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The United States economy is supported by a highly innovative, creative, productive, and industrious workforce. The jobs that make up the U.S. economy—and the businesses that create those jobs—help workers provide for their families and lead healthy, comfortable, and fulfilling lives. To keep the economy vibrant and to continue to create opportunity for workers, we must ensure that new businesses can be launched and current ones can be expanded. The U.S. Chamber promotes workplace policies that will enhance, not inhibit, economic growth and job creation.

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Card check...It's Baaaack... http://t.co/PWFZu8zlu5


#NLRB Overturns Yet Another Longstanding Precedent. Sadly, No Surprise. http://t.co/HKhKhRYMhd http://t.co/bb2lNydHtE


#NLRB Steps back from #RightToWork and #FairShare fees case. http://t.co/v3FMq5y15d http://t.co/1IUZLnuEyT


Our Position

U.S. employers are being bombarded with poorly conceived and ill-fitting regulations, coupled with over-the-top and ideologically driven enforcement tactics from the various federal departments that cover the workplace. The Chamber’s Labor, Immigration, and Employee Benefits Division and Workforce Freedom Initiative focus on advancing employer concerns and interests in a wide array of policy debates.  From pushing back on flawed OSHA proposed regulations, to leading the fight against National Labor Relations Board actions that would enhance unions’ ability to organize, to exposing the unions’ role in the efforts to impose a $15 “living wage,” the Chamber is the leading employer voice on matters affecting workplace policy.

Ultimately, the Chamber’s goal is to ensure that the employer view is well represented in the key policy debates that will determine how employers operate. The Chamber strives to ensure that business can continue to do what it does best—provide promising opportunities, steady jobs, good wages, and generous benefits to American workers.

Major priorities include:

  • We are fighting back against the NLRB’s “Ambush Election” Rule, which significantly shortens the time between a union filing a request for an election and the date the election is actually held. Accelerating the union election process deprives employers of their right to communicate with their employees the impacts of unionizing.
  • We oppose minimum wage increases and living wage laws that ultimately hurt entry level workers. Economic studies have shown that mandatory wage hikes price the lowest skilled workers out of jobs. If companies are forced to pay an arbitrarily higher wage, they will seek workers with skills to match.
  • We oppose the NLRB’s efforts to overturn its long-standing “joint employer” standard. The move would needlessly upend existing law and undermine a clear-cut standard that has increased businesses’ flexibility and competitiveness and created employment opportunities for millions of Americans for 30 years.
  • We support restoring the definition of a full-time work week to 40 hours, which has been the bedrock of the American workforce for more than 50 years. The Affordable Care Act redefined the full-time work week to 30-hours so that employers would be forced to offer health care coverage to more workers. But the change in law is actually harming employees because businesses have little choice but to reduce hours or stop hiring to mitigate costs.
  • We oppose efforts to rewrite labor and employment laws in ways that will prevent well established and proven federal contractors from being able to continue providing the federal government with vital goods and services.
  • We oppose the administration’s initiative to rewrite regulations changing who is eligible to earn overtime compensation. Forcing employers to reclassify employees from salaried employees to hourly employees will result in a loss of status, benefits, and no increased earnings.


The latest updates across all U.S. Chamber properties

E.g., 10/11/2015
E.g., 10/11/2015

This letter was sent to all members of the Congress in support of the Protecting Local Business Opportunity Act (S. 2015/H.R. 3459), which would correct the NLRB’s recent Browning-Ferris decision and restore the longstanding and unambiguous “joint employer” standard.

3 weeks 2 days ago

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