Employee Rights Act: Union Voting, Employment Status, and Data Protection Changes
This act introduces significant changes to employee rights and union operations. It impacts union voting procedures, the definition of employee and independent contractor, and the protection of personal data. Citizens should pay attention to new rules regarding union dues and the possibility of individual negotiations with employers.
Key points
Union voting will be exclusively by secret ballot, and individuals without lawful immigration status will not be eligible to vote or be counted as employees for union petition purposes.
Employers must provide unions with employee lists including chosen contact information, but unions will have limited use of this data and must protect employee privacy.
The act redefines an independent contractor, potentially affecting the employment status of many, and clarifies when a company can be considered a joint employer.
Employees in certain states will have the right to independent negotiation with their employer, even if covered by a collective bargaining agreement, if they cease union membership or payments.
The act prohibits collective bargaining agreements from including provisions mandating or promoting diversity, equity, or inclusion initiatives, unless legally required.
It amends the definition of violence-related offenses in labor disputes, excluding minor incidents from federal jurisdiction if not part of a pattern of violence.
Introduced
Citizen Poll