A lot of people have been asking what Kamala has done so I started doing some research into actions taken during her tenure as a US Senator. It appears that she's sponsored or cosponsored 164 bills. I will do my best to read and post her bills.
Senate Bill (SB) 471
"To direct the Occupational Safety and Health Administration to issue an occupational safety and health standard to protect workers from heat-related injuries and illnesses.”
https://www.congress.gov/bill/116th-congress/senate-bill/4781/text?s=1&r=1&fbclid=IwY2xjawESg6tleHRuA2FlbQIxMQABHYm01LS3qDyXnbAS8CCBHrA6yOyOp4GWvi7geDX5PEUvauwkOusNwwtW-w_aem_LiI98uRjdKgSH0R528emcg
S.3963 — 116th Congress (2019-2020) “COVID–19 Whistleblower Protection Act
This bill establishes whistleblower protections for government contractors and private sector workers who may witness waste, fraud, or abuse or be victims of misconduct with respect to a COVID-19 (i.e., coronavirus disease 2019) pandemic-related program, project, or activity. Specifically, employers may not discharge, demote, or otherwise discriminate against such protected individuals who disclose information concerning fraud, misuse, or other misconduct related to COVID-19 program funds. A protected individual may submit to the Department of Labor a complaint alleging a violation of these protections and Labor may adjudicate such complaints and award relief in accordance with the Internal Revenue Service whistleblower procedures.”
https://www.congress.gov/bill/116th-congress/senate-bill/3963?s=4&r=2&fbclid=IwY2xjawESg9dleHRuA2FlbQIxMAABHXTG8upuC59TfspkiEa1Hpb-W3FQK-LsB3mgv6TJqrgNDqaNKvmpv-Lt8w_aem_h9QdL6ssNGx_6uqm8GfPHg
S.2112 — 116th Congress (2019-2020) Domestic Workers Bill of Rights Act
This bill provides rights and protections for domestic workers, including pay and leave rights, and health and safety protections.
The bill, among other things
repeals the exemption under the Fair Labor Standards Act of 1938 for domestic live-in employees from certain minimum wage and maximum hour requirements;
requires written notices of termination and allow other communications for live-in domestic employees;
requires written agreements for domestic workers covering wages, sick leave, benefits, and other matters;
allows domestic workers to request and receive changes to work schedules due to personal events;
sets forth certain privacy rights for domestic workers;
expands coverage to domestic workers under Title VII of the Civil Rights Act of 1964 against discrimination in employment; and
increases the federal medical assistance percentage (FMAP) for certain Medicaid-funded medical services provided by domestic workers.
The Department of Labor shall (1) award grants for a domestic worker national hotline for reporting emergencies, training on hazards facing domestic workers, and workforce investment activities for domestic workers; and (2) establish a Domestic Worker Wage and Standards Board to investigate standards in the domestic workers industry.
Labor must provide domestic workers with a document that describes the rights and protections under the domestic workers bill of rights.
The Department of Health and Human Services must collect state Medicaid program data on the personal or home care aide workforce.
S.1911 - 21st Century SKILLS Act 21st Century Skills are Key to Individuals' Life-Long Success Act or the 21st Century SKILLS Act
This bill establishes certain workforce innovation and opportunity accounts to provide employed or unemployed individuals and dislocated workers access to upskill training and other educational opportunities in order to meet 21st century workforce demands.
Specifically, the bill (1) expands the use of certain workforce investment funds to provide workers with training and opportunities, and (2) replaces Technical Learning Accounts with Upskill Accounts to prepare employed or unemployed individuals for workforce demands.
The Department of Labor must award grants to states to provide for subgrants to certain sector partnerships or labor-management partnerships. Priority must be given to sector partnerships or labor-management partnerships that (1) demonstrate they will prepare the local workforce for employment in growing in-demand industry sectors or occupations, and (2) target low-income individuals.
In addition, Labor must also maintain a CareerOneStop website that contains, among other things (1) an Upskill Account Portal for eligible individuals to request such accounts, and (2) lists of approved training providers.”
https://www.congress.gov/bill/116th-congress/senate-bill/1911?s=4&r=4
S.575 - EMPOWER Act—Part 1 Ending the Monopoly of Power Over Workplace harassment through Education and Reporting Act-Part I or the EMPOWER Act-Part I
“This bill prohibits the use of nondisparagement and nondisclosure clauses that cover workplace harassment in employment contracts and directs the Equal Employment Opportunity Commission (EEOC) to take certain actions related to workplace harassment.
Specifically, the bill prohibits the use of nondisparagement and nondisclosure clauses in employment contracts if such clauses cover workplace harassment, including sexual harassment or retaliation for reporting harassment. It also prohibits the enforcement or attempted enforcement of such clauses.
Notwithstanding signing any nondisparagement or nondisclosure clause, an employee or applicant retains any right that person would otherwise have had to report a concern about workplace harassment to the EEOC and other specified agencies and any right that person would otherwise have had to bring an action in a court of the United States.
Additionally, the bill prohibits state immunity under the Eleventh Amendment to the Constitution from an action in a federal court for a violation related to workplace harassment.
The bill also directs the EEOC to (1) establish a confidential tip line that supplements its existing process for submitting a charge of discrimination; and (2) disseminate workplace training programs and information regarding workplace harassment, including sexual harassment.”
https://www.congress.gov/bill/116th-congress/senate-bill/575?s=4&r=5
S.385 — 116th Congress (2019-2020) “Fairness for Farm Workers Act
This bill amends the Fair Labor Standards Act of 1938 with respect to agricultural workers.
