Union Members Right to Know Act

LEGISLATIVE PROGRESS

STEP 2 OF 8

Introduced

In Committee

Reported

Passed Senate

Passed House

Conference

To President

Became Law

Introduced
In Committee
Reported
Passed Senate
Passed House
Conference
To President
Became Law

WHAT THE BILL DOES

AI-written

This bill matters because it aims to increase transparency and accountability within labor unions. If it becomes law, union members would have clearer, more consistent access to information about their legal rights and how their financial contributions are being spent. This could lead to members having more direct influence over union expenditures for non-bargaining activities, such as political advocacy.

For unions, this bill would mean additional administrative work and could potentially impact their funding for activities not directly tied to collective bargaining, as members would need to actively consent to these uses annually. Voters should care because it addresses the balance of power and information between labor unions and their individual members, potentially reshaping union finances and activities across the country.

KEY PROVISIONS

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Requires labor organizations to provide members with a copy of the LMRDA, a summary of religious accommodation rights, and a summary of rights under Communications Workers v. Beck.

This ensures members are informed about key legal protections and their rights regarding union membership and dues.

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Mandates unions to provide this information by mail or email to new members within 30 days, to existing members annually, and to maintain a hyperlink on their website homepage.

This guarantees consistent and accessible communication of important rights to all union members.

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Prohibits the use of member dues for non-representational activities unless the member provides written authorization after a 35-day notice period.

This gives individual members direct control over how their money is used for activities not directly related to collective bargaining.

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Stipulates that any such authorization expires after one year and cannot be automatically renewed, requiring active re-authorization.

This ensures ongoing, active consent from members for the use of their dues for non-representational purposes.

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Requires union presidents and treasurers to submit certifications to the Secretary of Labor confirming compliance with disclosure requirements.

This creates an accountability mechanism to ensure unions adhere to the new transparency rules.

DEADLINES & DATES

AI-extracted

An AI model extracted this from the bill’s official record and can make mistakes. Check the official text ↗ (opens in new tab)

Not later than 180 days after the date of enactment.

Secretary of Labor to issue implementing regulations.

Within 30 days of joining (for those joining on or after 90 days after enactment).

Initial disclosures to new employees joining a labor organization.

Not later than 1 year after the date of enactment.

Initial disclosures to existing members of a labor organization.

Annually.

Annual disclosures to all members of a labor organization.

Not later than 180 days after the date of enactment.

Initial certification of website compliance to the Secretary of Labor.

Not later than 18 months after the date of enactment, and on an annual basis thereafter.

Ongoing annual certification of compliance with disclosure requirements to the Secretary of Labor.

Not less than 35 days.

Notice period before an employee authorizes non-representational dues expenditure.

GLOSSARY

AI-written

Labor Organization: A union or association of workers formed to protect and further their rights and interests.
Labor-Management Reporting and Disclosure Act of 1959 (LMRDA): A federal law that establishes rights for union members and requires labor organizations to file financial and other reports with the U.S. Department of Labor.
Non-representational activities: Union activities that are not directly related to collective bargaining, contract administration, or handling grievances, such as political lobbying or charitable donations.
Collective Bargaining: The process where a union negotiates with an employer on behalf of employees regarding wages, hours, and other terms and conditions of employment.
Reasonable Accommodation (religious): An adjustment or change in the workplace that allows an employee to practice their religion, as long as it does not cause undue hardship for the employer. In this context, it refers to an employee's right to avoid paying union dues for religious reasons.
Communications Workers v. Beck: A 1988 Supreme Court decision that affirmed the right of employees covered by a union security agreement to pay only that portion of union dues that is allocable to collective bargaining, contract administration, and grievance adjustment, rather than full union membership dues.

ACTION TIMELINE

2 EVENTS

NOV 6, 25

Introduced in Senate

INTROREFERRAL

NOV 6, 25

Read twice and referred to the Committee on Health, Education, Labor, and Pensions.

INTROREFERRAL

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Committee Referrals

Health, Education, Labor, and Pensions CommitteeReferred

Nov 6, 2025

senate

Union Members Right to Know Act

LEGISLATIVE PROGRESS

WHAT THE BILL DOES

KEY PROVISIONS

SPONSORSHIP

ACTION TIMELINE

BILL INFO

READER REACTIONS

Discussion

Union Members Right to Know Act

LEGISLATIVE PROGRESS

WHAT THE BILL DOES

KEY PROVISIONS

DEADLINES & DATES

GLOSSARY

ACTION TIMELINE

SPONSORS

READER REACTIONS

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Discussion

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Union Members Right to Know Act

LEGISLATIVE PROGRESS

WHAT THE BILL DOES

KEY PROVISIONS

SPONSORSHIP

ACTION TIMELINE

BILL INFO

READER REACTIONS

Discussion

Union Members Right to Know Act

LEGISLATIVE PROGRESS

WHAT THE BILL DOES

KEY PROVISIONS

DEADLINES & DATES

GLOSSARY

ACTION TIMELINE

SPONSORS

READER REACTIONS

What do you think?

Discussion

MORE INFORMATION

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