
- Clarifies employee status, making it more difficult for employers to classify workers as independent contractors.
- Allows for electronic voting and mail-in ballots in union elections.
- Increases penalties for employers who discriminate against workers for union activities.
- Requires employers to post notices outlining workers’ rights under the law.
- Permits fair share agreements, allowing unions to collect agency fees from non-members.
- Addresses the issue of pre-bargaining agreements, establishing a 90-day timeframe for initial bargaining.
- Provides whistleblower protections for employees who report labor law violations.
Who is affected
- Labor unions
- Employers
- Employees
- Management
- Workers
Notable changes
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119th CONGRESS — 1st Session
H. R. 20
IN THE HOUSE OF REPRESENTATIVES
A BILL
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.
.Richard L. Trumka Protecting the Right to Organize Act of 2025
The table of contents for this Act is as follows:
Two or more persons shall be employers with respect to an employee if each such person codetermines or shares control over the employee’s essential terms and conditions of employment. In determining whether such control exists, the Board or a court of competent jurisdiction shall consider as relevant direct control and indirect control over such terms and conditions, reserved authority to control such terms and conditions, and control over such terms and conditions exercised by a person in fact: Provided, That nothing herein precludes a finding that indirect or reserved control standing alone can be sufficient given specific facts and circumstances..
An individual performing any service shall be considered an employee (except as provided in the previous sentence) and not an independent contractor, unless—
the individual is free from control and direction in connection with the performance of the service, both under the contract for the performance of service and in fact;
the service is performed outside the usual course of the business of the employer; and
the individual is customarily engaged in an independently established trade, occupation, profession, or business of the same nature as that involved in the service performed.
Section 2(11) of the National Labor Relations Act (29 U.S.C. 152(11)) is amended—
by inserting and for a majority of the individual’s worktime
after interest of the employer
;
by striking assign,
; and
by striking or responsibly to direct them,
.
Section 3(c) of the National Labor Relations Act (29 U.S.C. 153(c)) is amended—
by striking The Board
and inserting (1) The Board
; and
by adding at the end the following:
list each case in which the Designated Agency Ethics Official provided advice regarding whether a Member should be recused from participating in a case or rulemaking; and
list each case in which the Designated Agency Ethics Official determined that a Member should be recused from participating in a case or rulemaking.
Section 4(a) of the National Labor Relations Act (29 U.S.C. 154(a)) is amended by striking , or for economic analysis
.
Section 8 of the National Labor Relations Act (29 U.S.C. 158) is amended—
in subsection (a)—
in paragraph (5), by striking the period and inserting ;
; and
by adding at the end the following:
to promise, threaten, or take any action—
to permanently replace an employee who participates in a strike as defined by section 501(2) of the Labor Management Relations Act, 1947 (29 U.S.C. 142(2));
to discriminate against an employee who is working or has unconditionally offered to return to work for the employer because the employee supported or participated in such a strike; or
in subsection (b)—
by striking paragraphs (4) and (7);
by redesignating paragraphs (5) and (6) as paragraphs (4) and (5), respectively;
in paragraph (4), as so redesignated, by striking affected;
and inserting affected; and
; and
in paragraph (5), as so redesignated, by striking ; and
and inserting a period;
in subsection (c), by striking the period at the end and inserting the following: : Provided, That it shall be an unfair labor practice under subsection (a)(1) for any employer to require or coerce an employee to attend or participate in such employer’s campaign activities unrelated to the employee’s job duties, including activities that are subject to the requirements under section 203(b) of the Labor-Management Reporting and Disclosure Act of 1959 (29 U.S.C. 433(b)).
;
in subsection (d)—
by redesignating paragraphs (1) through (4) as subparagraphs (A) through (D), respectively;
by striking For the purposes of this section
and inserting (1) For purposes of this section
;
by inserting and to maintain current wages, hours, and terms and conditions of employment pending an agreement
after arising thereunder
;
by inserting Provided, That an employer’s duty to collectively bargain shall continue absent decertification of the labor organization following an election conducted pursuant to section 9:
after making of a concession:
;
furtherbefore
, That where there is in effect;
by striking The duties imposed
and inserting (2) The duties imposed
;
by striking by paragraphs (2), (3), and (4)
and inserting by subparagraphs (B), (C), and (D) of paragraph (1)
;
by striking section 8(d)(1)
and inserting paragraph (1)(A)
;
by striking section 8(d)(3)
and inserting paragraph (1)(C)
in each place it appears;
by striking section 8(d)(4)
and inserting paragraph (1)(D)
; and
by adding at the end the following:
Whenever collective bargaining is for the purpose of establishing an initial collective bargaining agreement following certification or recognition of a labor organization, the following shall apply:
Not later than 10 days after receiving a written request for collective bargaining from an individual or labor organization that has been newly recognized or certified as a representative as defined in section 9(a), or within such further period as the parties agree upon, the parties shall meet and commence to bargain collectively and shall make every reasonable effort to conclude and sign a collective bargaining agreement.
