S 511 requires federal labor organizations (like unions representing government employees) to pay quarterly fees for using agency resources and union time. Fees are calculated based on the agency's hourly pay rate for employees (including benefits) for union time, plus market rates for resources like office space, equipment, or parking. Non-payment triggers penalties: denial of union time after 90 days, termination of union allotments after 180 days, and loss of exclusive representation certification after 365 days. The bill aims to offset costs of federal resources used for union activities, with fees deposited into the Treasury general fund.
The FAIR Act of 2025 would prohibit companies from requiring pre-dispute arbitration agreements or waivers that prevent individuals from joining class or collective lawsuits in employment, consumer, antitrust, or civil rights cases. This directly affects workers, consumers, and small businesses who currently face forced arbitration for issues like workplace discrimination, product defects, or unfair business practices. The bill makes such agreements unenforceable while allowing voluntary arbitration after disputes arise and leaving collective bargaining agreements unaffected. It applies to all disputes occurring after the law takes effect, without changing how voluntary arbitration works post-dispute.
HRES 328 is a non-binding House resolution expressing support for library staff and the essential services libraries provide to communities across the United States. It recognizes libraries as critical infrastructure for community access to information, internet, social services, and safe spaces - especially for underserved groups - and calls for full federal, state, and local funding to sustain these services. The resolution reaffirms the public’s right to free access to information, supports library workers’ rights to unionize and collectively bargain, and defends staff from threats like book bans or intimidation for upholding library missions. It specifically endorses National Library Week and urges protection of civil rights for library workers. (Note: As a procedural resolution, it does not create new law but formally expresses congressional support.)
The Protect America's Workforce Act cancels an executive order issued on March 27, 2025, that excluded certain groups from federal labor-management relations programs, making it legally unenforceable. It also ensures that all collective bargaining agreements between federal agencies and labor unions, which were active as of March 26, 2025, remain fully effective until their agreed terms expire. This directly affects federal agencies, labor unions, and the employees covered by these agreements. The bill prevents federal funds from being used to implement the canceled executive order while preserving existing labor agreements.
HR 3532, the Striking and Locked Out Workers Healthcare Protection Act, prohibits employers from terminating or altering an employee’s employer-sponsored health coverage during a lawful strike or a lockout (when an employer withholds work to influence bargaining). It directly affects workers participating in strikes or facing lockouts, ensuring continued healthcare access during these labor disputes. The bill adds penalties: $75,000 per violation for lockout-related coverage termination (up to $150,000 for repeat offenses), and $50,000 per violation for strike-related termination (up to $100,000 for repeat offenses), with penalties applied alongside other remedies. These provisions amend the National Labor Relations Act to protect workers’ healthcare rights during collective bargaining actions.
HR 5054 amends federal law to clarify that using threats or violence to interfere with commerce (including labor disputes) is a crime, but exempts peaceful picketing and minor incidents during labor disputes. The bill specifically states that minor bodily injury, property damage, or threats related to such activities - when not part of coordinated violence - do not violate the law. It also specifies that state and local authorities, not federal prosecutors, handle cases involving these exempted activities. The law explicitly preserves existing labor protections under the National Labor Relations Act and other federal statutes.
The Make Congress Drive Union Made Act requires that any motor vehicle purchased or leased using federal funds allocated to House Members' representational allowances or Senators' office expenses must be assembled in the United States by workers covered by a union contract. This means Congress members would need to choose vehicles made in the U.S. with union labor for official use, rather than non-union or foreign-made options. The rule applies to all new vehicle purchases or leases starting October 1, 2026. The bill does not affect other uses of these funds or impact public transportation.
This bill would exclude certain union-provided payments to workers during strikes from taxable income. Specifically, it adds a new tax code section (139M) to exempt "qualified strike benefits" - payments from tax-exempt labor organizations (like unions) that replace lost wages during strikes, lockouts, or work stoppages arising from labor disputes - from gross income calculations. The change applies to compensation received after December 31, 2025, and also updates the Earned Income Tax Credit rules to include these excluded benefits. It directly affects union members who lose wages due to labor disputes and rely on union financial support during work stoppages.
HRES 208 is a non-binding House resolution expressing solidarity with New York State corrections officers who are striking over unsafe working conditions. It cites rising assaults on staff (2,070 in 2024), staffing shortages (down to 13,886 officers in 2025), and the HALT Act's restrictions on solitary confinement as key issues driving the strike. The resolution urges the New York State Legislature to repeal the HALT Act and condemns Governor Hochul's response to the strike. As a symbolic gesture, it does not create new law or directly affect policy.
This bill amends the National Labor Relations Act to protect worker privacy during union elections. It requires employers to provide labor organizations with a voter list containing only employees' names and one optional contact detail (like email or phone number) within two business days of an election approval, in a searchable electronic format. The bill also prohibits labor organizations from selling or misusing this contact information for political purposes or after an election concludes. These provisions directly affect employers (who must provide lists), labor organizations (who receive and must handle data responsibly), and employees (whose personal information is protected).
