I 
114TH CONGRESS 
1ST SESSION H. R. 1513 
To amend the Labor-Management Reporting and Disclosure Act of 1959 
to provide whistleblower protection for union employees. 
IN THE HOUSE OF REPRESENTATIVES 
MARCH 19, 2015 
Mr. SALMON (for himself, Mr. JORDAN, Mr. CRAMER, Mr. BISHOP of Utah, 
Mr. KING of Iowa, Mr. LOUDERMILK, Mr. GOSAR, Mr. HUELSKAMP, Mr. 
SCHWEIKERT, Mr. DESJARLAIS, Mr. DESANTIS, and Mr. OLSON) intro-
duced the following bill; which was referred to the Committee on Edu-
cation and the Workforce 
A BILL 
To amend the Labor-Management Reporting and Disclosure 
Act of 1959 to provide whistleblower protection for union 
employees. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘Union Integrity Act’’. 
SEC. 2. WHISTLEBLOWER PROTECTION FOR UNION EM-
PLOYEES. 
The Labor-Management Reporting and Disclosure 
Act of 1959 (29 U.S.C. 401 et seq.) is amended— 
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(1) by redesignating section 611 (29 U.S.C. 
531) as section 612; and 
(2) by inserting after section 610 (29 U.S.C. 
530), the following new section: 
‘‘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, informa-
tion to the labor organization, the Department of 
Labor, or any other State, local, or Federal govern-
ment 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; 
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‘‘(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 Depart-
ment of Labor or National Labor Relations Board, 
or any rule, order, standard, or prohibition pre-
scribed by the Department of Labor or the National 
Labor Relations Board; 
‘‘(3) filed, instituted, or caused to be filed or in-
stituted 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 be-
lieved 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. 
‘‘(b) DEFINITION OF COVERED EMPLOYEE.—For the 
purposes of this section, the term ‘covered employee’ 
means any employee of a labor organization who receives 
financial compensation for his or her services to the labor 
organization, including officers of the labor organization. 
‘‘(c) PROCEDURES AND TIMETABLES.— 
‘‘(1) COMPLAINT.— 
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‘‘(A) IN GENERAL.—A person who believes 
that he or she has been discharged or otherwise 
discriminated against by any person in violation 
of subsection (a) may file (or have any person 
file on his or her behalf) a complaint with the 
Secretary of Labor alleging such discharge or 
discrimination and identifying the person re-
sponsible for such act. Such a complaint must 
be filed not later than either— 
‘‘(i) 180 days after the date on which 
such alleged violation occurs; or 
‘‘(ii) 180 days after the conclusion of 
any internal appeals, review, or other judi-
cial or investigative process conducted by 
the labor organization employing such per-
son. 
‘‘(B) 
ACTIONS
OF
SECRETARY
OF 
LABOR.—Upon receipt of such a complaint, the 
Secretary of Labor shall notify, in writing, the 
person named in the complaint who is alleged 
to have committed the violation, of— 
‘‘(i) the filing of the complaint; 
‘‘(ii) the allegations contained in the 
complaint; 
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