Referred to the House Committee on Education and Workforce.
The bill amends the National Labor Relations Act to prohibit employers from terminating or altering an employee’s group health plan coverage during employer lock-outs and during lawful employee strikes. It defines "group health plan" by cross-reference to ERISA and creates civil penalties for violations: up to $75,000 per violation for lock-out related violations (doubling in repeat/serious cases), and up to $50,000 per violation for strike-related violations (doubling in repeat/serious cases).
Left emphasizes worker health protections and deterrence via penalties.
Relative to its intended legislative type, this bill is a targeted substantive amendment to the NLRA that clearly states its prohibition and creates monetary penalties enforced by the Board.
The bill amends the National Labor Relations Act to prohibit employers from terminating or altering an employee’s group health plan coverage during employer lock-outs and during lawful employee strikes.
It defines "group health plan" by cross-reference to ERISA and creates civil penalties for violations: up to $75,000 per violation for lock-out related violations (doubling in repeat/serious cases), and up to $50,000 per violation for strike-related violations (doubling in repeat/serious cases).
The bill authorizes civil penalties against directors or officers in appropriate cases and directs the NLRB to weigh gravity, employer size, prior history, and public interest when setting penalties.
Substantive but narrow labor protection; faces predictable opposition from employer interests and legal challenges, limiting prospects absent broad legislative dealmaking.
Relative to its intended legislative type, this bill is a targeted substantive amendment to the NLRA that clearly states its prohibition and creates monetary penalties enforced by the Board. It is reasonably well integrated into existing NLRA structure and references ERISA for the group health plan definition, but it omits detailed definitions, administrative procedures, fiscal impact acknowledgment, and explicit coordination with parallel health-plan law.
Left emphasizes worker health protections and deterrence via penalties.
These are examples from the analysis, not a ranked list of the most-affected groups.
Left emphasizes worker health protections and deterrence via penalties.
Likely strongly supportive.
The bill preserves health coverage during collective action and holds employers accountable for cutting benefits.
It aligns with priorities to protect workers’ access to healthcare and deter coercive employer tactics.
Generally supportive but cautious.
The policy protects workers' health coverage while raising questions about implementation, enforcement capacity, and unintended bargaining consequences.
Would favor technical fixes and measured enforcement provisions.
Likely opposed.
The bill expands NLRB authority and employer liability, interfering with employer bargaining tools and increasing regulatory and financial burdens.
Concerns center on federal overreach and adverse economic effects.
Reached or meaningfully advanced
Reached or meaningfully advanced
Still ahead
Still ahead
Still ahead
Substantive but narrow labor protection; faces predictable opposition from employer interests and legal challenges, limiting prospects absent broad legislative dealmaking.
The bill has not accumulated any surfaced votes yet.
Left emphasizes worker health protections and deterrence via penalties.
Substantive but narrow labor protection; faces predictable opposition from employer interests and legal challenges, limiting prospects abse…
Relative to its intended legislative type, this bill is a targeted substantive amendment to the NLRA that clearly states its prohibition and creates monetary penalties enforced by the Board. It is reasonably well integr…
Go beyond the headline summary with full stakeholder mapping, legislative design analysis, passage barriers, and lens-by-lens tradeoff breakdowns.