If after the expiration of the 90-day period beginning on the date on which bargaining is commenced, or such additional period as the parties may agree upon, the parties have failed to reach an agreement, either party may notify the Federal Mediation and Conciliation Service of the existence of a dispute and request mediation. Whenever such a request is received, it shall be the duty of the Service promptly to put itself in communication with the parties and to use its best efforts, by mediation and conciliation, to bring them to agreement.
the employer’s financial status and prospects;
the size and type of the employer’s operations and business;
the employees’ cost of living;
the employees’ ability to sustain themselves, their families, and their dependents on the wages and benefits they earn from the employer; and
the wages and benefits other employers in the same business provide their employees.
by amending subsection (e) to read as follows:
Notwithstanding chapter 1 of title 9, United States Code (commonly known as the Federal Arbitration Act
), or any other provision of law, it shall be an unfair labor practice under subsection (a)(1) for any employer—
to retaliate or threaten to retaliate against an employee for refusing to undertake or promise not to pursue, bring, join, litigate, or support any kind of joint, class, or collective claim arising from or relating to the employment of such employee: Provided, That any agreement that violates this subsection or results from a violation of this subsection shall be to such extent unenforceable and void: Provided further, That this subsection shall not apply to any agreement embodied in or expressly permitted by a contract between an employer and a labor organization.
clause (B) of the last sentence of section 8(d) of this Actand inserting
subsection (d)(2)(B); and
by adding at the end the following:
The Board shall promulgate regulations requiring each employer to post and maintain, in conspicuous places where notices to employees and applicants for employment are customarily posted both physically and electronically, a notice setting forth the rights and protections afforded employees under this Act. The Board shall make available to the public the form and text of such notice. The Board shall promulgate regulations requiring employers to notify each new employee of the information contained in the notice described in the preceding two sentences and to ensure that such notice is provided to employees in a language spoken by such employees.
Richard L. Trumka Protecting the Right to Organize Act of 2025
, the Board shall promulgate regulations implementing the requirements of this paragraph.The rights of an employee under section 7 include the right to use electronic communication devices and systems (including computers, laptops, tablets, internet access, email, cellular telephones, or other company equipment) of the employer of such employee to engage in activities protected under section 7 if such employer has given such employee access to such devices and systems in the course of the work of such employee, absent a compelling business rationale for denying or limiting such use.
Section 9 of the National Labor Relations Act (29 U.S.C. 159) is amended—
in subsection (c)—
in paragraph (3), by striking an economic strike who are not entitled to reinstatement
and inserting a strike
;
by redesignating paragraphs (4) and (5) as paragraphs (6) and (7), respectively;
by inserting after paragraph (3) the following:
If the Board finds that, in an election under paragraph (1), a majority of the valid votes cast in a unit appropriate for purposes of collective bargaining have not been cast in favor of representation by the labor organization, the Board shall certify the results of the election, subject to subparagraphs (B) and (C).
In any case where the Board determines that an election under this paragraph should be set aside, the Board shall direct a new election with appropriate additional safeguards necessary to ensure a fair election process, except in cases where the Board issues a bargaining order under subparagraph (B).
by inserting after paragraph (7), as so redesignated, the following:
Except under extraordinary circumstances—
a pre-election hearing under this subsection shall begin not later than 8 days after a notice of such hearing is served on the labor organization and shall continue from day to day until completed;
post the Notice of Petition for Election in conspicuous places, including all places where notices to employees are customarily posted;
maintain such posting until the petition is dismissed or withdrawn or the Notice of Petition for Election is replaced by the Notice of Election;
a post-election hearing under this subsection shall begin not later than 14 days after the filing of objections, if any.
