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Truth in Employment Act of 2019 This bill amends the National Labor Relations Act to provide that nothing relating to the prohibitions against unfair labor practices in that Act shall be construed as requiring an employer to employ any person who seeks or has sought employment with the employer in furtherance of other employment or agency status.

Labor Leave Act This bill requires an employer to maintain an employee's health care coverage during any period the employee takes family and medical leave when the employer engages in a lockout during the period of leave. (In this bill, "lockout" means a labor dispute involving a work stoppage, in which an employer withholds work from its employees in order to gain a concession from the employees.)

Transformation to Competitive Employment Act This bill addresses employment standards for individuals with disabilities. The bill directs the Department of Labor to award grants to states and certain eligible entities to assist them in transforming their business and program models to support individuals with disabilities by * operating competitive integrated employment businesses, * assisting disabled individuals in finding and retaining work in such employment, and * providing integrated employment and integrated community participation and wraparound services for such individuals. The bill prohibits the issuance of new special certificates that allow payment of subminimum wages to disabled individuals and phases out existing certificates over a six year period. The bill directs the Office of Disability Employment of Labor to award grants to provide technical assistance to employers transitioning from special certificates to competitive integrated employment for disabled individuals. Labor must contract with a nonprofit entity to conduct an evaluation of the impact of the transitioning requirements of this bill.

Transformation to Competitive Employment Act This bill addresses employment standards for individuals with disabilities. The bill directs the Department of Labor to award grants to states and certain eligible entities to assist them in transforming their business and program models to support individuals with disabilities by * operating competitive integrated employment businesses, * assisting disabled individuals in finding and retaining work in such employment, and * providing integrated employment and integrated community participation and wraparound services for such individuals. The bill prohibits the issuance of new special certificates that allow payment of subminimum wages to disabled individuals and phases out existing certificates over a six year period. The bill directs the Office of Disability Employment of Labor to award grants to provide technical assistance to employers transitioning from special certificates to competitive integrated employment for disabled individuals. Labor must contract with a nonprofit entity to conduct an evaluation of the impact of the transitioning requirements of this bill.

Public Safety Employer-Employee Cooperation Act This bill requires the Federal Labor Relations Authority to determine whether a state substantially provides public safety officers or employees * the right to form and join a labor organization; * recognition by public safety employers of the employees' labor organization, agreement to bargain with the organization, and reduction of any agreements to writing in a contract or memorandum of understanding; * the right to bargain over hours, wages, and terms and conditions of employment; and * binding interest arbitration to resolve an impasse in collective bargaining negotiations. The bill makes the authority responsible for (1) determining the appropriateness of units for labor representation; (2) supervising elections; (3) conducting hearings and resolving complaints of unfair labor practices; and (4) protecting the right of employees to form, join, or assist any labor organization, or to refrain from doing so. An employer, public safety officer, or labor organization may not engage in a lockout, sickout, work slowdown, strike, or any other organized job action that will measurably disrupt the delivery of emergency services and is designed to compel an employer, public safety officer, or labor organization to agree to the terms of a proposed contract.

Public Safety Employer-Employee Cooperation Act This bill addresses the rights of public safety officers or employees to form and join a labor organization and to participate in certain organized job actions. The bill requires the Federal Labor Relations Authority (NLRA) to determine whether a state substantially provides public safety officers or employees * the right to form and join a labor organization; * recognition by public safety employers of the employees' labor organization, agreement to bargain with the organization, and reduction of any agreements to writing in a contract or memorandum of understanding; * the right to bargain over hours, wages, and terms and conditions of employment; and * binding interest arbitration to resolve an impasse in collective bargaining negotiations. The bill makes the NLRA responsible for (1) determining the appropriateness of units for labor representation; (2) supervising elections; (3) conducting hearings and resolving complaints of unfair labor practices; and (4) protecting the right of employees to form, join, or assist any labor organization, or to refrain from doing so. An employer, public safety officer, or labor organization may not engage in a lockout, sickout, work slowdown, strike, or any other organized job action that will measurably disrupt the delivery of emergency services and is designed to compel an employer, public safety officer, or labor organization to agree to the terms of a proposed contract.

Tribal Labor Sovereignty Act of 2019 This bill amends the National Labor Relations Act (NLRA) to exclude Native American tribes and tribal enterprises and institutions on tribal land from requirements for employers under the NLRA. (Currently under the NLRA, employers may not engage in unfair labor practices and must allow employees to form unions, engage in collective bargaining, and take collective action.)

Tribal Labor Sovereignty Act of 2019 This bill amends the National Labor Relations Act (NLRA) to exclude Native American tribes and tribal enterprises and institutions on tribal land from requirements for employers under the NLRA. (Currently under the NLRA, employers may not engage in unfair labor practices and must allow employees to form unions, engage in collective bargaining, and take collective action.)

