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.
Summary
What This Bill Does
The bill expands definition of employer to include joint employers who share control over workers, and adopts ABC test requiring workers to be classified as employees unless they meet all three criteria: free from control, work, requires reinstates NLRB annual reporting requirements, including disclosure of ethics recusal decisions and detailed case information, and prohibits employers from permanently replacing striking workers, discriminating against strikers, or locking out employees to pressure collective bargaining. It relies on compliance mandates, definition changes, reporting requirements, and appropriations. The main policy areas are Labor, Finance, Transportation, and Agriculture.
Who Benefits and How
Labor unions would be affected, National Labor Relations Board would be affected, and Workers illegally fired for union activity could gain revenue opportunities.
Who Bears the Burden and How
Gig economy companies (rideshare, delivery) could face higher costs, Employers who defy NLRB orders could face higher costs, and Employers who commit unfair labor practices could face higher costs.
Key Provisions
- Expands definition of employer to include joint employers who share control over workers, and adopts ABC test requiring workers to be classified as employees unless they meet all three criteria: free from control, work...
- Requires reinstates NLRB annual reporting requirements, including disclosure of ethics recusal decisions and detailed case information.
- Prohibits employers from permanently replacing striking workers, discriminating against strikers, or locking out employees to pressure collective bargaining.
- Requires streamlines union election procedures, allows card-check certification when majority sign authorization cards, requires elections within 20 days of filing, limits employer mandatory meetings on unionization...
- Requires enhances remedies for workers subjected to unfair labor practices, awarding full back pay without mitigation, front pay, consequential damages, and liquidated damages equal to twice the award; prohibits denial...
Evidence Chain:
This summary is generated from the full bill text using AI analysis. Expand "Detailed Analysis" below for identified beneficiaries/burden bearers with clause-level evidence links.
At a Glance
What This Bill Does
The bill expands definition of employer to include joint employers who share control over workers, and adopts ABC test requiring workers to be classified as employees unless they meet all three criteria: free from control, work, requires reinstates NLRB annual reporting requirements, including disclosure of ethics recusal decisions and detailed case information, and prohibits employers from permanently replacing striking workers, discriminating against strikers, or locking out employees to pressure collective bargaining.
Key Policy Areas
Labor, Finance, Transportation, Agriculture
Primary Purpose
The bill expands definition of employer to include joint employers who share control over workers, and adopts ABC test requiring workers to be classified as employees unless they meet all three criteria: free from control, work, requires reinstates NLRB annual reporting requirements, including disclosure of ethics recusal decisions and detailed case information, and prohibits employers from permanently replacing striking workers, discriminating against strikers, or locking out employees to pressure collective bargaining.
Policy Domains
Whole bill
Identified Gains
- Labor unions
- National Labor Relations Board
- Workers illegally fired for union activity
- Striking workers
- Labor unions seeking to organize
Identified Costs
- Gig economy companies (rideshare, delivery)
- Employers who defy NLRB orders
- Employers who commit unfair labor practices
- Employers committing unfair labor practices
- Anti-union consulting firms
Sponsors
Legislative Progress
ReportedReported by Mr. Sanders, without amendment
Mr. Sanders (for himself, Mr. Schumer, Mrs. Murray, Ms. Baldwin, …
Stakeholder Effects
cui bono?How this legislation distributes effects. Mention counts reflect frequency, not effect magnitude.
Corporate officers and directors, Employers accused of retaliatory discharge, Employers committing unfair labor practices
Striking workers, Undocumented workers, Workers facing retaliation for organizing
Labor unions, Labor unions seeking to organize
Congressional oversight committees, National Labor Relations Board
National Labor Relations Board faces effects in multiple directions
Anti-union consulting firms, Labor law compliance industry
Positive-direction: Labor law compliance industry
Negative-direction: Anti-union consulting firms
Staffing and temp agencies
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