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President Donald Trump Promised on the Inauguration Day to ‘protect American workers’, and a month later he is on his way to a solid start. But there is plenty to do.
He started ending the diversity, stock and inclusion programs that have undermined cooperation and fairness in the workplace. Second, he Secure American bordersSo millions of illegal immigrants no longer cross America and swell the low wages.
Finally, the Bureau of Labor Statistics announced that the share of trade union members in the American workforce fell below 10% (less than 6% in the private sector), a new low point.
Former President Trump speaks during a meeting in Uniondale, New York on September 18, 2024. (Julia Bonavita/Fox News Digital)
These changes can make it easier for serious reforms trade unionsBut on individual American employees. The right steps would add flexibility to the workforce, create jobs and encourage economic growth. The extra income generated would facilitate tax reductions.
Trump is popular and that also applies to much of his policy. Democrats refuel
The reform of the regulations is necessary for three federal agencies that supervise the labor laws and regulations: the US Department of Labor, the National Labor Relations Board and the Equal Employment Opportunity Commission.
In the labor department, the administration must remove the economically awkward “environmental, social and administration” investment criteria and, instead, protect the pension savings of employees. Investment managers must be prohibited to promote political agendas that reduce the pension efficiency.
The administration must guarantee the freedom of information and transparency of employees, so that trade union members know how their leaders issue contribution.
The administration could expand internship programs that can offer trade unions, community lectures and employers young people. America has deficits of plumbers, welders and electrician-paid professions for which traditional university references are not necessary.
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Rules for Biden era Have barriers to the ability of employees to work as independent contractors, have fueled. The administration could protect employees who want to be independent contractors, so that they can earn money with unused pockets of time and for themselves, regardless of education, income or industry.
The labor department must reduce the very successful wage advisor -independent determination program, started by President Trump and terminated by President Joe Biden, to get more employees the wages they owe, bring employers into compliance and reduce a lawsuit.
Reforms at the NLRB, a committee of five members in charge of guaranteeing the rights of employees to trade unions, are of vital importance to restore its credibility and even to survive to offer employees and employers certainty.
The NLRB must restore the right of employers to freedom of expression by reversing the current prohibition of meetings with employees for trade union elections. It should destroy statements that limit the assets of employers to communicate with employees during a trade union limit.
The NLRB must remove the employer’s rule, where Employees of franchise companies are counted as employees of the parent company. More suitable is the long -standing rule, where employers are those who control ‘essential work conditions’ of employees. Employees of independent ownership of McDonald’s Outlets must be employees of the owners of their restaurants, not from far-reaching companies of companies.
The NLRB should stop processing provisions of employer manuals or disrupting legal dismissal agreements, as has been done in the BIDEN administration.
The NLRB should protect employees against coercion in elections of the trade unions by eliminating “map control” and requiring secret ballot papers for all elections of the trade unions. Under a “map control system” system, maps with multiple cases such as votes and trade union organizers can put pressure on employees to sign.
The EEOC, a committee of five members that enforces federal laws against discrimination against disability, must protect employees against bias and intimidation, including anti -Semitism, by accepting complaints and assessing them quickly.
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The EEOC should enable companies to recruit at university campuses, as is the case since the first universities in the 18th century.
The Biden EEOC argued that recruiting campus programs and others who focus on recent graduates are illegal. But they have never declared courts illegal.
In the absence of discrimination accusations, the federal government should not require EEO-1 reports data from employers by race, gender and compensation. Although discrimination costs must be investigated, these forms give rise to fish expeditions to punish well-intending employers and to scare others to dei-activism.
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Finally, the EEOC should end the use of Real impact claims against employers. According to these claims, employers are punished if they do not hire a certain share of women and minorities, even if it is illegal to hire based on sex or race.
These recommendations are first steps for the first year of the Trump administration. In the next four years, the Dol, NLRB and EEOC have a huge potential to improve prosperity for individual employees and to eliminate the legal burden for employers and entrepreneurs to create jobs and upward mobility.
Click here to read more by Diana Furchtgott-Roth
Diana Furchtgott-Roth, a scholar at the Heritage Foundation, served as Staff Chef at De Witte Huis Council of Economic Advisors (2001-2002) and chief economist at US Department of Labor (2003-2005).
