Labor & Employment (Collective Bargaining)

The Richard L. Trumka Protecting the Right to Organize Act of 2025 strengthens workers' organizing rights by making it an unfair labor practice for employers to threaten permanent replacement of striking workers, discriminate against workers who support unions, or require employees to attend employer campaigns unrelated to their job duties. It expands the definition of "employee" to make it harder for companies to classify workers as independent contractors and requires employers to post notices about workers' rights in conspicuous locations. The bill establishes a new electronic voting system for union elections, creates a 90-day bargaining period before mediation can be requested, and increases penalties for violations of labor laws. These changes are intended to make it easier for workers to form unions and negotiate better wages and working conditions.

This bill adds striking workers to the eligibility pool for unemployment insurance. It amends federal tax law (Internal Revenue Code §3304(a)) to allow workers unable to work due to labor disputes - like strikes or lockouts - to receive benefits starting 14 days after the dispute begins, or at specific triggers such as when an employer hires permanent replacements. It also removes work availability requirements for these workers under the Social Security Act. The policy directly affects workers participating in labor disputes who lose income due to strikes or lockouts.

This bill increases the required representation of labor organizations on state and local workforce development boards from 20% to 30% under the Workforce Innovation and Opportunity Act. It also expands the definition of "labor organization" to include groups representing federal/state employees, railroad workers, and agricultural laborers - previously excluded under the National Labor Relations Act. These changes directly affect workforce boards that design job training programs and connect workers to employment services. The key mechanism is raising the mandated labor representation percentage and clarifying which worker groups qualify as labor organizations for this purpose. The policy aims to broaden worker input in workforce planning without altering existing labor protections.

HRES 432 is a procedural resolution that sets the rules for the House to consider H.R. 2550. This resolution would allow the House to immediately debate and vote on H.R. 2550, which aims to nullify an executive order affecting federal labor-management relations programs. The resolution waives objections to the bill's consideration, limits debate to one hour equally divided between parties, and specifies how the bill will move to the Senate. It does not change labor laws itself but enables the legislative process for H.R. 2550.

This bill requires large aircraft manufacturers (with at least $15 billion in annual revenue) to annually certify that their board includes two labor representatives (one from each union representing manufacturing employees) and two safety experts with proven aerospace safety experience. It amends FAA regulations to mandate this board composition for entities holding Organization Designation Authorization (ODA) certificates, which allow companies to self-certify aircraft safety. The FAA must rescind ODA delegations from non-compliant companies within 90 days of the bill’s enactment.

The Protect America’s Workforce Act (S 2837) directly affects federal employees and their labor unions by reversing two executive orders that limited their collective bargaining rights. It nullifies Executive Orders 14251 and 14343, which had excluded certain federal workers from labor-management programs, and prohibits federal funding for any efforts to implement those orders. The bill ensures that all existing collective bargaining agreements between federal agencies and employee unions remain fully enforceable through their original terms, as long as they were in effect as of March 26, 2025. This preserves current workplace agreements without creating new obligations or altering existing labor-management processes.

The Empowering Striking Workers Act of 2025 would expand unemployment insurance eligibility to workers unable to work due to labor disputes, including strikes or lockouts. It sets a 14-day waiting period (or earlier if replacements are hired, a lockout starts, or the dispute ends) before benefits begin, treating these workers as "unemployed" under federal law. The bill also removes the standard requirement for these workers to actively seek other employment to qualify for benefits. This directly affects workers involved in labor disputes, such as those on strike or unable to work due to employer lockouts.

Protecting Employees and Retirees in Business Bankruptcies Act of 2025 This bill establishes limits on executive compensation and provides protections for employee wages and benefits if an employer files for Chapter 11 (reorganization) bankruptcy. First, the bill increases the limit on claims for wages, salaries, other employee benefits, and commissions from $10,000 to $20,000 and eliminates the requirement that such claims must have been earned within 180 days before the filing of the bankruptcy petition. The bill grants certain claims higher priority in the bankruptcy process, including specific types of severance pay; contributions to an employee benefit plan; back pay, civil penalties, or damages arising from certain labor law violations; and certain pension plan withdrawal liabilities. The bill also limits executive compensation under a reorganization plan. For example, insiders (parties with close relationships to the debtor), senior executives, and others as specified by the bill may only receive payments or other distributions that are generally applicable to all full-time employees, subject to certain limits. The bill further restricts the compensation of any insider who continues to be employed by the debtor. A reorganization plan may only be approved if it provides for the recovery of claims relating to retiree benefits or for other financial returns paid under the plan. The bill also provides protections for collective bargaining agreements (CBAs) during bankruptcy proceedings. If a proceeding resulting from a CBA was or could have been commenced before the bankruptcy, the bankruptcy does not act as a stay in such a proceeding.

The FOCA Act (S 1064) requires federal agencies to ensure open competition on construction projects by prohibiting them from mandating or banning contractors from entering into labor agreements (like union contracts) or discriminating against contractors based on such agreements. It directly affects federal contractors, subcontractors, and agencies awarding construction contracts or grants for projects involving federal funds. Key provisions ban specific bid specifications or project documents from requiring labor affiliations, apply to all contracts after enactment, and mandate updates to federal procurement rules within 60 days. The bill aims to reduce taxpayer costs, expand opportunities for small businesses, and maintain federal neutrality in labor relations for construction projects.

HR 7541, the U.S. Farmworker Protection Act, sets a 400,000 annual cap on H-2A visa positions for temporary agricultural workers, with exceptions for jobs covered by union collective bargaining agreements. This directly affects agricultural employers seeking H-2A workers and U.S. farmworkers who may face wage or job competition from the program. The key mechanism limits total certified H-2A positions per fiscal year (excluding union-represented roles), addressing concerns about the program's rapid growth - from 82,099 jobs in 2008 to 384,865 in 2024 - potentially impacting U.S. farmworker wages and conditions. The bill does not change existing H-2A rules but adds this numerical restriction to Congress's stated policy concerns.