The Richard L. Trumka Protecting the Right to Organize Act of 2025 proposes comprehensive amendments to the National Labor Relations Act (NLRA), the Labor Management Relations Act, and the Labor-Management Reporting and Disclosure Act of 1959. Its primary purpose is to enhance workers' ability to form unions, engage in collective bargaining, and exercise their rights under federal labor law, while also increasing employer accountability for unfair labor practices. Key changes to the NLRA include broadening the definition of a "joint employer" to encompass indirect and reserved control over employment terms, and adopting an "ABC test" to significantly limit the classification of workers as independent contractors. The bill also narrows the definition of a "supervisor," ensuring more workers are covered by the Act's protections. These definitional changes aim to expand the scope of employees eligible for union representation. The legislation introduces several new unfair labor practices for employers. It prohibits the permanent replacement of striking employees and employer lockouts intended to influence collective bargaining. Employers would also be barred from requiring or coercing employees to attend anti-union campaign meetings and from misrepresenting an individual's employee status. Regarding collective bargaining, the bill mandates that employers maintain current wages and terms of employment during negotiations and continue bargaining until a union is decertified. For initial collective bargaining agreements, if parties fail to reach an agreement after mediation, the dispute would proceed to binding arbitration by a tripartite panel, with the decision binding for two years. The bill also addresses election procedures, streamlining the process with strict timelines for hearings and elections. It allows the National Labor Relations Board (NLRB) to certify a union and issue a bargaining order if employer unfair labor practices interfered with an election, provided a majority of employees had signed authorization cards. Employers would be required to provide unions with detailed voter lists, including personal contact information, and post notices of employee rights. To strengthen enforcement, the bill significantly increases penalties for unfair labor practices , imposing civil penalties up to $50,000 per violation, doubled for repeat offenses or those causing serious economic harm. It also allows for personal liability for directors and officers who direct or commit violations. Furthermore, it creates a private right of action for individuals injured by certain unfair labor practices, allowing them to seek expanded damages, including back pay without reduction, front pay, consequential damages, liquidated damages, and punitive damages. Other notable provisions include clarifying that the duration or intermittence of a strike does not render it unprotected, and permitting "fair share" agreements in collective bargaining contracts. These agreements would require all employees in a bargaining unit to contribute fees to the labor organization for representation costs, effectively overriding state "right-to-work" laws. The bill also expands reporting requirements for employer consultants under the Labor-Management Reporting and Disclosure Act, removing exemptions for indirect persuasion activities.