jiayi-li23/proxann_data huggingface dataset:
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2016-04-20 00:00:00

Employee Free Choice Act of 2016

This bill amends the National Labor Relations Act to require the National Labor Relations Board to certify, without an election, an individual or labor organization to be the exclusive representative of the employees in a unit appropriate for bargaining if a majority of the employees has signed valid authorizations designating the individual or labor organization specified in a properly filed petition as their bargaining representative, and no other individual or labor organization is currently certified or recognized as the exclusive representative of any of the employees in the unit.

The Board shall develop guidelines and procedures for the designation by employees of a bargaining representative.

Whenever collective bargaining is for the purpose of establishing an initial agreement involving a newly organized or certified employee representative, the requirements for bargaining collectively shall be modified. The parties shall meet to bargain collectively within 10 days after the employer receives a written request. The Federal Mediation and Conciliation Service (FMCS) shall use its best efforts, by mediation and conciliation, to bring the parties to agreement if 90 days lapse without settlement of a dispute. If such efforts fail for 30 days, the FMCS shall refer the dispute to an arbitration panel, whose decision shall bind the parties for two years, unless the parties consent to a different time period.

 The preliminary investigation of charges involving employer discrimination or unfair labor practices while employees of that employer were seeking representation by a labor organization shall be made forthwith and given priority over all other cases except cases of like character in the office where the charge is filed or to which it is referred.

The Board shall award an employee back pay and, in addition, twice that amount as liquidated damages if it finds that the employer has discriminated against the employee either during the period while the employer's employees were seeking representation by a labor organization, or during the period from the time a labor organization was recognized as a representative until the first collective bargaining contract between the employer and the representative was entered into.

 Any employer who willfully or repeatedly commits any unfair labor practice during these periods shall, in addition to any make-whole remedy ordered, be subject to a civil penalty of up to $20,000 for each violation.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2016-04-29 00:00:00

Assisting America's Dislocated Miners Act of 2016

This bill establishes within the Department of Labor's Employment and Training Administration a Dislocated Miners Assistance Program. The program shall contract with comprehensive career centers to:

 identify miners who have been dislocated from their employment in mining jobs across the United States; assess the skills, training, and education such miners need to find and hold new jobs; identify job training programs that would provide such training and education; and provide grants to eligible job training providers to recruit and train such miners and assist them in finding new employment. A comprehensive career center or job training provider eligible to receive a grant under this bill shall be a nonprofit organization with demonstrated success in coordinating or providing necessary training and education to enable dislocated miners to acquire marketable skills to find and hold jobs in areas where they live.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2016-07-06 00:00:00

Leveraging Effective Apprenticeships to Rebuild National Skills Act or the LEARNS Act

This bill establishes, in the Employment and Training Administration of the Department of Labor, an Office of Apprenticeship to:

 determine whether an apprenticeship program meets requirements for registration and maintains the standards necessary to remain registered, manage the national apprenticeship system (the collective group of registered apprenticeship programs and pre-apprenticeship programs in the nation), and make grants on a competitive basis to eligible entities to carry out projects that support development of pre-apprenticeship programs. The bill also establishes in Labor a National Advisory Committee on Apprenticeships.

Labor and the Department of Education shall establish a voluntary Registered Apprenticeship-College Collaborative consisting of the sponsors carrying out registered apprenticeship programs, two- or four-year postsecondary educational institutions, and organizations that represent such programs or institutions, that agree to meet certain criteria in order to promote stronger connections between the registered apprenticeship programs involved and participating two- and four-year postsecondary educational institutions.

Labor shall make assistance payments to eligible sponsors of new registered apprenticeship programs or of existing programs that add employers as new partners, which may include joint labor-management registered apprenticeship programs.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2016-07-14 00:00:00

New Jobs Training Act

This bill requires the Department of Labor to award grants to employers to partner with community colleges to create programs for training individuals for new jobs with such employers.

A "new job" is defined as a job that:

 may include a new position within an existing job category that is not a job of a recalled worker, a replacement job, or any other job that existed in the employer's business in the year preceding the date of hire; is not a job that existed in a business operation or substantially similar business operation of the employer formerly located in another location that was closed or substantially reduced by the employer; and results in a net increase in employment for the employer.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2016-07-14 00:00:00

Eliminate So-Called Right-to-Work Legislation Nationwide Act of 2016

 This bill amends the National Labor Relations Act to repeal the disclaimer that nothing in the law shall be construed as authorizing the execution or application of agreements requiring membership in a labor organization as a condition of employment in any state or territory in which such execution or application is prohibited by state or territorial law.