in subsection (d), by striking (e) or
and inserting (d) or
; and
the employer has recognized a labor organization without an election and in accordance with this Act;
on or after the date that is 3 years after the date on which the collective bargaining agreement took effect; or
Section 10(c) of the National Labor Relations Act (29 U.S.C. 160(c)) is amended by striking suffered by him
and inserting suffered by such employee: Provided further, That if the Board finds that an employer has discriminated against an employee in violation of paragraph (3) or (4) of section 8(a) or has committed a violation of section 8(a) that results in the discharge of an employee or other serious economic harm to an employee, the Board shall award the employee back pay without any reduction (including any reduction based on the employee’s interim earnings or failure to earn interim earnings), front pay (when appropriate), full compensation for all direct or foreseeable pecuniary harms suffered as a result of the respondent’s unfair labor practice, and an additional amount as liquidated damages equal to two times the amount of damages awarded: Provided further, no relief under this subsection shall be denied on the basis that the employee is, or was during the time of relevant employment or during the back pay period, an unauthorized alien as defined in section 274A(h)(3) of the Immigration and Nationality Act (8 U.S.C. 1324a(h)(3)) or any other provision of Federal law relating to the unlawful employment of aliens
.
Section 10 of the National Labor Relations Act (29 U.S.C. 160) is further amended—
by striking subsection (e);
by redesignating subsection (d) as subsection (e);
by inserting after subsection (c) the following:
Each order of the Board shall be self-enforcing upon issuance of such order, unless otherwise directed by the Board, and shall remain self-enforcing unless modified by the Board or unless a court of competent jurisdiction issues a superseding order.
Any person who fails or neglects to obey an order of the Board shall forfeit and pay to the Board a civil penalty of not more than $10,000 for each violation, which shall accrue to the United States and may be recovered in a civil action brought by the Board to the district court of the United States in which the unfair labor practice or other subject of the order occurred, or in which such person or entity resides or transacts business. No action by the Board under this paragraph may be made until 30 days following the issuance of an order. Each separate violation of such an order shall be a separate offense, except that, in the case of a violation in which a person fails to obey or neglects to obey a final order of the Board, each day such failure or neglect continues shall be deemed a separate offense.
If, after having provided a person or entity with notice and an opportunity to be heard regarding a civil action under paragraph (2) for the enforcement of an order, the court determines that the order was regularly made and duly served, and that the person or entity is in disobedience of the same, the court shall enforce obedience to such order by an injunction or other proper process, mandatory or otherwise, to—
restrain such person or entity or the officers, agents, or representatives of such person or entity, from further disobedience to such order; or
enjoin such person or entity, officers, agents, or representatives to obedience to the same.
in subsection (f)—
by striking proceed in the same manner as in the case of an application by the Board under subsection (e) of this section,
and inserting proceed as provided under paragraph (2) of this subsection
;
by striking Any
and inserting the following:
Within 30 days of the issuance of an order, any
by adding at the end the following:
No objection that has not been urged before the Board, its member, agent, or agency shall be considered by a court, unless the failure or neglect to urge such objection shall be excused because of extraordinary circumstances. The findings of the Board with respect to questions of fact if supported by substantial evidence on the record considered as a whole shall be conclusive. If either party shall apply to the court for leave to adduce additional evidence and shall show to the satisfaction of the court that such additional evidence is material and that there were reasonable grounds for the failure to adduce such evidence in the hearing before the Board, its member, agent, or agency, the court may order such additional evidence to be taken before the Board, its member, agent, or agency, and to be made a part of the record. The Board may modify its findings as to the facts, or make new findings, by reason of additional evidence so taken and filed, and it shall file such modified or new findings, which findings with respect to questions of fact if supported by substantial evidence on the record considered as a whole shall be conclusive, and shall file its recommendations, if any, for the modification or setting aside of its original order. Upon the filing of the record with it the jurisdiction of the court shall be exclusive and its judgment and decree shall be final, except that the same shall be subject to review by the appropriate United States court of appeals if application was made to the district court, and by the Supreme Court of the United States upon writ of certiorari or certification as provided in section 1254 of title 28, United States Code.
in subsection (g), by striking subsection (e) or (f) of this section
and inserting subsection (d) or (f)
.