Frontline At-Risk Manual Laborers Protection Act or the FARM Laborers Protection Act This bill requires agricultural employers that receive federal agricultural-specific funding related to COVID-19 (i.e., coronavirus disease 2019) to provide employees with emergency paid sick leave and specified premium pay through 90 days after the date on which the COVID-19 public health emergency ends. Specifically, during such period, such agricultural employers must provide paid sick time to employees who are unable to work due to the effects of COVID-19. Full-time employees are entitled to 80 hours of such leave and part-time employees are entitled to such leave in the amount of the average number of hours the employee works during an average two-week period. Under current law, employers of fewer than 50 employees may be exempt from these emergency paid sick leave requirements. The bill also requires such agricultural employers to provide premium pay of $13 per hour up to a maximum of $10,000 per employee, or a maximum of $5,000 for employees who earn $100,000 or more per year, during the public health emergency and 90 days thereafter. The Department of Labor must provide grants for agricultural employers to meet these premium pay requirements. Labor also must promulgate rules to limit the involuntary furlough or termination of applicable agricultural workers during such time period. Additionally, the bill establishes grants to agricultural employers with 50 or fewer employees to provide employees with handwashing stations, portable restrooms, and personal protective equipment that comply with guidelines issued by the Centers for Disease Control and Prevention.

Creating Pathways for Youth Employment Act This bill authorizes the Department of Labor to make available the following amounts for youth employment programs: * up to $1.5 billion to provide youth ages 14-24 with subsidized summer employment opportunities, * and up to $2 billion to provide them with subsidized year-round employment opportunities. Labor must award * one-year planning and three-year implementation grants out of the subsidized summer employment opportunities funding, and * similar grants out of the subsidized year-round employment opportunities funding. To be eligible to receive these grants, an entity must be a state, local government, Indian tribe or tribal organization, or community-based organization that meets certain partnership requirements of this bill Labor shall establish performance measures to carry out annual reviews of each grant recipient.

Creating Pathways for Youth Employment Act This bill authorizes the Department of Labor to make available the following amounts for youth employment programs: * up to $1.5 billion to provide youth ages 14-24 with subsidized summer employment opportunities, and * up to $2 billion to provide them with subsidized year-round employment opportunities. Labor must award * one-year planning and three-year implementation grants out of the subsidized summer employment opportunities funding, and * similar grants out of the subsidized year-round employment opportunities funding. To be eligible to receive these grants, an entity must be a state, local government, Indian tribe or tribal organization, or community-based organization that meets certain partnership requirements of this bill Labor shall establish performance measures to carry out annual reviews of each grant recipient.

Independent Labor Secretariat for Fair Trade Deals Act This bill establishes a Labor Secretariat to (1) address transnational issues relating to labor, (2) monitor and enforce labor-related trade agreement provisions, and (3) provide research relating to the effects of trade agreements on jobs and communities in countries covered by such agreements.

Direct Creation, Advancement, and Retention of Employment Opportunity Act or the Direct CARE Opportunity Act This bill directs the Department of Labor to award grants to recruit, retain, or provide advancement opportunities to direct care workers. The term "direct care worker" includes home health aides, psychiatric aides, nursing assistants, and personal care aides who assist seniors and persons with disabilities in their homes.

Federal Labor-Management Partnership Act of 2019 This bill establishes the Federal Labor-Management Partnership Council. Among other things, the council must do the following: * advise the President on matters involving labor-management relations in the executive branch, and * support the creation of local labor-management partnership councils in the executive branch.

Federal Labor-Management Partnership Act of 2019 This bill establishes the Federal Labor-Management Partnership Council. Among other things, the council must do the following: * advise the President on matters involving labor-management relations in the executive branch, and * support the creation of local labor-management partnership councils in the executive branch.

Protecting the Right to Organize Act of 2019 This bill amends the National Labor Relations Act and related labor laws to extend protections to union workers. Specifically, it * revises the definition of "employee" and "supervisor" to prevent employers from classifying employees as exempt from labor law protections, * expands unfair labor practices to include prohibitions against replacement of or discrimination against workers who participate in strikes, * makes it an unfair labor practice to require or coerce employees to attend employer meetings designed to discourage union membership, * permits workers to participate in collective or class action litigation, * allows injunctions against employers engaging in unfair labor practices involving discharge or serious economic harm to an employee, * expands penalties for labor law violations, including interference with the National Labor Relations Board or causing serious economic harm to an employee, and * allows any person to bring a civil action for harm caused by labor law violations or unfair labor practices.