(The bill preempts contrary state or territorial law to allow the execution or application of agreements requiring union membership.)
Topic: Labor — Labor Unions
Subject: Crime and law enforcement
Date: 2015-01-07 00:00:00

Freedom From Union Violence Act of 2015

Amends the Hobbs Act to exempt from provisions that prohibit obstructing, delaying, or affecting commerce or the movement of any article or commodity in commerce by robbery or extortion and threatening physical violence to any person or property in furtherance of a plan or purpose to interfere with commerce by threats or violence, any conduct that: (1) is incidental to otherwise peaceful picketing during the course of a labor dispute; (2) consists solely of minor bodily injury, or minor damage to property, or threat or fear of such minor injury or damage; and (3) is not part of a pattern of violent conduct or of coordinated violent activity. Subjects such conduct to prosecution only by the appropriate state and local authorities.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-01-28 00:00:00

National Labor Relations Board Reform Act

 Amends the National Labor Relations Act to revise requirements with respect to the National Labor Relations Board (NLRB), the Office of the General Counsel (OGC), and the process for appellate review.

Increases NLRB membership from five to six. Requires three members to represent each of the two major political parties and, beginning January 1, 2020, each of the two members whose terms expire on the same date to represent a different major political party.

 Requires: (1) four NLRB members to constitute a quorum at all times, and (2) any NLRB determination to be approved by a majority of the members present.

Specifies tenure, including staggered terms, of NLRB members.

Sets forth judicial review procedures for any person subject to a complaint issued or authorized by the OGC.

Sets the compensation rate for each NLRB member, in addition to the OGC, at level IV of the Executive Schedule and the Chairman of the NLRB, as under current law, at level III.

Requires the NLRB to issue a final order reviewing an appeal of a report of an administrative law judge or decision of a regional director within one year after the report or decision; but if the NLRB does not issue a final order within that time, allows any party to the case to move to discharge it. Deems, upon such a motion, the report or the decision to be a final agency action. Prohibits the NLRB from taking further action on the matter.

Reduces authorized appropriations to carry out the Act for each of the succeeding two fiscal years to 80% of the average amount authorized for the prior two fiscal years if, two years after enactment of this Act, the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date of enactment.

Extends such reduced authorization of appropriations if after four years the NLRB has failed to issue a final order on more than 90% of the cases pending on (or filed on or after) the date that is two years after the date of enactment of this Act.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-02-05 00:00:00

National Right-to-Work Act 

 Amends the National Labor Relations Act and the Railway Labor Act to repeal those provisions that permit employers, pursuant to a collective bargaining agreement that is a union security agreement, to require employees to join a union as a condition of employment (including provisions permitting railroad carriers to require, pursuant to such an agreement, payroll deduction of union dues or fees as a condition of employment).
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-03-19 00:00:00

Representation Fairness Restoration Act

 Amends the National Labor Relations Act to revise requirements for determination by the National Labor Relation Board (NLRB) of an appropriate bargaining unit before an election of collective bargaining representation. (In effect reverses the NLRB's August 26, 2011, decision in Specialty Healthcare and Rehabilitation of Mobile and its June 22, 2011, rulemaking regarding proposed changes to procedures involving the election of collective bargaining representation.)

Replaces the current restriction in the meaning of collective bargaining unit to employer unit, craft unit, plant unit, or subdivision. Requires the NLRB, instead, to determine a unit as appropriate for collective bargaining if it consists of employees that share a sufficient community of interest. Specifies factors the NLRB must consider when making such determinations.

Prohibits exclusion of employees from the unit unless the group's interests are sufficiently distinct from those of other employees to warrant the establishment of a separate unit.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-04-14 00:00:00

Workforce Democracy and Fairness Act

 Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to require that no investigative hearing take place until at least 14 days after the filing of an election petition regarding collective bargaining representation when the NLRB has reasonable cause to believe that the petition raises a question of representation affecting commerce. Requires such hearings to be non-adversarial, and the hearing officer, in collaboration with the parties, to identify any relevant and material pre-election issues.

Requires the NLRB, in cases where it finds that a question of representation exists, to: (1) direct an election by secret ballot as soon as practicable but not before 35 calendar days after the filing of the election petition, and (2) certify election results only after it has ruled on each pre-election issue not resolved before the election and any additional issue pertaining to the conduct or results of that election.

