Skip to Content

Press Releases

Foxx, Good Question DOL for Shaming Job Creators Who Don’t Share Biden’s Big Labor Bias

DOL Demands Financial Information Long Protected Under the Law

WASHINGTON, D.C., August 3, 2023

WASHINGTON – Today, Education and the Workforce Committee Chairwoman Virginia Foxx (R-NC) and Health, Employment, Labor, and Pensions Subcommittee Chairman Bob Good (R-VA) sent a letter to Acting Secretary of Labor Julie Su slamming the Office of Labor-Management Standards (OLMS) for demanding financial information related to company officials and supervisors who discussed issues related to collective bargaining. This information has long been considered exempt from disclosure under the Labor-Management Reporting and Disclosure Act (LMRDA), but DOL is working to name and shame companies who don’t share Biden’s Big Labor bias. 

In the letter, Foxx and Good write: “The Committee has learned that the Office of Labor-Management Standards (OLMS) is demanding employers report financial information related to company officials and supervisors who engaged in persuader activity that has long been considered exempt from disclosure under the LMRDA.”

The letter continues: “OLMS’s claim is contrary to its own interpretive manual …. OLMS’s approach is also contrary to the obvious purpose of the statute regarding employer reporting requirements…. OLMS has the responsibility to enforce the LMRDA and to ensure unions and employers properly report certain expenditures. However, OLMS does not have a license to engage in actions that are contrary to the LMRDA and its own interpretive manual.”

The lawmakers conclude by requesting: 

  •  A list of all employers OLMS communicated with to request they file LM-10 reports under LMRDA Section 203 based on evidence that their own company officers engaged in travel to company facilities to discuss issues related to collective bargaining with workers;
  • A list of all employers OLMS has issued subpoenas to in order to enforce Section 203;
  • Any guidance sent to OLMS regional offices about enforcing Section 203;
  • All documents and materials discussing the decision by OLMS to implement the novel interpretation of the statute that triggered these communications with employers; and
  • The specific legal authority OLMS is using to engage in this enforcement activity.

To read the full letter, click here.
Stay Connected