Worker Rights and Employment Security Act

Workers’ Rights and Employment Security Act of 2024

Section 1: Title

This Act shall be known as the “Workers’ Rights and Employment Security Act of 2024.”

Section 2: Definitions

For the purposes of this Act:

1. “Right to Work” refers to the entitlement of every U.S. citizen to employment without being denied based on any criteria other than their ability to fulfill job responsibilities.
2. “Standardized Job Application” refers to a universal application form mandated by this Act for all hiring processes.
3. “Personal Information” includes data such as past education, work experiences, and any other details beyond basic identity, availability, and salary expectations.

Section 3: Right to Employment

1. Universal Right to Work:
   • Every U.S. citizen has the right to seek and obtain employment. No individual shall be denied employment for reasons unrelated to their ability to perform job duties.
2. Standardized Job Application:
   • A standardized job application form shall be created and mandated for use by all employers. Variations of this form are deemed invalid. The application will only request the applicant’s Name, availability (days and hours), and salary expectations.

Section 4: Employment Information and HR Role

1. Restrictions on Personal Information:
   • Employers are prohibited from requesting personal information from job applicants or current employees, except for the applicant’s Name, availability, and salary expectations.
2. Human Resources (HR) Appointment:
   • Each company shall designate an HR position, appointed by the state government, rather than directly hired by the company. Employees shall provide personal information needed by the government to the HR appointee after hiring.

Section 5: Job Security and Employment Terms

1. Job Security:
   • Once hired, employees retain their positions and cannot be terminated or laid off without the permission of their co-workers. A vote, administrated by HR, must be conducted for such decisions.
2. Job Offer Requirements:
   • All job offers must be in writing and specify all duties and job tasks required. Any employee asked to perform tasks not included in the written offer shall receive a bonus at twice their normal hourly rate, with a minimum of 4 hours’ pay.
3. Work At Will Prohibition:
   • The concept of “Employment At Will” is outlawed by this Act in all states. Employment decisions must follow the procedures outlined in this Act.

Section 6: Breaks and Leave

1. Breaks and Meals:
   • Employees are entitled to one 10-minute paid break and a 30-minute paid lunch break, which must occur exactly 240 minutes after the start of their shift.
2. Parental Leave:
   • Employees are entitled to take unpaid leave for the birth or adoption of a child and are guaranteed their same job position upon return.

Section 7: Termination Procedures

1. Termination Voting:
   • To terminate an employee, a secret vote must be conducted among all immediate co-workers. A minimum of 80% of votes must support the termination.
2. Grievance Forms:
   • Anonymous grievance forms shall be made available to employees for reporting issues with employers or co-workers. These forms shall be submitted to HR.

Section 8: Confidentiality and Enforcement

1. HR Confidentiality:
   • HR shall not disclose any employee information obtained through grievances or other means except to state or federal authorities when required.
2. Enforcement and Compliance:
   • The Department of Labor shall oversee the enforcement of this Act, ensuring compliance and handling violations.
3. Penalties:
   • Violations of this Act, including improper hiring practices or failure to follow termination procedures, shall result in fines and sanctions as determined by the Department of Labor.

Section 9: Effective Date

This Act shall take effect immediately upon enactment.

Section 10: Review and Amendment

1. Review:
   • An annual review of the Act’s implementation and impact shall be conducted, and amendments may be proposed to address any issues or evolving needs.
2. Amendments:
   • Proposed amendments to this Act shall be submitted to Congress and undergo a formal review and approval process.

End of Act

This Act establishes comprehensive rights and protections for workers, including the right to employment, standardized job applications, privacy in employment matters, job security, and detailed provisions for breaks, parental leave, and termination procedures. It mandates the appointment of an HR representative by the state and prohibits employment practices contrary to the principles outlined.