Labor & Employment (Collective Bargaining)

in committee · United States · Senate Mar 26, 2025

S 1156: Food Secure Strikers Act of 2025

This bill changes SNAP (food stamp) eligibility rules for workers participating in strikes. It directly affects workers who are on strike by removing an exception that previously allowed them to keep SNAP benefits during labor actions. The key change removes language that let striking workers remain eligible, now making them ineligible to participate in SNAP solely because they are on strike. This is a concrete policy shift in the Food and Nutrition Act, changing who qualifies for food assistance during labor disputes.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentRemoves SNAP eligibility for striking workers, restricting a key benefit during labor actions and weakening strike-related protections.95% confidence

Sub-Topics Collective Bargaining

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in committee · United States · Senate Mar 12, 2025

S 1006: Federal Workforce Freedom Act

The Federal Workforce Freedom Act (S 1006) prohibits federal employees from joining or participating in labor unions for collective bargaining and bans federal agencies from recognizing or negotiating with such unions. It terminates all existing collective bargaining agreements and dismisses any pending disputes based on those agreements. The bill repeals Chapter 71 of Title 5, U.S. Code, which currently governs federal labor relations. This legislation directly affects all federal employees and agencies by eliminating the legal framework for collective bargaining in the federal workforce.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentBill prohibits federal employee union participation, bans collective bargaining, and repeals labor relations law - directly restricting workers' organizing rights and collective bargaining protections.95% confidence

Sub-Topics Collective Bargaining Public Employees

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in committee · United States · Senate Feb 12, 2025

S 533: National Right-to-Work Act

S 533, the National Right-to-Work Act, eliminates requirements for workers to join a union or pay dues as a condition of employment in private-sector workplaces and railroads. It amends the National Labor Relations Act (NLRA) and Railway Labor Act by removing language that allowed "union security agreements," meaning employers and unions can no longer mandate union membership or financial dues for employees. This directly affects workers in unionized private companies and railroad jobs covered by collective bargaining agreements. The law applies to new or renewed contracts after its enactment, changing how labor agreements can structure financial obligations for employees.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentEliminates mandatory union membership and dues, weakening collective bargaining power and worker union protections under NLRA/Railway Labor Act.95% confidence

Sub-Topics Collective Bargaining

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in committee · United States · House Apr 8, 2025

HR 2676: No Union Time on the Taxpayer’s Dime Act

This bill amends Title 5 of the U.S. Code to eliminate "official time" for federal employees engaging in union activities. It requires employees to perform all union-related work during non-duty time (e.g., personal time, not paid work hours), directly affecting federal workers who are union members. The key provision changes Section 7131 to state that any labor organization business must occur when employees are in a non-duty status. This policy shift removes the previous allowance for using paid work time for union duties, making it a concrete change to federal employment rules.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentEliminates paid 'official time' for federal union activities, restricting collective bargaining and increasing burden on union members during non-duty hours.95% confidence

Sub-Topics Collective Bargaining Labor Standards Public Employees

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in committee · United States · Senate Nov 6, 2025

S 3115: NLRB Stability Act

The NLRB Stability Act (S 3115) amends the National Labor Relations Act to clarify court procedures for labor disputes. It requires that National Labor Relations Board (NLRB) cases involving alleged unfair labor practices be filed in the specific U.S. Court of Appeals for the circuit where the alleged violation occurred, or in the D.C. Circuit. The bill also adds a provision stating that NLRB orders must not conflict with decisions from the relevant federal appeals court. This changes venue rules to simplify where cases are heard, directly affecting employers, unions, and the NLRB in labor practice disputes.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentAmends NLRB procedures to require court alignment, potentially weakening enforcement of labor protections by limiting NLRB's authority over disputes.85% confidence

Sub-Topics Collective Bargaining Labor Standards

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in committee · United States · Senate Jul 31, 2025