Section 18 of the National Labor Relations Act (29 U.S.C. 168) is amended by striking section 10(e) or (f)
and inserting subsection (d) or (f) of section 10
.
Section 10 of the National Labor Relations Act (29 U.S.C. 160) is amended—
by striking The Board
and inserting (1) The Board
; and
by adding at the end the following:
Notwithstanding subsection (m), whenever it is charged that an employer has engaged in an unfair labor practice within the meaning of paragraph (1), (3), or (4) of section 8(a) that significantly interferes with, restrains, or coerces employees in the exercise of the rights guaranteed under section 7, or involves discharge or other serious economic harm to an employee, the preliminary investigation of such charge shall be made forthwith and given priority over all other cases except cases of like character in the office where it is filed or to which it is referred. If, after such investigation, the officer or regional attorney to whom the matter may be referred has reasonable cause to believe such charge is true and that a complaint should issue, such officer or attorney shall bring a petition for appropriate temporary relief or restraining order as set forth in paragraph (1). The district court shall grant the relief requested unless the court concludes that there is no reasonable likelihood that the Board will succeed on the merits of the Board’s claim.
Section 12 of the National Labor Relations Act (29 U.S.C. 162) is amended—
by striking Sec. 12. Any person
and inserting the following:
Any person
by adding at the end the following:
If the Board, or any agent or agency designated by the Board for such purposes, determines that an employer has violated section 8(h) or regulations issued thereunder, the Board shall—
state the findings of fact supporting such determination;
issue and cause to be served on such employer an order requiring that such employer comply with section 8(h) or regulations issued thereunder; and
impose a civil penalty in an amount determined appropriate by the Board, except that in no case shall the amount of such penalty exceed $500 for each such violation.
In determining the amount of any civil penalty under this subsection, the Board shall consider—
the gravity of the unfair labor practice;
the impact of the unfair labor practice on the charging party, on other persons seeking to exercise rights guaranteed by this Act, and on the public interest; and
the gross income of the employer.
If the Board determines, based on the particular facts and circumstances presented, that a director or officer’s personal liability is warranted, a civil penalty for a violation described in this subsection may also be assessed against any director or officer of the employer who directed or committed the violation, had established a policy that led to such a violation, or had actual or constructive knowledge of and the authority to prevent the violation and failed to prevent the violation.
Relief granted in an action under paragraph (1) may include—
back pay without any reduction, including any reduction based on the employee’s interim earnings or failure to earn interim earnings;
front pay (when appropriate);
an additional amount as liquidated damages equal to two times the cumulative amount of damages awarded under subparagraphs (A) through (C);
in appropriate cases, punitive damages in accordance with paragraph (4); and
any other relief authorized by section 706(g) of the Civil Rights Act of 1964 (42 U.S.C. 2000e–5(g)) or by section 1977A(b) of the Revised Statutes (42 U.S.C. 1981a(b)).
In any civil action under this subsection, the court may allow the prevailing party a reasonable attorney’s fee (including expert fees) and other reasonable costs associated with maintaining the action.
In awarding punitive damages under paragraph (2)(E), the court shall consider—
the gravity of the unfair labor practice;
the impact of the unfair labor practice on the charging party, on other persons seeking to exercise rights guaranteed by this Act, and on the public interest; and
the gross income of the employer.
by striking six months
and inserting 180 days
; and
by striking the six-month period
and inserting the 180-day period
.
Section 13 of the National Labor Relations Act (29 U.S.C. 163) is amended by striking the period at the end and inserting the following: : Provided, That the duration, scope, frequency, or intermittence of any strike or strikes shall not render such strike or strikes unprotected or prohibited.
.
Section 14(b) of the National Labor Relations Act (29 U.S.C. 164(b)) is amended by striking the period at the end and inserting the following: : Provided, That collective bargaining agreements providing that all employees in a bargaining unit shall contribute fees to a labor organization for the cost of representation, collective bargaining, contract enforcement, and related expenditures as a condition of employment shall be valid and enforceable notwithstanding any State or Territorial law.
.
The Labor Management Relations Act, 1947, is amended—
in section 213(a) (29 U.S.C. 183(a)), by striking clause (A) of the last sentence of section 8(d) (which is required by clause (3) of such section 8(d)), or within 10 days after the notice under clause (B)
and inserting section 8(d)(2)(A) of the National Labor Relations Act (which is required by section 8(d)(1)(C) of such Act), or within 10 days after the notice under section 8(d)(2)(B) of such Act
; and
by repealing section 303 (29 U.S.C. 187).
