To amend the National Labor Relations Act to protect employees from harassment and abuse, and for other purposes.
Analysis under review: This bill has generated analysis that may be too generic or incomplete. Clause-level evidence remains available below.
Summary
What This Bill Does
Protects employers from unfair-labor-practice liability when they discipline employees for harassment or abuse during section 7 activity unless the General Counsel proves the usual retaliation elements and the employer lacks a same-decision defense.
Who Benefits and How
Employers and coworkers could face fewer obstacles to addressing threatening or abusive conduct that occurs in the course of labor activity.
Who Bears the Burden and How
Workers and unions could lose protection for certain conduct during protected activity, and NLRB prosecutors would face a more demanding standard when challenging discipline.
Key Provisions
- Preserves employer discipline for abusive or harassing conduct during section 7 activity absent proof of unlawful motive and failed same-decision defense.
Evidence Chain:
This summary is generated from the full bill text using AI analysis. Expand "Detailed Analysis" below for identified beneficiaries/burden bearers.
At a Glance
What This Bill Does
Protects employers from unfair-labor-practice liability when they discipline employees for harassment or abuse during section 7 activity unless the General Counsel proves the usual retaliation elements and the employer lacks a same-decision defense.
Key Policy Areas
Labor, Government Operations
Primary Purpose
Protects employers from unfair-labor-practice liability when they discipline employees for harassment or abuse during section 7 activity unless the General Counsel proves the usual retaliation elements and the employer lacks a same-decision defense.
Policy Domains
Main Provisions
Identified Gains
Contextual inference, no direct clause citation- Employers and employees seeking workplace protections against abuse during labor disputes
Contextual inference, no direct clause citation
Identified Costs
Contextual inference, no direct clause citation- Employees or unions relying on section 7 protection for conduct subject to discipline
- National Labor Relations Board prosecutors challenging disciplinary actions
Contextual inference, no direct clause citation
Sponsors
Legislative Progress
IntroducedMr. Tuberville (for himself and Mr. Cassidy) introduced the following …
Stakeholder Effects
cui bono?How this legislation distributes effects. Mention counts reflect frequency, not effect magnitude.
Employers across industries disciplining abusive workplace conduct
Bill Structure & Actor Mappings
Who is "The Secretary" in each section?
We use a combination of our own taxonomy and classification in addition to large language models to assess meaning and potential beneficiaries. High confidence means strong textual evidence. Always verify with the original bill text.
Learn more about our methodology