Worker Flexibility and Small Business Protection Act of 2020 This bill classifies certain workers as employees, permits employees to request work schedule flexibility, expands oversight mechanisms for certain labor protections, requires employers to post compliance ratings, and provides standards for interpreting and applying certain worker rights. First, the bill provides that workers only may be classified under various labor laws as independent contractors, and not employees, in specified circumstances. It also permits employees to continue, or request, work schedule flexibility. The bill also defines the termmultiple employersunder various labor laws and makes parent companies responsible for the labor requirements of subsidiary employers. Certain owners, officers, and managers of companies may be assessed civil penalties for violations of certain labor laws; the 10 largest shareholders of employers also may be jointly liable for damages and civil penalties against such employers. Employers also are responsible for the labor protections of employees provided through staffing companies (e.g., temporary employees), including providing wages comparable to direct employees performing similar work. Additionally, employers must post a rating of their compliance with applicable labor laws as determined by the Department of Labor. Finally, the bill requires that specified labor laws are interpreted to include as employees workers or individuals claiming such classification. Further, agencies may not take actions to reduce employee protections under such laws without approval by Congress, and the bill provides standards of interpretation for judicial review.

Worker Flexibility and Small Business Protection Act of 2020 This bill classifies certain workers as employees, permits employees to request work schedule flexibility, expands oversight mechanisms for certain labor protections, requires employers to post compliance ratings, and provides standards for interpreting and applying certain worker rights. First, the bill provides that workers only may be classified under various labor laws as independent contractors, and not employees, in specified circumstances. It also permits employees to continue, or request, work schedule flexibility. The bill also defines the termmultiple employersunder various labor laws and makes parent companies responsible for the labor requirements of subsidiary employers. Certain owners, officers, and managers of companies may be assessed civil penalties for violations of certain labor laws; the 10 largest shareholders of employers also may be jointly liable for damages and civil penalties against such employers. Employers also are responsible for the labor protections of employees provided through staffing companies (e.g., temporary employees), including providing wages comparable to direct employees performing similar work. Additionally, employers must post a rating of their compliance with applicable labor laws as determined by the Department of Labor. Finally, the bill requires that specified labor laws are interpreted to include as employees workers or individuals claiming such classification. Further, agencies may not take actions to reduce employee protections under such laws without approval by Congress, and the bill provides standards of interpretation for judicial review.

Upholding Worker Protections Act This bill prohibits the Department of Labor from implementing or enforcing the final ruleJoint Employer Status under the Fair Labor Standards Act,published by Labor on January 16, 2020.

Labor, Human, and Civil Rights Trade Policy Act This bill requires trade agreement implementing bills to (1) adhere to certain labor standards; and (2) ensure that parties demonstrate respect for internationally recognized human rights, as indicated through assessments over a period of at least 10 years.

Departments of Labor, Health and Human Services, and Education, and Related Agencies Appropriations Act, 2021 This bill provides FY2021 appropriations to the Departments of Labor, Health and Human Services, and Education; and related agencies. The bill provides appropriations to the Department of Labor for * the Employment and Training Administration, * the Employee Benefits Security Administration, * the Pension Benefit Guaranty Corporation, * the Wage and Hour Division, * the Office of Labor-Management Standards, * the Office of Federal Contract Compliance Programs, * the Office of Workers' Compensation Programs, * the Occupational Safety and Health Administration, * the Mine Safety and Health Administration, * the Bureau of Labor Statistics, * the Office of Disability Employment Policy, and * Departmental Management. The bill provides appropriations to the Department of Health and Human Services for * the Health Resources and Services Administration, * the Centers for Disease Control and Prevention, * the National Institutes of Health, * the Substance Abuse and Mental Health Services Administration, * the Agency for Healthcare Research and Quality, * the Centers for Medicare and Medicaid Services, * the Administration for Children and Families, * the Administration for Community Living, and * the Office of the Secretary. The bill provides appropriations to the Department of Education for * Education for the Disadvantaged; * Impact Aid; * School Improvement Programs; * Indian Education; * Innovation and Improvement; * Safe Schools and Citizenship Education; * English Language Acquisition; * Special Education; * Rehabilitation Services; * Special Institutions for Persons with Disabilities; * Career, Technical, and Adult Education; * Student Financial Assistance; * Student Aid Administration; * Higher Education; * Howard University; * the College Housing and Academic Facilities Loan Program; * the Historically Black College and University Capital Financing Program Account; * the Institute of Education Sciences; and * Departmental Management. The bill provides appropriations to Related Agencies, including * the Committee for Purchase From People Who Are Blind or Severely Disabled, * the Corporation for National and Community Service, * the Corporation for Public Broadcasting, * the Federal Mediation and Conciliation Service, * the Federal Mine Safety and Health Review Commission, * the Institute of Museum and Library Services, * the Medicaid and CHIP Payment and Access Commission, * the Medicare Payment Advisory Commission, * the National Council on Disability, * the National Labor Relations Board, * the National Mediation Board, * the Occupational Safety and Health Review Commission, * the Railroad Retirement Board, and * the Social Security Administration. The bill also sets forth requirements and restrictions for using funds provided by this and other appropriations Acts.