: Provided, That this subsection shall not exempt from the requirements of this section any arrangement or part of an arrangement in which a party agrees, for an object described in subsection (b)(1), to plan or conduct employee meetings; train supervisors or employer representatives to conduct meetings; coordinate or direct activities of supervisors or employer representatives; establish or facilitate employee committees; identify employees for disciplinary action, reward, or other targeting; or draft or revise employer personnel policies, speeches, presentations, or other written, recorded, or electronic communications to be delivered or disseminated to employees..
The Labor-Management Reporting and Disclosure Act of 1959 (29 U.S.C. 401 et seq.) is further amended—
by redesignating section 611 (29 U.S.C. 531) as section 612; and
by inserting after section 610 (29 U.S.C. 530), the following new section:
No employer or labor organization shall terminate or in any other way discriminate against, or cause to be terminated or discriminated against, any applicant, covered employee, or former covered employee, of the employer or the labor organization by reason of the fact that such applicant, covered employee, or former covered employee does, or the employer or labor organization perceives the employee to do, any of the following:
Provide, cause to be provided, or is about to provide or cause to be provided, information to the labor organization, the employer, the Department of Labor, or any other State, local, or Federal Government authority or law enforcement agency relating to any violation of, or any act or omission that such employee reasonably believes to be a violation of, any provision of this Act.
File, institute, or cause to be filed or instituted, any proceeding under this Act.
180 days after the date on which such alleged violation occurs; or
Upon receipt of such a complaint, the Secretary of Labor shall notify, in writing, the person named in the complaint who is alleged to have committed the violation, of—
the filing of the complaint;
the allegations contained in the complaint;
the substance of evidence supporting the complaint; and
opportunities that will be afforded to such person under paragraph (2).
Not later than 60 days after the date of receipt of a complaint filed under paragraph (1), and after affording the complainant and the person named in the complaint who is alleged to have committed the violation that is the basis for the complaint an opportunity to submit to the Secretary of Labor a written response to the complaint and an opportunity to meet with a representative of the Secretary of Labor to present statements from witnesses, the Secretary of Labor shall—
initiate an investigation and determine whether there is reasonable cause to believe that the complaint has merit; and
notify the complainant and the person alleged to have committed the violation of subsection (a), in writing, of such determination.
The Secretary of Labor shall dismiss a complaint filed under this subsection, and shall not conduct an investigation otherwise required under subparagraph (A), unless the complainant makes a prima facie showing that any behavior described in paragraphs (1) through (5) of subsection (a) was a contributing factor in the unfavorable personnel action alleged in the complaint.
In making a determination or adjudicating a complaint pursuant to this subsection, the Secretary, an administrative law judge, or a court may determine that a violation of subsection (a) has occurred only if the complainant demonstrates that any conduct described in subsection (a) with respect to the complainant was a contributing factor in the adverse action alleged in the complaint.
Notwithstanding subparagraph (A), a decision or order that is favorable to the complainant shall not be issued in any administrative or judicial action pursuant to this subsection if the respondent demonstrates by clear and convincing evidence that the respondent would have taken the same adverse action in the absence of such conduct.
If the Secretary of Labor concludes that there is reasonable cause to believe that a violation of subsection (a) has occurred, the Secretary of Labor shall, together with the notice under paragraph (2)(A)(ii), issue a preliminary order providing the relief prescribed by paragraph (4)(B).
Not later than 30 days after the date of receipt of notification of a determination of the Secretary of Labor under this paragraph, either the person alleged to have committed the violation or the complainant may file objections to the findings or preliminary order, or both, and request a hearing on the record. The filing of such objections shall not operate to stay any reinstatement remedy contained in the preliminary order. Any such hearing shall be conducted expeditiously, and if a hearing is not requested in such 30-day period, the preliminary order shall be deemed a final order that is not subject to judicial review.
In conducting any such hearing, the administrative law judge may issue subpoenas. The respondent or complainant may request the issuance of subpoenas that require the deposition of, or the attendance and testimony of, witnesses and the production of any evidence (including any books, papers, documents, or recordings) relating to the matter under consideration.
