This bill deals with labor union bargaining units. A 2011 decision by the National Labor Relation Board (NLRB) allowed for the creation of what are known as "micro-unions," or multiple small bargaining units tied to an employer, craft, plant or subdivision unit. This bill would effectively prohibit such bargaining units and instead requiring the NLRB to determine a unit as appropriate for collective bargaining if it consists of "employees that share a sufficient community of interest."
The factors the NLRB must consider when making such determinations are (1) similarity of wages, benefits, and working conditions; (2) similarity of skills and training; (3) centrality of management and common supervision; (4) extent of interchange and frequency of contact between employees; (5) integration of the work flow and interrelationship of the production process; (6) the consistency of the unit with the employer’s organizational structure; (7) similarity of job functions and work; and (8) the bargaining history in the particular unit and the industry.
The bill also prohibits exclusion of employees from the unit "unless the group's interests are sufficiently distinct from those of other employees to warrant the establishment of a separate unit."