NationStates

Protecting Americans from Domestic Terrorism Act of 2007

A BILL
To protect Americans from the threat of domestic terrorism

Sponsors: Sen. Ruskie Helms (R-NC), Rep. Jack Claassen (R-TN-1)
Senate Co-Sponors:
House Co-Sponsors: Rep. Tommy Sommo (R-NY-1), Rep. Robert Woolworth (D-NC-11)

In short, it is essentially just the Protect America Act of 2007 and the FISA Amendments Act of 2008 combined into one. The bill sunsets after 9 years and reauthorises the PATRIOT Act until the end of that period.

The Protecting Employee's Rights (PER) Act of 2007

A BILL
To remove a lot of unfair barriers unions have to face and make it easier for them to represent their employees.

Sponsor: Julie Littenbaum (D-WA)
Senate Sponsors:
House Sponsors: John Amos Mattox III (D-MA-7), Daniel Kaheo'ole (D-HI-2), Frank Taylor (D-CA-17)

A summary of the bill:

-Requires that when a majority of employees has signed authorizations designating the union as its bargaining representative, the union will be certified by the National Labor Relations Board (NLRB) should the signatures be valid.

-The employer and union must reach a collective agreement within 90 days, either party can request mediation by the FMCS. If no agreement has been reached after 30 days of meditation, the dispute is referred to binding arbitration. The results of the arbitration shall be binding on the parties for two years. All time limits can be extended by mutual agreement.

-Makes it an unfair labor practice to require or coerce employees to attend employer meetings designed to discourage union membership.

-Prohibits employers from taking adverse actions against an employee, including employees with management responsibilities, in response to that employee participating in protected activities related to the enforcement of the prohibitions against unfair labor practices.

-Permits employees to vote off their employers’ premises, in a neutral, non-coercive environment of their choosing.

-Expands unfair labor practices to include prohibitions against replacement of, or discrimination against, workers who participate in strikes.

-Allows the National Labor Relations Board to fine employers up to $50,000 for every violation of labor law. Allows the NLRB to fine employers up to $100,000 in the case of repeat offenses by an employer. It would bring monetary compensation to employees involved in such cases. Expands the available remedies for employees subject to such harms to include two times the amount of actual damages (e.g., back pay), consequential damages, and punitive damages.

-Permits a labor organization to encourage the participation of union members in strikes initiated by employees represented by a different labor organization (secondary strikes) and prohibits the employers to bring claims against unions that conduct such secondary strikes.

-Prevents employers from interfering in representation cases

-Permits the National Labor Relations Board (NLRB) to conduct economic analysis.

-Allows collective-bargaining agreements to require all employees represented by the bargaining unit to contribute fees to the labor organization for the cost of such representation, notwithstanding a state law to the contrary.

-Prohibits employers from entering into agreements with employees under which employees waive the right to pursue or join collective or class-action litigation.

-Requires the NLRB to seek a federal court injunction when there is reasonable cause to believe a company has discharged or discriminated against employees, threatened to do so, or engaged in conduct that significantly interferes with employee rights during an organizing campaign or contract negotiations.

-Requires the NLRB to promulgate rules requiring employers to post notices of employees' labor rights and protections and establishes penalties for failing to comply with such requirement.

-Requires the NLRB to immediately seek an injunction to reinstate the employee who suffered retaliation while their case is pending. It also gives the NLRB the power to enforce its own rulings, like other federal agencies, instead of waiting for a decision from the Court of Appeals.

-Allows workers to seek justice in court when employers unlawfully interfere with their rights or retaliate against them for exercising their rights, if the NLRB’s General Counsel fails to prosecute their case.