Requires the Board also, not earlier than seven days after a final determination of the appropriate bargaining unit, to acquire from the employer a list of all employees eligible to vote in the election, which shall: (1) be made available to all parties, and (2) include the employees' names as well as one additional form of personal contact information (such as telephone number, email address, or mailing address) chosen by the employee in writing.
Topic: Labor — Labor Unions
Subject: Taxation
Date: 2015-04-29 00:00:00

Stop Subsidizing Multimillion Dollar Corporate Bonuses Act 

Amends the Internal Revenue Code, with respect to the $1 million limitation on the deductibility of employee compensation, to: (1) extend such limitation to any individual who is a current or former officer, director, or employee of a publicly-held corporation; (2) eliminate the exemption from such limitation for compensation payable on a commission basis or upon the attainment of a performance goal; and (3) make such limitation applicable to all publicly-held corporations that are required by the Securities and Exchange Commission to register securities and provide periodic reports to their investors.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-04-30 00:00:00

Raise the Wage Act

This bill amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $8.00 an hour on January 1, 2016, or, if later, on the first day of the third month after enactment of this Act; (2) $9.00 an hour after one year; (3) $10.00 an hour after two years; (4) $11.00 an hour after three years; (5) $12.00 an hour after four years; and (6) the amount the Secretary of Labor determines (based on increases in the median hourly wage of all employees) after five years, and annually thereafter.

The federal minimum wage for tipped employees shall increase to $3.15 an hour for one year on January 1, 2016, or the first day of the third month after enactment of this Act, whichever is later. Subsequent annual adjustments of the wage increase, according to a specified formula, shall ensure that it remains equal to the wage in effect under FLSA for other employees.

Employers must notify their employees of the right to retain any received tips.

The separate minimum wage requirements for tipped employees shall end, effective one day after the hourly wage established for them under this Act takes effect.

The Secretary must publish any increase in the minimum wage in the Federal Register and on the Department of Labor's website 60 days before it takes effect.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-06-04 00:00:00

Mobility and Opportunity for Vulnerable Employees Act or the MOVE Act

 This bill: (1) prohibits employers from entering into not to compete covenants with low-wage employees engaged in commerce or in the production of goods for commerce, and (2) requires an employer of such employees to post notice of such prohibition in a conspicuous place on the employer's premises.

The bill defines "low-wage employee" as an employee who earns less than: (1) $15 per hour or the state or local minimum wage, or (2) $31,200 per year.

In order for an employer to require such an employee who is not a low-wage employee to enter into such a covenant, the employer must have disclosed the requirement for entering into such covenant before hiring such employee.

The Secretary of Labor shall: (1) enforce a complaint of a violation of this Act in the same manner as a complaint of a violation of the Fair Labor Standards Act of 1938, and (2) impose a civil fine on any employer who violates this Act.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-06-04 00:00:00

Protecting Orderly and Responsible Transit of Shipments Act of 2015 or the PORTS Act

This bill amends the Labor Management Relations Act, 1947 to extend to labor slowdowns occurring at U.S. ports the President's authority to appoint a board of inquiry into the issues involved.

State and territorial governors shall have authority to request the President to appoint a board of inquiry if a slowdown, or a threatened or an actual strike or lock-out, occurring at one or more U.S. ports will, if continued, imperil national or state health or safety.

If the President does not appoint a board of inquiry within 10 days after receiving a request, the governor who made the request may appoint one to report on the dispute to the governor and the President, although without recommendations. Supplemental reports are also authorized. Boards of inquiry are limited to one that may appointed for each dispute during a 90-day period.

Governors may also petition for injunctions against such labor or management actions affecting ports in their states or territories.

The National Labor Relations Board, for each dispute, shall take not more than one secret ballot for the same employees in any 30-day period.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-06-11 00:00:00

Guaranteed Paid Vacation Act

This bill amends the Fair Labor Standards Act to require specified employers (including certain federal and state employers) who employ at least 15 employees at any time during a calendar year to provide each eligible employee at least 10 days of paid vacation time during each 12-month period, to be used on consecutive or nonconsecutive days.

An employee is eligible for paid vacation time only if he or she has been employed by the employer for at least one year and has worked at least 1,250 hours for that employer during the previous year.

