119 HR 8418 IH: Know Your Labor Rights Act U.S. House of Representatives 2026-04-21 text/xml EN Pursuant to Title 17 Section 105 of the United States Code, this file is not subject to copyright protection and is in the public domain.

I119th CONGRESS2d SessionH. R. 8418IN THE HOUSE OF REPRESENTATIVESApril 21, 2026Mr. Moore of West Virginia (for himself, Ms. Perez, Mr. LaLota, and Mr. Bresnahan) introduced the following bill; which was referred to the Committee on Education and WorkforceA BILLTo amend the National Labor Relations Act to require employers to post notice regarding the rights and protections under that Act, and for other purposes.

1.

Short title

This Act may be cited as the Know Your Labor Rights Act.

2.

Amendments to the National Labor Relations Act

(a)

Notice-Posting and transparency

Section 8 of the National Labor Relations Act (29 U.S.C. 158) is amended by adding at the end the following: (h) The Board shall promulgate regulations requiring each employer to post and maintain, in conspicuous places where notices to employees and applicants for employment are customarily posted both physically and electronically, a notice setting forth the rights and protections afforded employees under this Act. The Board shall readily make available to the public and employers the form and text of such notice at no cost on the Board’s website. The Board shall promulgate regulations requiring employers to notify each new employee of the information contained in the notice described in the preceding two sentences. . (b)

Penalties

Section 12 of the National Labor Relations Act (29 U.S.C. 162) is amended— (1)by striking Sec. 12. Any person and inserting the following:

12.

Penalties

(a)

Violations for interference with board

Any person

; and (2)by adding at the end the following: (b)

Violations for posting requirements

If the Board, or any agent or agency designated by the Board for such purposes, determines that an employer has violated section 8(h) or regulations issued thereunder, the Board shall— (1)state the findings of fact supporting such determination; (2)issue and cause to be served on such employer an order requiring that such employer comply with section 8(h) or regulations issued thereunder; and (3)impose a civil penalty in an amount determined appropriate by the Board, except that in no case shall the amount of such penalty exceed $500 for each such violation..