Professional Documents
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Executive Summary: The so-called “Workplace Democracy Act” was introduced in the 115th
Congress by Sen. Bernie Sanders [I-VT] and Rep. Mark Pocan [D-WI]. If passed, it will
radically alter labor law within the United States to exclusively favor unions to the detriment
of individual workers and their employers, as well as serve as the “foothold” for structural
change in the U.S. economy.
“I would argue, we won’t be fooled again. The Employee Free Choice Act, or something like
it, should be one of the very first things, because, grab that opportunity for structural
change. Put that as a foothold, and a whole bunch of other things start to open up based
on that.”
Bill de Blasio, New York City Mayor, March 17, 2019
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WORKPLACE DEMOCRACY ACT: CARD CHECK
“If the Board finds that a majority of the employees in a unit appropriate for purposes of collective
bargaining has signed valid authorizations designating the individual or labor organization specified in
the petition as their bargaining representative and that 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 not direct an election but shall certify the individual or labor organization as the
representative described in subsection (a). [Emphasis added.] [WDA, p. 6]”
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• No later than 7 days after “NEGATIVE INFORMATION” is disseminated to employees, the
employer MUST send send the information “including the names and contact information for
employees receiving the information, to the affected labor organization and to the Secretary”
• EMPLOYERS: a civil penalty in an Amount not to exceed $10,000 for each violation
• CONSULTANTS: a civil penalty OF $250 PER DAY for each day not in compliance
“(6) to coerce any employee into attending or participating in campaign activities that are
unrelated to the employee’s job duties. [WDA p. 3]’’
“SECTION 2(11) The term "supervisor" means any individual having authority, in the interest of
the employer and for a majority of the individual’s worktime to hire, transfer, suspend, lay off,
recall, promote, discharge, assign, reward, or discipline other employees, or responsibly to
direct them, or to adjust their grievances, or effectively to recommend such action, if in
connection with the foregoing the exercise of such authority is not of a merely routine or clerical
nature, but requires the use of independent judgment.”
www.WorkplaceDemocracyAct.org 3
For more information, go to:
www.WorkplaceDemocracyAct.org
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