The employee must give the employer at least 15 days' prior notice of his or her intent to take paid vacation, including the dates it will begin and end.

The Department of Labor shall conduct a public awareness campaign, through the Internet and other media, to inform the public of an eligible employee's entitlement to paid vacation time under the Act.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-06-18 00:00:00

Preventing Labor Union Slowdowns Act of 2015 or the PLUS Act

This bill amends the National Labor Relations Act and the Labor Management Relations Act, 1947 to make it an unlawful labor practice for a labor organization or its agents while representing, or seeking to represent, employees engaged in maritime employment to engage in a labor slowdown at any time, including when a collective-bargaining agreement is in effect.

In cases where a labor organization has committed a violation, the National Labor Relations Board shall:

 revoke the organization's exclusive recognition or certification to represent the employees in the bargaining unit, or take other appropriate disciplinary action.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-07-15 00:00:00

Schedules That Work Act 

Grants an employee the right to request that his or her employer change the terms and conditions of employment relating to:

 the number of hours or times the employee is required to work or be on call; the location; the amount of notification he or she receives of work schedule assignments; and minimizing fluctuations in the number of hours the employee is scheduled to work on a daily, weekly, or monthly basis. Requires the employer, if the request is made, to engage in a timely, good faith interactive process with the employee that includes a discussion of potential schedule changes that would meet his or her needs. Outlines the process for either granting or denying a change.

Requires the employer to grant a request, unless there is a bona fide business reason for denying it, if the request is made because of the employee's serious health condition, his or her responsibilities as a caregiver, or enrollment in a career-related educational or training program, or if a part-time employee requests such a change for a reason related to a second job.++_

Authorizes an employer, if an employee requests a change for any other reason, to deny it for any reason that is not unlawful. Requires the employer to give the employee the reason for the denial, including whether it was a bona fide business reason.

Outlines employer requirements for paying reporting time and split shift pay and for giving advance notice of work schedules to retail, food service, or cleaning employees, or the Department of Labor's (DOL) designated employees, except for those in bona fide executive, administrative, or professional capacities.

Makes it unlawful for any employer or other person to: (1) interfere with, restrain, or deny the exercise or the attempt to exercise any right of an employee specified in this Act; (2) retaliate against an individual for exercising his or her rights, or (3) interfere with proceedings or inquiries with respect to violation of an individual's rights.

Sets forth administrative enforcement procedures and civil remedies for violation of these prohibitions.

Directs DOL to give information and technical assistance to employers, labor organizations, and the general public concerning compliance with this Act.

Directs DOL, acting through the Bureau of Labor Statistics, and the Bureau of the Census to: (1) include in the Current Population Survey questions on, among other things, the amount of fluctuation in the number of hours the employee is scheduled to work on a daily, weekly, or monthly basis; and (2) conduct at regular intervals the Contingent Worker Supplement, the Work Schedules and Work at Home Supplement, and other relevant supplements to the Current Population Survey.

Makes this Act inapplicable to any employee covered by a bona fide collective bargaining agreement if its terms govern work scheduling practices.
Topic: Labor — Labor Unions
Subject: Labor and employment
Date: 2015-07-22 00:00:00

Pay Workers a Living Wage Act

This bill amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $9.00 an hour on January 1, 2016, or, if later, on the first day of the third month after enactment of this Act; (2) $10.50 an hour after one year; (3) $12.00 an hour after two years; (4) $13.50 an hour after three years; (5) $15.00 an hour after four years; and (6) the amount the Secretary of Labor determines (based on increases in the median hourly wage of all employees) after five years, and annually thereafter. The federal minimum wage for tipped employees shall increase to $3.15 an hour for one year on January 1, 2016, or the first day of the third month after enactment of this Act, whichever is later. Subsequent annual adjustments of the wage increase, according to a specified formula, shall ensure that it remains equal to the wage in effect under FLSA for other employees.

Employers must notify their employees of the right to retain any received tips.

The separate minimum wage requirements for tipped employees shall end, effective one day after the hourly wage established for them under this Act takes effect.

Any employer may pay any newly hired employee who is less than 20 years old, during the first 90 consecutive days after that employee's initial employment, a wage at a rate that is not less than the rate prescribed for employees who are engaged in commerce, reduced by $3.00 per hour.

The Secretary must publish the amount of any adjusted required wage in the Federal Register and on the Department of Labor's website 60 days before it takes effect.