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Gary Peters on Jobs

 


Voted NO on allowing compensatory time off for working overtime.

Congressional Summary:

Opponent's Argument for voting No:

Reference: Working Families Flexibility Act; Bill H.R.1406 ; vote number 13-HV137 on Apr 9, 2013

Form unions by card-check instead of secret ballot.

Peters signed H.R.1409&S.560

Amends the National Labor Relations Act to require the National Labor Relations Board (NLRB) to certify a bargaining representative without directing an election if a majority of the bargaining unit employees have authorized designation of the representative (card-check) and there is no other individual or labor organization currently certified or recognized as the exclusive representative of any of the employees in the unit.

    Requires that priority be given to any charge that, while employees were seeking representation by a labor organization, an employer:
  1. discharged or otherwise discriminated against an employee to encourage or discourage membership in the labor organization;
  2. threatened to discharge or to otherwise discriminate against an employee in order to interfere with, restrain, or coerce employees in the exercise of guaranteed self-organization or collective bardaining rights; or
  3. engaged in any unfair labor practice that significantly interferes with, restrains, or coerces employees in the exercise of such guaranteed rights.
    Source: Employee Free Choice Act 09-HR1409 on Mar 10, 2009

    Rated 0% by CEI, indicating a pro-worker rights voting record.

    Peters scores 0% by CEI on union issues

    The Competitive Enterprise Institute (CEI), a public policy organization dedicated to the principles of free markets and limited government, has created a Congressional Labor Scorecard for the 112th Congress focusing on worker issues. The score is determined based on policies that support worker freedom and the elimination of Big Labor's privileges across the country.

    Source: CEI website 12-CEI-H on May 2, 2012

    Ban discriminatory compensation; allow 2 years to sue.

    Peters signed Lilly Ledbetter Fair Pay Act

      Amends the Civil Rights Act of 1964 to declare that an unlawful employment practice occurs when:
    1. a discriminatory compensation decision or other practice is adopted;
    2. an individual becomes subject to the decision or practice; or
    3. an individual is affected by application of the decision or practice, including each time wages, benefits, or other compensation is paid.
    Allows an aggrieved person to obtain relief, including recovery of back pay, for up to two years preceding the filing of the charge, where the unlawful employment practices that have occurred during the charge filing period are similar or related to practices that occurred outside the time for filing a charge. Applies the preceding provisions to claims of compensation discrimination under the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973.

    [Note: A woman named Lilly Ledbetter filed a lawsuit for gender-based discriminatory compensation. The Supreme Court ruled that Ms. Ledbetter could only sue for damages going back 180 days, and the 180 days was calculated from the time her employment contract was initiated, i.e., her hire date. This new law changes the 180-day period to two years, and also calculates the date from the time of each paycheck, rather than the hire date. -- Ed.]

    Source: S.181&H.R.11 2009-S181 on Jan 29, 2009

    Stronger enforcement against gender-based pay discrimination.

    Peters signed Paycheck Fairness Act

    Source: S.182&H.R.12 2009-S182 on Jan 8, 2009

    Other candidates on Jobs: Gary Peters on other issues:
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    Page last updated: Dec 22, 2013