Striking and Locked Out Workers Healthcare Protection Act

To prohibit an employer from terminating the coverage of an employee under a group health plan while the employer is engaged in a lock-out or while the employee is engaged in a lawful strike, and for other purposes. 1. Short title This Act may be cited as the Striking and Locked Out Workers Healthcare Protection Act 2. Continuation of coverage under a group health plan during a lock-out or a lawful strike (a) Lock-Out Section 8(a) of the National Labor Relations Act ( 29 U.S.C. 158(a) (1) in paragraph (5), by striking the period and inserting a semicolon; and (2) by adding at the end the following: (6) to terminate or alter the coverage of an employee under a group health plan during the period that such employer is taking action to lock-out, suspend, or otherwise withhold employment from the employee in order to influence the position of such employee or the representative of such employee in collective bargaining prior to a strike; and . (b) Strike Section 8(a) of such Act ( 29 U.S.C. 158(a) (7) to terminate or alter the coverage of an employee under a group health plan during the period that such employee is engaged in a lawful strike. . (c) Definition of group health plan Section 2 of the National Labor Relations Act ( 29 U.S.C. 152 (15) The term group health plan 29 U.S.C. 1167(1) . 3. Penalties Section 12 of the National Labor Relations Act ( 29 U.S.C. 162 (1) by striking Sec. 12. 12. Penalties (a) Violations for interference with the board Any person ; and (2) by adding at the end the following: (b) Civil penalties for unfair labor practices related to coverage under a group health plan during a lock-Out Any employer who commits an unfair labor practice within the meaning of section 8(a)(6) shall be subject to a civil penalty in an amount not to exceed $75,000 for each violation, except that, with respect to such an unfair labor practice that coincides with the discharge of an employee or that results in other serious economic harm to an employee, the Board shall double the amount of such penalty, to an amount not to exceed $150,000, in any case where the employer has within the preceding 5 years committed another violation of section 8(a)(6). A civil penalty under this subsection shall be in addition to any other remedy ordered by the Board. (c) Civil penalties for unfair labor practices related to coverage under a group health plan during a lawful strike Any employer who commits an unfair labor practice within the meaning of section 8(a)(7) shall be subject to a civil penalty in an amount not to exceed $50,000 for each violation, except that, with respect to such an unfair labor practice that coincides with the discharge of an employee or that results in other serious economic harm to an employee, the Board shall double the amount of such penalty, to an amount not to exceed $100,000, in any case where the employer has within the preceding 5 years committed another violation of section 8(a)(7). A civil penalty under this subsection shall be in addition to any other remedy ordered by the Board. (d) Director and officer liability If the Board determines, based on the particular facts and circumstances presented, that a director or officer’s personal liability is warranted, a civil penalty for a violation described in subsection (b) or (c) may also be assessed against any director or officer of the employer who directed or committed the violation, or had actual or constructive knowledge of and the authority to prevent the violation and failed to prevent the violation. (e) Considerations In determining the amount of any civil penalty under subsection (b), (c), or (d), the Board shall consider— (1) the gravity of the actions of the employer resulting in the penalty, including the impact of such actions on the charging party or on other persons seeking to exercise rights guaranteed by this Act; (2) the size of the employer; (3) the history of previous unfair labor practices or other actions by the employer resulting in a penalty; and (4) the public interest. .

Summary: Striking and Locked Out Workers Healthcare Protection Act This bill prohibits an employer from terminating an employee's health insurance coverage during certain labor disputes. Specifically, the bill prohibits an employer from terminating or altering the employer-provided health insurance coverage of an employee during the period that the employer is taking action to lock out, suspend, or otherwise withhold employment from the employee in order to influence the position of such employee or the representative of such employee in collective bargaining prior to a strike. It also prohibits an employer from terminating or altering such coverage during the period that an employee is engaged in a lawful strike. The bill establishes civil penalties for each violation of the prohibitions under this bill.