The bill requires employers, beginning in 2021, to compensate agricultural workers for hours worked in excess of their regular hours (i.e., 55 hours in 2021, 50 hours in 2022, 45 hours in 2023, and 40 hours in 2024) at not less than one and one-half times the employee's regular rate. For employers with 25 or fewer employees, the overtime pay requirements begin in 2024. These overtime pay requirements do not apply, as in current law, to employees who are the parent, spouse, child, or other member of the employer's immediate family.
The bill also repeals the exemption from overtime pay requirements for employers in various agriculture-related industries, including certain small farms, irrigation projects, sugar processing, and cotton ginning and compressing.”
https://www.congress.gov/bill/116th-congress/senate-bill/385?s=4&r=6
S.3131 — 115th Congress (2017-2018) Fairness for Farm Workers Act
This bill amends the Fair Labor Standards Act of 1938 with respect to agricultural workers.
The bill requires employers, beginning in 2019, to compensate agricultural workers for hours worked in excess of their regular hours (i.e., 55 hours in 2019, 50 hours in 2020, 45 hours in 2021, and 40 hours in 2022) at not less than one and one-half times the employee's regular rate. For employers with 25 or fewer employees, the overtime pay requirements begin in 2022. These overtime pay requirements do not apply, as in current law, to employees who are the parent, spouse, child, or other member of the employer's immediate family.
The bill also repeals the exemption from overtime pay requirements for employers in various agriculture-related industries, including certain small farms, irrigation projects, sugar processing, and cotton ginning and compressing.”
S.2994 — 115th Congress (2017-2018) Ending the Monopoly of Power Over Workplace Harassment through Education and Reporting Act-Part I or the EMPOWER Act-Part I
This bill makes it an unlawful practice for an employer to: (1) enter into a contract with an employee or applicant, as a condition of employment or employment status, if that contract contains a nondisparagement or nondisclosure clause that covers workplace harassment; and (2) enforce, or attempt to enforce, such a clause. This prohibition does not apply to a clause contained in a settlement agreement or separation agreement that resolves legal claims or disputes under specified conditions.
Notwithstanding signing any nondisparagement or nondisclosure clause, an employee or applicant retains any right that person would otherwise have had to report a concern about workplace harassment to the Equal Employment Opportunity Commission (EEOC) and other specified agencies and any right that person would otherwise have had to bring an action in a court of the United States.
The EEOC shall: (1) establish a confidential tip-line that supplements its existing process for submitting a charge of discrimination; and (2) provide for the development and dissemination of workplace training programs and information regarding workplace harassment, including sexual harassment.
https://www.congress.gov/bill/115th-congress/senate-bill/2994?s=4&r=8
Memorial Day, what is it and why do we celebrate it?
Memorial Day (originally called Decoration Day) was established to honor the soldiers that fought and died in the Civil War and was first celebrated on May 30th, 1868. On the first Decoration Day 5,000 volunteers decorated the graves of more than 20,000 Union and Confederate soldiers at Arlington National Cemetery. In 1873 New York became the first state to recognize Decoration Day. In the 1880’s the name was changed to Memorial Day and in 1890 all northern states recognized Memorial Day. However, it wasn’t until after World War I that the south honored the day when the holiday was changed to honor all who died in war, not just the Civil War. In 1971 Congress passed the National Holiday Act which established the last Monday of May as Memorial Day making it a Federal Holiday.
While many of us are enjoying our union negotiated three-day weekend, we must not forget that Memorial Day is a day to honor the fallen heroes that have fought and died protecting the right to “Life, Liberty and the Pursuit of Happiness. The right to assemble, join and build our union movements. The right to pursue fair wages and decent working conditions for America’s working families. When shopping for your Memorial Day weekend please support your union brothers and sisters by buying American and Union made!
We at Labor Front support our soldiers on the front lines and the families of those who have fallen, may they rest in peace.
Services for Free?
I think most people consider the economy of the United States to be built on capitalism. Most of my conservative friends abhor any intrusion on business by government. I vividly remember the cries of “it’s General Motors…….NOT Government Motors” when the Obama administration helped guide the American auto industry back from the brink of bankruptcy. Nope, most people do not want the government involved in any dealings that have to do with businesses. Which begs the question why they would constantly push anti-union legislation like Right to Work?
What most people fail to realize is that unions are businesses and are subjected to the same rules as most businesses. They have many of the same expenses that other businesses have, work comp, building expenses, administrative expenses, the list goes on. Unions are in the business of providing services to their members whether it’s holding a company accountable when they violate the terms of their collective bargaining agreement or holding member education classes or safety trainings etc.
Why in a capitalistic society would anyone expect any business to provide their services for free? Could you imagine owning a local gym and being forced by the government to allow freeloaders the right to use the gym’s equipment and not have to pay the monthly fee? How is that different than forcing a union to provide their services for free?
Politicians like to say that it’s about “choice”, employees should be able to choose whether or not to belong to a union. What those politicians fail to realize is that when someone chooses to work for a company who’s employees are represented by a union they do so of their own free will, in other words, they CHOOSE to work there. Most of the time it is because of the better wages and benefits negotiated by the union. Similar to when a home buyer chooses to purchase a home in a neighborhood with an Home Owners Association, they do so knowing there will be HOA fees and that those fees provide services neighborhood’s without HOA’s don’t have.
The only reason these politicians consistently push Right to Work is because the know it will weaken the unions and give a bigger advantage to their corporate masters. No one should be forced to provide their services for free.