Locked Out Workers Healthcare Protection Act

Bill: 117-s-4289
Sponsor: full_name: Sen. Brown, Sherrod [D-OH]
Introduced: 2022-05-24
Policy area: Labor and Employment
Subjects: Civil actions and liability

Employee benefits and pensions

Employment discrimination and employee rights

Health care costs and insurance

Labor-management relations
Latest action: action_date: 2022-05-24
text: Read twice and referred to the Committee on Health, Education, Labor, and Pensions.

Summaries:
action_date: 2022-05-24
action_desc: Introduced in Senate
text: <p><strong>Locked Out Workers Healthcare Protection Act</strong></p> <p>This 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.</p> <p>An employer that violates this prohibition is generally subject to a maximum civil penalty of $75,000 for each violation.</p>

tv_txt: II 117th CONGRESS 2d Session S. 4289 IN THE SENATE OF THE UNITED STATES May 24, 2022 Mr. Brown (for himself, Mr. Casey , Mr. Blumenthal , Mr. Whitehouse , Mr. Wyden , and Mr. Booker ) introduced the following bill; which was read twice and referred to the Committee on Health, Education, Labor, and Pensions A BILL 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, and for other purposes.

1. Short title This Act may be cited as the Locked Out Workers Healthcare Protection Act . 2. Continuation of coverage under a group health plan during a lock-out (a) In general Section 8(a) of the National Labor Relations Act ( 29 U.S.C. 158(a) ) is amended— (1) in paragraph (5), by striking the period and inserting ; and ; 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. . (b) Definitions Section 2 of the National Labor Relations Act ( 29 U.S.C. 152 ) is amended by adding at the end the following: (15) The term group health plan has the meaning given the term under section 607(1) of the Employee Retirement Income Security Act of 1974 ( 29 U.S.C. 1167(1) ). . (c) Penalties Section 12 of the National Labor Relations Act ( 29 U.S.C. 162 ) is amended— (1) by striking S ec. 12. Any person and inserting the following: 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) Considerations In determining the amount of any civil penalty under subsection (b) 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. (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) 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. .