Teamwork for Employees and Managers Act of 2024

This bill allows employers and employees to create employee involvement organizations to represent employee interests, without those organizations being considered labor organizations or their creation being an unfair labor practice under the National Labor Relations Act, subject to certain conditions and exceptions.

Sec. 2, Employer exception: It amends the National Labor Relations Act to state that an employer does not commit an unfair labor practice by establishing, assisting, maintaining, or participating in an employee involvement organization, unless a labor organization already represents the employees. It also excludes such organizations from the definition of a labor organization.

Sec. 3, Definitions: Defines key terms. An "employee involvement organization" is a group created by mutual consent of employer and employees to address workplace issues like quality, productivity, compensation, benefits, safety, and grievances, but it cannot act as a collective bargaining representative or negotiate contracts. A "large employer" has over $1 billion in annual gross revenue and more than 3,000 employees. A "workforce committee" is a board committee overseeing similar policies.

Sec. 4, Requirements for large employers: For large employers, employee involvement organizations must be certified upon formation and have procedures for joining, leaving, and dissolution. After five years, dissolution requires cause. A two-year cooling-off period applies after certain union elections. Employees can elect a representative via secret ballot, who must be a non-supervisor employee with at least five years of service. That representative gets a nonvoting seat on the board or a workforce committee, with access to relevant meetings and information.

Sec. 5, Safe harbor for employee fault: An employer is not liable for an unfair labor practice if an organization fails to meet the bill's requirements due to an employee's fault, unless a labor organization already represents the employees.

Sec. 6, Limitations: The bill does not affect existing rights of labor organizations or employees under the National Labor Relations Act, except for the specific amendments made by this bill.

Sec. 7, Enforcement by the NLRB: The National Labor Relations Board is prohibited from enforcing or adjudicating matters related to employee involvement organizations under this Act.