Bill restricts unions from contacting workers about organizing

What it does

This bill requires employers to provide labor unions with a list of employee names and one contact detail (phone, email, or address) within two business days of a union election being directed or approved. It also prohibits unions from selling, sharing, or using that employee contact information for purposes other than the union representation election, and bars unions from using the information after the election concludes. Employers benefit by controlling what contact information is shared; unions lose access to employee contact lists for organizing or political purposes beyond the specific election.

Why we flagged it

The bill's functional effect is to constrain union organizing capacity by limiting access to employee contact information and prohibiting unions from using that data for advocacy or outreach beyond a single election. It is framed as worker privacy protection but operates as a structural impediment to union communication.

What the text implies

• Unions cannot use employee contact lists to communicate about workplace safety, wage disputes, or contract negotiations after an election—only during the election window itself.
• The bill allows employers to choose which contact method (phone, email, or address) to disclose, giving employers control over the union's ability to reach workers effectively.

The full analysis lists 4 implications of this text.

Who stands to gain

anti-union consulting firms; employers in union-organizing sectors (retail, logistics, hospitality)