engaged in any unfair labor practice that significantly interferes with, restrains, or coerces employees in the exercise of such guaranteed rights.
Source: Employee Free Choice Act 09-HR1409 on Mar 10, 2009
Rated 0% by CEI, indicating a pro-worker rights voting record.
Heinrich scores 0% by CEI on union issues
The Competitive Enterprise Institute (CEI), a public policy organization dedicated to the principles of free markets and limited government, has created a Congressional Labor Scorecard for the 112th Congress focusing on worker issues. The score is determined based on policies that support worker freedom and the elimination of Big Labor's privileges across the country.
Votes in the current Congress score include:- Bill: H.R. 658, LaTourette Amendment No. 21: NO on repealing changes to the Railway Labor Act's voting rules.
- Bill: H.R. 658, Gingrey Amendment No. 18: YES to prohibit Federal Aviation Administration employees from using official--that is, taxpayer sponsored--time for union activities during the official workday.
- Bill: H.R. 1, Price Amendment No. 410: YES to defund the National Labor Relations Board (NLRB).
- Bill: H.R. 1, Guinta Amendment No. 166:
YES to prohibit imposing "prevailing wage" and other requirements in project labor agreements that advantage unionized contractors.
- Bill: H.R. 2017, Scalise Amendment No. 388: YES to prohibit project labor agreements in DHS contracts
- Bill: H.R. 2055, LaTourette Amendment No. 411: NO on funding for federal project labor agreements.
- Bill: H.R. 1, King Amendment No. 273: YES to eliminate the "Davis Bacon" prevailing wage rate requirement for federal projects.
- Bill: H.R. 2017, Gosar Amendment No. 386: YES to eliminate the "Davis Bacon" prevailing wage rate requirement for Department of Homeland Security contracts.
- Bill: H.R. 2354: Gosar Amendment No. 655: YES to restrict application of the Davis-Bacon Act to contracts exceeding $20 million.
- Bill: H.R. 2017: Rokita Amendment No. 2: YES to prohibit collective bargaining at the Transportation Security Administration (TSA).
Source: CEI website 12-CEI-H on May 2, 2012
Ban discriminatory compensation; allow 2 years to sue.
Heinrich signed Lilly Ledbetter Fair Pay Act
Amends the Civil Rights Act of 1964 to declare that an unlawful employment practice occurs when:- a discriminatory compensation decision or other practice is adopted;
- an individual becomes subject to the decision or practice; or
- an individual is affected by application of the decision or practice, including each time wages, benefits, or other compensation is paid.
Allows an aggrieved person to obtain relief, including recovery of back pay, for up to two years preceding the filing of the charge, where the unlawful employment practices that have occurred during the charge filing period are similar or related to practices that occurred outside the time for filing a charge. Applies the preceding provisions to claims of compensation discrimination under the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973.
[Note: A woman named Lilly Ledbetter filed a lawsuit for gender-based discriminatory compensation. The Supreme Court ruled that Ms. Ledbetter could only sue for damages going back 180 days, and the 180 days was calculated from the time her employment contract was initiated, i.e., her hire date. This new law changes the 180-day period to two years, and also calculates the date from the time of each paycheck, rather than the hire date. -- Ed.]
Source: S.181&H.R.11 2009-S181 on Jan 29, 2009
Stronger enforcement against gender-based pay discrimination.
Heinrich signed Paycheck Fairness Act
A bill to amend the Fair Labor Standards Act of 1938 to provide more effective remedies to victims of discrimination in the payment of wages on the basis of sex.- Revises the exception to the prohibition for a wage rate differential based on any other factor other than sex. Limits such factors to bona fide factors, such as education, training, or experience.
- Prohibits employer retaliation for inquiring about, discussing, or disclosing the wages of the employee in response to a sex discrimination investigation.
- Makes employers who violate sex discrimination prohibitions liable in a civil action for either compensatory or punitive damages.
- States that any action brought to enforce the prohibition against sex discrimination may be maintained as a class action in which individuals may be joined as party plaintiffs without their written consent.
Source: S.182&H.R.12 2009-S182 on Jan 8, 2009
Page last updated: Jun 11, 2012
