HR 1409 111th Congress House

Employee Free Choice Act of 2009

Official title: To amend the National Labor Relations Act to establish an efficient system to enable employees to form, join, or assist labor organizations, to provide for man… Show full official titleShow less

Official title: To amend the National Labor Relations Act to establish an efficient system to enable employees to form, join, or assist labor organizations, to provide for mandatory injunctions for unfair labor practices during organizing efforts, and for other purposes.

Introduced: March 10, 2009 See on congress.gov

Labor and Employment Civil actions and liabilityEmployment discrimination and employee rightsGovernment studies and investigationsLabor-management relations

Everywhere this bill has been 3 steps

Introduced

In committee

Reported out

Passed House

Passed Senate

To President

Became law

Apr 29, 2009

Referred to the Subcommittee on Health, Employment, Labor, and Pensions.

Mar 10, 2009

Referred to the House Committee on Education and Labor.

Mar 10, 2009

Introduced in House

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Latest action April 29, 2009

Referred to the Subcommittee on Health, Employment, Labor, and Pensions.

Plain-English summary Congressional Research Service

Employee Free Choice Act of 2009 - Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to certify a bargaining representative without directing an election if a majority of the bargaining unit employees have authorized designation of the representative (card-check) and there is no other individual or labor organization currently certified or recognized as the exclusive representative of any of the employees in the unit.

Sets forth special procedural requirements for reaching an initial collective bargaining agreement following certification or recognition.

Revises enforcement requirements with respect to unfair labor practices during union organizing drives, particularly a preliminary investigation of an alleged unfair labor practice (ULP) which may lead to proceedings for injunctive relief.

Requires that priority be given to a preliminary investigation of any charge that, while employees were seeking representation by a labor organization, or during the period after a labor organization was recognized as a representative until the first collective bargaining contract is entered into, an employer: (1) discharged or otherwise discriminated against an employee to encourage or discourage membership in the labor organization; (2) threatened to discharge or to otherwise discriminate against an employee in order to interfere with, restrain, or coerce employees in the exercise of guaranteed self-organization or collective bardaining rights; or (3) engaged in any other related ULP that significantly interferes with, restrains, or coerces employees in the exercise of such guaranteed rights.

Adds to remedies for such violations: (1) back pay plus liquidated damages; and (2) additional civil penalties.

Related & companion bills 1

Bill text 1 version