Fair Representation Act

The bill strengthens prohibitions against employer domination of unions, which can support fair representation and safer workplaces, but it primarily adds penalties and procedural triggers that increase regulatory burden without clear gains in productivity or national prosperity. Because it conflicts with reducing red tape and does not clearly advance competitiveness, exports, or investment, overall alignment is negative.

• Publish clear safe-harbour guidance so routine collaboration (e.g., safety committees, training funds, neutral meeting space, benefits administration) is not captured as "influence."
• Require materiality and intent thresholds, with rapid, time-limited decisions, so remedies target only conduct that truly compromises independence.
• Use proportionate, scaled penalties tied to firm size and conduct severity, and avoid duplicative AMPs plus fines to reduce compliance complexity.
• Offer a simple, time-bound secret-ballot re-certification vote as an alternative to litigation-heavy decertification to preserve worker choice and reduce disruption.
• Provide an economic and regulatory impact assessment and set service standards for Board inquiries to minimize uncertainty for employees and employers.
• Clarify how the "elected by employees in the unit" governance test applies to multi-site or multi-unit unions to avoid unintended decertification of legitimate independent unions.