S 2568: Protecting American Jobs Act

This bill amends the National Labor Relations Act to shift labor dispute resolution from the National Labor Relations Board (NLRB) to federal courts. It eliminates the NLRB’s authority to investigate unfair labor practice charges or file complaints, requiring workers or unions to instead file civil lawsuits in federal court for issues like retaliation or union interference. The NLRB’s rulemaking power is also restricted to internal operations, prohibiting it from creating rules affecting workers’ or employers’ substantive rights. This directly affects workers, unions, and employers involved in labor disputes, as it changes how allegations of unfair labor practices are addressed. The bill also mandates the NLRB to review and revise existing regulations within six months to align with these changes.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentBill eliminates NLRB's authority to handle unfair labor practice cases, shifting resolution to federal courts and weakening worker protections against retaliation/union interference.95% confidence

Sub-Topics Collective Bargaining Gig Economy Labor Standards

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in committee · United States · Senate Oct 8, 2025

S 2984: Employee Rights Act

The Employee Rights Act (S 2984) amends key labor laws to change union representation processes and worker classification. It requires secret ballot elections for collective bargaining (Section 2), prohibits non-lawfully-status employees from voting in union elections (Section 3), and establishes privacy protections for employee information used in organizing efforts (Section 4). The bill also changes how workers are classified as employees versus independent contractors (Section 5) and creates a new "independent negotiating" option for workers who leave unions (Section 7). These changes directly affect union representation processes, employee classification, and privacy protections for workers across various industries.

Topics ✗ ImmigrationOpposes ImmigrationBill restricts union voting rights for non-lawfully-status employees, limiting immigrant worker participation in collective bargaining and protections.75% confidence ✗ Labor & EmploymentOpposes Labor & EmploymentSection 5 reclassifies workers as independent contractors, weakening employee protections and union organizing rights, despite procedural changes like secret ballots.85% confidence

Sub-Topics Collective Bargaining Gig Economy Labor Standards

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in committee · United States · House Jun 26, 2025

HR 4154: Employee Rights Act

The Employee Rights Act (HR 4154) makes several significant changes to labor law. It requires secret ballot elections for union representation, prohibits employees without lawful immigration status from voting in union elections, and establishes new privacy protections for employee information used in organizing campaigns. The bill also changes the criteria for determining employee status under labor laws, creates "independent negotiating" for workers who have left union representation, and restricts what can be included in collective bargaining agreements regarding diversity initiatives. These changes would affect workers, employers, and labor organizations across the United States.

Topics ✗ ImmigrationOpposes ImmigrationProhibits undocumented workers from voting in union elections, restricting access to labor rights and services90% confidence ✗ Labor & EmploymentOpposes Labor & EmploymentRestricts union organizing by barring undocumented workers from voting, mandates secret ballots (potentially limiting union access), and creates 'independent negotiating' to weaken collective bargaining.92% confidence ✓ TechnologySupports TechnologyBill establishes privacy protections for employee information in union organizing, directly supporting data privacy (a technology policy component). However, the context is narrow and specific to labor law, limiting broader relevance.60% confidence

Sub-Topics Collective Bargaining

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in committee · United States · Senate Nov 19, 2025

S 3215: Putting American Workers First Act

S 3215, the "Putting American Workers First Act," amends the National Labor Relations Act to prohibit employers from hiring unauthorized workers (individuals without legal work status) and labor organizations from representing them in collective bargaining. It makes these actions unfair labor practices, unless the employer or labor organization used a good-faith verification system like E-Verify to confirm the individual’s legal status. The bill directly affects employers and labor unions by requiring proof of work authorization before hiring or representing workers. Key provisions clarify that using the existing immigration verification system (Section 274A of the Immigration and Nationality Act) satisfies the good-faith requirement for avoiding penalties. The bill does not ban hiring unauthorized workers outright but mandates verification to avoid unfair labor practice claims.

Topics ✗ ImmigrationOpposes ImmigrationProhibits hiring unauthorized workers and restricts union representation for them, directly limiting immigrant employment access under labor law enforcement95% confidence ✗ Labor & EmploymentOpposes Labor & EmploymentBill restricts labor organizations from representing unauthorized workers in collective bargaining without verification, directly limiting collective bargaining rights for a segment of workers.90% confidence

Sub-Topics Work Authorization Collective Bargaining Labor Standards

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