WASHINGTON, D.C. | March 27, 2014 -
The National Labor Relations Board (NLRB) is advancing a proposal that would jeopardize the privacy of workers and their families. Buried in a draft rule designed to speed up union elections, the NLRB is attempting to require employers to disclose employees’ personal information to union organizers. The Obama board’s regulatory scheme would provide labor bosses access to employees’ names, home addresses, phone numbers, email addresses, work locations, and work schedules. The board’s proposal is a radical expansion of existing policies that already leave workers vulnerable to intimidation, threats, and coercion. Recent examples include:
- A union in Missouri is accused of using “mafia style” tactics against employees of a local construction company. According to the company’s owner, “It wasn’t such a big deal until they started making threats of bodily harm, started following me and my wife to our home, started following my employees to their homes.”
- A National Labor Relations Board regional office is charging a union in Washington state with destruction of property and threatening the families of company employees. According to the Daily Caller, the NLRB has charged the union with a “laundry list of violent and dangerous tactics.”
Employees provide personal information to employers expecting this sensitive information will be protected. Most employees would be shocked to learn the federal government was forcing employers to hand over their personal information to union bosses. The privacy of working families should be strengthened by policymakers, not weakened by an unelected labor board.
To safeguard the privacy of America’s workers, Health, Employment, Labor, and Pensions Subcommittee Chairman Phil Roe (R-TN) introduced the Employee Privacy Protection Act. The legislation will give workers greater control over the disclosure of their personal information and help modernize an outdated union election process.
THE EMPLOYEE PRIVACY PROTECTION ACT:
- Empowers workers to control the disclosure of their personal information. Employers would have seven days to provide a list of employee names and one additional piece of contact information chosen by each individual employee.
- Modernizes the union election process. In the age of email and smart phones, relying on home addresses is both outdated and dangerous. The bill allows employees to choose the easiest and safest way to communicate with union organizers.
- Rolls back the NLRB’s attempt to jeopardize the privacy of working families. When enacted, the legislation would prevent the board from achieving its radical invasion of employee privacy.
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