It’s been more than 50 years since Congress overhauled America’s labor laws. During the following decades, we’ve witnessed a workplace revolution that has fostered innovation, opportunity, and flexibility for America’s 150 million member strong workforce. Despite this, labor union leaders continue to cling to outdated labor laws that stifle job creation and trample employees rights.
It is time we reform our labor laws to put employees’ rights first, not self-interested labor union leaders. Now is the time for the Employee Rights Act.
The legislation would:
- Secret Ballot Elections — Guarantees that employees have a right to a secret paper ballot election. Prevents pressuring an employer to deny a secret ballot election.
- Majority of All Employees — Requires that a majority of all employees in a proposed unit vote in favor of joining a union, not merely a majority of those who vote.
- Union Recertification Elections — Requires all unionized workplaces to hold a secret ballot referendum periodically to determine whether the employees wish to remain represented by their current union.
- Paycheck Protection — Requires unions to receive opt-in permission from each member to use his or her union dues for purposes other than collective bargaining (e.g., political support).
- Employee Privacy Protection — Gives employees the right to opt out of having their personal information shared with a union during an organizing campaign.
- Decertification Coercion Prevention — Strengthens the National Labor Relations Act to prohibit unions from intimidating or coercing employees from exercising their rights, including their right to decertify the union.
- Secret Ballot Strike Vote — Ensures that a majority of all employees in the bargaining unit have the right to a secret ballot vote before union leaders can declare a strike.
- Criminalizes Union Threats — Forbid unions from using violence, or threats thereof, in an effort to coerce employees.