Not later than 120 days after the date of conclusion of any hearing under paragraph (2), the Secretary of Labor shall issue a final order providing the relief prescribed by this paragraph or denying the complaint. At any time before issuance of a final order, a proceeding under this subsection may be terminated on the basis of a settlement agreement entered into by the Secretary of Labor, the complainant, and the person alleged to have committed the violation.
If, in response to a complaint filed under paragraph (1), the Secretary of Labor determines that a violation of subsection (a) has occurred, the Secretary of Labor shall order the person who committed such violation—
to take affirmative action to abate the violation;
to reinstate the complainant to his or her former position, together with compensation (including back pay with interest) and restore the terms, conditions, and privileges associated with his or her employment;
to provide compensatory damages to the complainant; and
If an order is issued under clause (i), the Secretary of Labor, at the request of the complainant, shall assess against the person against whom the order is issued, a sum equal to the aggregate amount of all costs and expenses (including attorney fees and expert witness fees) reasonably incurred, as determined by the Secretary of Labor, by the complainant for, or in connection with, the bringing of the complaint upon which the order was issued.
If the Secretary of Labor finds that a complaint under paragraph (1) is frivolous or has been brought in bad faith, the Secretary of Labor may award to the prevailing employer or labor organization a reasonable attorney fee, not exceeding $1,000, to be paid by the complainant.
If the Secretary of Labor has not issued a final order within 270 days after the date of filing of a complaint under this subsection, or within 90 days after the date of receipt of a written determination, the complainant may bring an action at law or equity for de novo review in the appropriate district court of the United States having jurisdiction, which shall have jurisdiction over such an action without regard to the amount in controversy, and which action shall, at the request of either party to such action, be tried by the court with a jury.
A proceeding under clause (i) shall be governed by the same legal burdens of proof specified in paragraph (3). The court shall have jurisdiction to grant all relief necessary to make the employee whole, including injunctive relief and compensatory damages, including—
reinstatement with the same seniority status that the employee would have had, but for the discharge or discrimination;
the amount of back pay, with interest;
Unless the complainant brings an action under subparagraph (D), any person adversely affected or aggrieved by a final order issued under subparagraph (A) may file a petition for review of the order in the United States Court of Appeals for the circuit in which the violation with respect to which the order was issued, allegedly occurred or the circuit in which the complainant resided on the date of such violation, not later than 60 days after the date of the issuance of the final order of the Secretary of Labor under subparagraph (A). Review shall conform to chapter 7 of title 5, United States Code. The commencement of proceedings under this subparagraph shall not, unless ordered by the court, operate as a stay of the order. An order of the Secretary of Labor with respect to which review could have been obtained under this subparagraph shall not be subject to judicial review in any criminal or other civil proceeding.
If any person has failed to comply with a final order issued under paragraph (4), the Secretary of Labor may file a civil action in the United States district court for the district in which the violation was found to have occurred, or in the United States district court for the District of Columbia, to enforce such order. In actions brought under this paragraph, the district courts shall have jurisdiction to grant all appropriate relief including injunctive relief, compensatory and punitive damages.
A person on whose behalf an order was issued under paragraph (4) may commence a civil action against the person to whom such order was issued to require compliance with such order. The appropriate United States district court shall have jurisdiction, without regard to the amount in controversy or the citizenship of the parties, to enforce such order.
The court, in issuing any final order under this paragraph, may award costs of litigation (including reasonable attorney and expert witness fees) to any party, whenever the court determines such award is appropriate.
Any nondiscretionary duty imposed by this section shall be enforceable in a mandamus proceeding brought under section 1361 of title 28, United States Code.
Nothing in this section shall be construed to diminish the rights, privileges, or remedies of any employee who exercises rights under any Federal or State law or common law, or under any collective bargaining agreement.
and shall make such information available to the public in a readily accessible and searchable electronic format, and through a secure software application for use on an electronic device..
Notwithstanding any other provision of law, subject to the provisions of this section, not later than 1 year after the date of the enactment of this Act, the National Labor Relations Board shall implement a system and procedures to conduct representation elections remotely using an electronic voting system.
The procedures under paragraph (1) shall ensure that each employee voting in a representation election may choose to cast a vote using either an internet voting system or a telephone voting system.
For each representation petition under section 9 of the National Labor Relations Act filed—
the case name and case number;
the number of days between the petition and the election;
the number of days between the stipulation or direction of election and the election;
the method of the election;
the results of the election; and
the number of eligible voters, the number of voters participating in the election, and the method by which each of the voters submitted their vote.