Protecting the Right to Organize Act of 2019 This bill expands various labor protections related to employees' rights to organize and collectively bargain in the workplace. Specifically, it * revises the definition of employee, supervisor, and employer to broaden the scope of individuals covered by the fair labor standards; * permits a labor organization to encourage participation of union members in strikes initiated by employees represented by a different labor organization (i.e., secondary strikes); * terminates the right of employers to bring claims against unions that conduct such secondary strikes; * permits the National Labor Relations Board (NLRB) to conduct economic analysis; * allows collective-bargaining agreements to require all employees represented by the bargaining unit to contribute fees to the labor organization for the cost of such representation, notwithstanding a state law to the contrary; * expands unfair labor practices to include prohibitions against replacement of, or discrimination against, workers who participate in strikes; * makes it an unfair labor practice to require or coerce employees to attend employer meetings designed to discourage union membership; * prohibits employers from entering into agreements with employees under which employees waive the right to pursue or a join collective or class-action litigation; and * requires the NLRB to promulgate rules requiring employers to post notices of employees' labor rights and protections and establishes penalties for failing to comply with such requirement. The bill also addresses the procedures for union representation elections. Among other changes, the bill * prohibits employers from participating in any NLRB representation proceedings, * requires employers to provide a list of voters to the labor organization seeking to represent the bargaining unit in an NLRB-directed election, * compels employers to bargain with a labor organization that has received a majority of valid votes for representation in an NLRB-directed election, and * provides statutory authority for the requirement that the NLRB must set preelection hearings to begin not later than 8 days after notifying the labor organization of such a petition and set postelection hearings to begin not later than 14 days after an objection to a decision has been filed. The bill modifies the protections against unfair labor practices that result in serious economic harm such as the discharge of an employee. Specifically, the bill * removes current limits on a court's ability to provide temporary injunctive relief upon a petition by the NLRB; * expands the available remedies for employees subject to such harms to include two times the amount of actual damages (e.g., back pay), consequential damages; and punitive damages; and * establishes a civil penalty in addition to any damage awards. The bill further prohibits employers from taking adverse actions against an employee, including employees with management responsibilities, in response to that employee participating in protected activities related to the enforcement of the prohibitions against unfair labor practices (i.e., whistleblower protections). Such protected activities include * providing information about a potential violation to an enforcement agency, * participating in an enforcement proceeding, * initiating a proceeding concerning an alleged violation or assisting in such a proceeding, or * refusing to participate in an activity the employee reasonably believes is a violation of labor laws. The bill also specifies procedures for adjudicating complaints, including, filing requirements, criteria for making determinations of violations, types of available relief, evidentiary guidelines, and judicial review of NLRB determinations. The bill generally establishes penalties and permits injunctive relief against entities that fail to comply with NLRB orders and creates a private right of action for employees to bring claims against employers interfering with employees' rights to organize or join a labor organization. Additionally, the bill modifies the reporting requirements for employers engaged in arrangements with third-parties to persuade employees not to organize. Specifically, the bill narrows the scope of the exemption for arrangements that are considered legal advice or representation. The Government Accountability Office must analyze and report on comparative collective-bargaining practices in countries outside the United States.

Future in Logging Careers Act This bill exempts from child labor laws an employee between the ages of 16 and 18 years who is employed in an occupation that the Department of Labor finds to be particularly hazardous for the employment of children between such ages by a person who is a parent, or standing in the place of a parent of such employee, or by a timber harvesting employer or a mechanized timber harvesting employer owned or operated by such person.

End Employer Collusion Act This bill makes it unlawful for any entity to enter into a restrictive employment agreement, or to enforce or threaten to enforce a restrictive employment agreement. A "restrictive employment agreement" is any agreement between two or more employers that prohibits or restricts one employer from soliciting or hiring another employer's employees or former employees. The bill provides for penalties under the Sherman Act and the Federal Trade Commission Act for entering into a restrictive employment agreement.

Children's Act for Responsible Employment and Farm Safety of 2019 or the CARE Act of 2019 This bill revises labor provisions for protecting child workers, including those employed in agriculture, and increases the civil penalties for violations of such provisions and imposes new criminal penalties for violations resulting in the death or serious injury or illness of a child worker. Specifically, the bill revises the definition ofoppressive child laborto prohibit the employment of children under 14 years of age and imposes new employer reporting requirements for work-related injuries or deaths of agricultural employees under the age of 18. The Department of Labor must analyze, collect, and report on data concerning children under the age of 18 who are employed in agriculture and each work-related injury, illness, or death of any such child. Labor must also revise regulations to prohibit the employment of a child under the age of 18 as a pesticide handler.