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President Donald Trump A month later, he started a solid start. But there is still a lot to do.
He first ends the diversity, equity and inclusion program that has been undermining workplace collaboration and equity. Second, he Obtained our boundariesso millions of illegal immigrants no longer cross the United States, swollen low-wage labor.
Finally, the Bureau of Labor Statistics announced that the share of union members of the U.S. labor force has dropped below 10% (less than 6% in the private sector), a new low.
The former President Trump spoke at a rally in United Dale, New York on September 18, 2024. (Julia Bonavita/Fox News Numbers)
These changes may make serious labor policy reforms easier to focus on business or unionbut in American human workers. The right steps will increase the flexibility of the workforce, stimulate job creation and encourage economic growth. The additional income generated will help with tax cuts.
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Three federal agencies that oversee labor laws and regulations need regulatory reforms: the U.S. Department of Labor, the National Labor Relations Commission, and the Equal Employment Opportunity Commission.
In the Ministry of Labor, the government should remove economically powerless “environmental, social and governance” investment standards, but instead protect workers’ retirement savings. Investment managers should be prohibited from advancing the political agenda of reducing pension returns.
Governments should ensure workers’ freedom of information and transparency, so union members know how their leaders spend their membership fees.
The government can expand the apprenticeship program, unions, community colleges and employers may provide it to young people. The United States lacks plumbers, welders and electricians – high-paying majors that do not require traditional university certificates.
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Rules of the Biden era Barriers have been raised to workers’ ability to serve as independent contractors. The government can protect workers who want to become independent contractors so that they can monetize unused time and work for themselves, regardless of education, income or industry.
The Labor Department should bring back a very successful independent decision-making program for salary audits initiated by President Trump and ended by President Joe Biden to get more wages owed by workers, make employers compliant with regulations and reduce litigation.
The NLRB reform is a five-member committee that guarantees workers’ union rights and is essential to restore their credibility, even if they want to survive, in order to provide certainty for workers and employers.
The NLRB should revoke employers’ right to freedom of speech through the current injunction meeting with workers before union elections. It should overturn the ruling to limit the employer’s ability to communicate with workers during the alliance organization process.
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NLRB should remove the joint employer rules, Franchise business employees Deemed to be an employee of the parent company. What is more appropriate is the long-term rules, and employers are the ones who control the “basic terms of employment” for workers. Workers at independently owned McDonald’s store should be employees of its restaurant owners, not McDonald’s executives at a distant company.
NLRB should stop editing employer manual provisions or interfere with legal severance agreements, as the Biden administration has done.
The NLRB should protect workers from coercion of union elections by eliminating “card checks” and requiring secret votes in all union elections. Under the “card check” system, the number of cards that are publicly signed is a vote, and union organizers can put pressure on workers.
The EEOC is a five-person committee that, by accepting complaints and promptly ruled that workers should be protected from prejudice and harassment, including anti-Semitism.
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EEOC should allow companies to recruit on university campuses, just as they did since the first university in the 18th century.
Biden’s EEOC believes that campus recruitment programs and targeting others who have recently graduated college are illegal. But the court never declared them illegal.
In the absence of allegations of discrimination, the federal government should not require EEO-1 reports – data on employers passing on race, gender and compensation. While allegations of discrimination must be investigated, these forms have triggered fishing expeditions to punish solid employers and scare others into action.
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Finally, EEOC should end use Different impact claims for employers. Under these claims, employers do not hire certain women and minorities and they will be punished even if it is illegal to hire based on gender or race.
These suggestions are the first step in the Trump administration’s first year. Over the next four years, DOL, NLRB and EEOC have great potential to enhance individual workers’ prosperity and reduce the regulatory burden of employers and entrepreneurs to create jobs and upward mobility.
Click here to read more Diana Furchtgott-Roth
Diana Furchtgott-Roth, a scholar at the Heritage Foundation, serves as Chief of Staff on the White House Economic Advisory Committee (2001-2002), and Chief Economist of the U.S. Department of Labor (2003-2005).
