Currently being considered in the Senate, the bill would strengthen the ability of unions to form and collectively bargain. The bill, which passed the House in March, would amend the National Labor Relations Act — as well as parts of the Labor Management Relations Act of 1947 and the Labor-Management Reporting and Disclosure Act — to restrict businesses from certain practices and empower union organizers at work. 1)Many more workers would be considered employees, rather than independent contractors. 2)State right-to-work laws would be overridden. 3)Employers would face steep fees for firing workers for trying to unionize. 4)Employers would no longer be able to hold mandatory “captive audience” meetings. 5)Union-employer contracts would come together more quickly. 6)Union organizers would have access to employees’ contact information. 7)Employees would have the right to use work devices to engage in organizing. 8)Employers would not be able to require employees to waive their right to collective or class-action litigation. 9)A joint-employer provision would likely have implications for franchisors and staffing agencies.10. Workers of color, particularly Black employees, may see a decrease in the wage gap. 10)Workers of color, particularly Black employees, may see a decrease in the wage gap.
https://www.constructiondive.com/news/10-ways-the-pro-act-could-change-the-game-for-employers-and-organized-labor/604311/