The total cost of conducting all elections the Board conducted through the system and procedures required by subsection (a).
In this section:
The term electronic voting system—
includes an internet voting system and a telephone voting system; and
does not include machines used for casting votes at a polling site or an electronic tabulation system where votes are cast non-electronically but counted electronically (such as a punch card or optical scanning system).
The term internet voting system means an internet-based voting system that allows a participant to cast a ballot remotely using a personal computer or other mobile electronic device that is connected to the internet.
The term telephone voting system means a voting system in which participants may cast a vote remotely using a telephone.
Not later than 3 years after the date of enactment of this Act, the Comptroller General shall conduct a review of collective bargaining at the sectoral level in a geographically diverse set of countries where sectoral bargaining is facilitated and prepare and submit to Congress a report with respect to such countries that—
identifies, analyzes, and compares—
the administrative systems facilitating such bargaining; and
the procedures involved in sectoral bargaining;
to the extent practicable, consider reported effects of the policies and procedures described in paragraph (1) on—
the wages and compensation of employees;
the number of full-time and part-time employees;
prices, sales, and revenues;
employee turnover and retention;
hiring and training costs;
productivity and absenteeism; and
the development of emerging industries, including those that engage their workforces through technology; and
describes the methodology used to generate the information in the report.
If any provision of this Act or the application thereof to any person or circumstance is held invalid, the remainder of this Act, or the application of that provision to persons or circumstances other than those as to which it is held invalid, is not affected thereby.
There are authorized to be appropriated such sums as may be necessary to carry out the provisions of this Act and the amendments made by this Act.
The amendments made under this Act shall not be construed to amend section 274A of the Immigration and Nationality Act (8 U.S.C. 1324a).
The amendments made by this Act shall not be construed to affect the jurisdictional standards of the National Labor Relations Board, including any standards that measure the size of a business with respect to revenues, that are used to determine whether an industry is affecting commerce for purposes of determining coverage under the National Labor Relations Act (29 U.S.C. 151 et seq.).
Nothing in this Act or the amendments made by this Act shall be construed to affect the privacy of employees with respect to voter lists provided to labor organizations by employers pursuant to elections directed by the Board.
The amendments made under this Act shall not be construed to affect the definitions of employer
or employee
under the laws of any State that govern the wages, work hours, workers’ compensation, or unemployment insurance of employees.
The Comptroller General of the United States shall one year after the date of enactment of this Act commence a study on the impact of section 101(a) and section 101(b) of this Act regarding—
the effect on coverage of employees under of the National Labor Relations Act, and the impact from such change in coverage, on their capacity in various sectors to form unions and collectively bargain as a means to improve wages, benefits, workplace safety, and other working conditions; and
the effect on employers and other enterprises regarding the right of employees to organize and collectively bargain over wages, benefits, workplace safety, and other working conditions in such sectors.
Such study shall identify, compare, and analyze impacts from changes implicated by section 101(a) and section 101(b) on—
flexibility for employees with respect to hours, shifts, assignments and working arrangements;
rates of compensation, health care, and employee benefits;
resolution of grievances and disputes, including employers’ ability to terminate and employees’ right to due process;
use of technology or algorithms, including the adoption of new technology and algorithms; and
workplace safety and health.
In preparing the report, the Comptroller General of the United States shall gather information from impacted stakeholders, including various business enterprises and labor organizations. In developing a list of stakeholders, the Comptroller General of the United States shall consult with the House Committee on Education and Workforce and the Senate Committee on Health, Education, Labor, and Pensions.
Six months after the commencement of the study, the Comptroller General of the United States shall transmit the findings and report to the Committee on Education and Workforce of the House of Representatives and the Committee on Health, Education, Labor, and Pensions of the Senate, and consistent with the policies of the Comptroller General of the United States, make the findings and report available to the public.
The President, in consultation with the Department of Labor and other agencies as the President deems appropriate, shall, subsequent to the issuance of such report, consider such findings, and within 60 days may recommend that the House of Representatives and the Senate modify section 101(a) or section 101(b), or both or make no recommendations.
It is the sense of Congress that Congress shall consider whether to accept, reject, or modify any recommendations received under (e), as it deems appropriate.