HR 8935 — Union Integrity Act

Summary

Union Integrity Act This bill establishes whistle-blower protections for union employees. It prohibits a labor organization from discriminating against any of its employees who (1) provide information to the labor organization, the Department of Labor, or any other state, local, or federal government authority or law enforcement agency regarding any violation of the Labor-Management Reporting and Disclosure Act of 1959 or any Labor or National Labor Relations Board (NLRB) order; (2) testify in any Labor or NLRB administrative or enforcement proceeding; (3) file or institute any such proceeding; or (4) refuse to perform an assigned task that the employee reasonably believes is a violation of any law, order, or prohibition enforceable by Labor or the NLRB.

Bill Text

• Introduced Introduced in House Current html September 21, 2022

Compared against current U.S. Code AI-generated reading aid — verify against the official bill.

The bill adds whistleblower protections for union employees to the Labor-Management Reporting and Disclosure Act of 1959.

• 29 U.S.C. 530

  whistleblower protection for union employees Sec. 611. (a) In General.--No labor organization shall terminate or in any other way discriminate against, or cause to be terminated or discriminated against, any covered employee of the labor organization by reason of the fact that such employee, whether at the initiative of the employee or in the ordinary course of the duties of the employee (or any person acting pursuant to a request of the employee), has-- (1) provided, caused to be provided, or is about to provide or cause to be provided, information to the labor organization, the Department of Labor, or any other State, local, or Federal Government authority or law enforcement agency relating to any violation of, or any act or omission that the employee reasonably believes to be a violation of, any provision of this Act or any other provision of law that is subject to the jurisdiction of the Department of Labor, the National Labor Relations Board, or any rule, order, standard, or prohibition prescribed by the Department of Labor or the National Labor Relations Board; (2) testified or will testify in any proceeding resulting from the administration or enforcement of any provision of this Act or any other provision of law that is subject to the jurisdiction of the Department of Labor or National Labor Relations Board, or any rule, order, standard, or prohibition prescribed by the Department of Labor or the National Labor Relations Board; (3) filed, instituted, or caused to be filed or instituted any proceeding under this Act; or (4) objected to, or refused to participate in, any activity, policy, practice, or assigned task that the employee (or other such person) reasonably believed to be in violation of any law, rule, order, standard, or prohibition, subject to the jurisdiction of, or enforceable by, the Department of Labor or the National Labor Relations Board.

  This adds protections for union employees who report violations, ensuring they cannot be discriminated against for their whistleblowing activities.

• 29 U.S.C. 531

  Section 611 → Section 612

  This changes the designation of the existing section which affects the numbering of subsequent sections.

Action History

1. September 21, 2022

   Introduced in House

2. September 21, 2022

   Introduced in House

3. September 21, 2022

   Referred to the House Committee on Education and Labor.

Sponsors

• Bob Good · Primary

Subjects