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Labor Management Reporting and Disclosure Act

HomeEmployer/Employee IssuesLabor Management Reporting and Disclosure Act

However good the relationship may be between the workforce and the entrepreneurs, there is always an undercurrent of mistrust between each other, mainly related to financial disclosures of specific transactions by the employers and working in labor organizations.

However, this mistrust or conflict is resolved if the Labor-Management Reporting and Disclosure Act of 1959 is strictly followed.

The primary purpose

  • The LMRDA or the Landrum- Griffin Act of 1959 aims to protect individual union members from any dispute arising from administrative practices.
  • Maintaining a standard for electing officers for the labor organization,
  • Reporting and disclosing certain financial transactions preventing abuses in the administration of the labor trust and many more.

The various sections of the Act

Section 101 (a) (1) of the Act states that the members of any union have the right to vote for electing representatives, nominate candidates, and take part in union meetings.

However, the rights are governed by rules and regulations of the labor organization written in the bylaws and the union's constitution following the tenets of LMRDA of 1959.

The reasonable rules and regulations stipulate that all members should follow the guidelines and have equal rights if not stated otherwise.

Section 101 (a) (2) of the Labor-Management Reporting and Disclosure Act of 1959 also protects the rights of each member of the union to meet other members or to assemble with all or any other members.

The freedom of expression, including disagreement and criticism of the union activity by the members, are protected through this Act, provided the actions do not violate the main LMRDA act of 1959.

Section 101 (a) (3) of the act mentions, the union members are protected for raises with the union dues without going through the established procedures at the beginning.

Sections 101 (a) (4) of the Act also protect the union members from any punishment (retribution) or file a suit against the labor union or any of the members of the same.

Instead, an internal investigation, inquiry, and administrative process are encouraged to resolve the disputes, if any, to avoid filling a suit and amicably settling the dispute.

Section 101 (a) (5) of the act mentions, the union cannot take any disciplinary action against any union members without serving any notice except for non-payment of dues.

Also, a reasonable time frame should be mentioned in the show-cause notice so that the defendant can prepare for the proceedings and formal hearing by the adjudicative body or the board.

Call to action 

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