Know Your Labor Rights Act
- Bill Number
- S. 4366
- Origin Chamber
- Senate
- Congress
- 119th Congress, Session 2
- Policy Area
- Labor and Employment
- Status
- Introduced
- Latest Action
- 2026-04-21: Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
- Last Updated
- 2026-05-01T18:53:01Z
AI-Generated Summary
Know Your Labor Rights Act (S. 4366)
Purpose
This bill amends the National Labor Relations Act (NLRA), a law that protects workers' rights to organize unions and engage in collective bargaining, to require employers to inform employees about their rights under the NLRA through posted notices and notifications to new hires. The goal is to increase transparency and awareness of these protections.
Key Provisions
- Notice Posting Requirement: The National Labor Relations Board (NLRB, the federal agency enforcing the NLRA) must create rules requiring employers to post notices in visible physical and electronic locations (e.g., break rooms, company intranets) explaining employees' rights under the NLRA.
- Free Access to Notices: The NLRB must provide the notice text and form for free on its website for employers to download.
- New Employee Notification: Employers must inform each new hire about the notice's content.
- Penalties for Non-Compliance: If an employer violates these rules, the NLRB can issue a compliance order and impose a civil penalty of up to $500 per violation (a civil penalty is a fine for breaking regulations).
Significant Changes to Existing Law
- Adds a new subsection (h) to Section 8 of the NLRA, mandating notice posting and new employee notifications—requirements not previously in the law.
- Expands Section 12 of the NLRA to include specific penalties for posting violations, separate from existing penalties for interfering with NLRB processes.
Potential Impacts
- Employers: Increased compliance burden to post notices and notify new employees, with risk of fines up to $500 per violation.
- Employees and Job Applicants: Greater awareness of NLRA rights, such as protection from retaliation for union activities, potentially leading to more enforcement actions.
- NLRB: Must develop and publish regulations, provide notices online, and handle enforcement, which could increase administrative workload.
- No direct impacts on citizens broadly or international relations.
Main Stakeholders Affected
- Employers (all covered under NLRA, mainly private-sector businesses with employees).
- Employees and job applicants in the private sector.
- National Labor Relations Board (enforces the rules).
Notable Legal, Constitutional, or Political Implications
- Legal: Strengthens NLRA enforcement by promoting employee education; penalties are modest and capped, similar to other labor notice rules (e.g., for wage laws).
- Constitutional: No major issues; posting requirements align with existing First Amendment precedents allowing government-mandated workplace notices.
- Political: Bipartisan sponsorship (Sens. Hawley and Hassan), indicating cross-party support for worker transparency without broader labor reforms.
This summary was generated by AI and may contain inaccuracies. Refer to the official source document for the authoritative text.
Sponsor
Cosponsors (1)
Sen. Hassan, Margaret Wood [D-NH]
Recent Actions
- 2026-04-21: Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
- 2026-04-21: Introduced in Senate
Bill Versions
- Know Your Labor Rights Act — issued 2026-04-21 — PDF (3 pages)