The Worker RESULTS Act proposes significant amendments to the National Labor Relations Act, primarily focusing on reforming labor organization election processes. It mandates that employee representatives must be selected through a secret ballot election conducted by the National Labor Relations Board. Furthermore, for a representative to be certified, a majority of voters must select the representative, but only if not less than two-thirds of all employees in the unit participate in the election. The bill introduces new rules regarding election bars, specifying that if employees select a representative, no new election petitions can be filed until an initial collective bargaining agreement is in effect. However, it creates a decertification window period if the Board determines the union is not bargaining in good faith during the initial negotiation phase. After the first agreement, subsequent election petitions are generally dismissed unless filed during specific "window periods" or when no agreement is in effect, with different timelines for healthcare institutions. To prevent delays, the bill removes the "settlement bar," meaning recognition elections cannot be postponed due to unfair labor practice charge settlements. It also limits the Board's authority to dismiss or restrict election requests beyond what is explicitly stated in the Act. Additionally, the bill streamlines the handling of "blocking charges" by requiring an offer of proof and generally mandating prompt ballot counting, with limited impoundment periods for specific serious charges. The legislation also removes the "successor bar," ensuring that changes in employer ownership do not automatically delay or prohibit new election petitions. Finally, it makes it an unfair labor practice for labor organizations to enter into "no-raid agreements," which are pacts where unions agree not to solicit or compete for the representation of certain employee groups. These changes aim to alter the landscape of union organizing and collective bargaining.