Bill Overview
Title: Teamwork for Employees and Managers Act of 2022
Description: This bill authorizes employers and employees to establish voluntary employee involvement organizations to address matters of mutual interest within the workplace (e.g., productivity, compensation, benefits, recruitment, and retention). Employee involvement organizations are not considered labor organizations under federal labor laws, and they do not constitute an unfair labor practice by an employer provided the employees are not already represented by a labor organization.
Sponsors: Sen. Rubio, Marco [R-FL]
Target Audience
Population: Workplaces with non-unionized employees
Estimated Size: 143000000
- The bill is focused on the establishment of voluntary employee involvement organizations which will be relevant to employees and managers in workplaces.
- The bill explicitly states it affects workplaces where employees are not already represented by a labor organization, which means it likely impacts non-unionized workers.
- It involves a wide range of workplace issues that are common globally such as productivity, compensation, and benefits, indicating a broad global applicability.
- Since it affects non-unionized workplaces, it can potentially apply to workplaces in different sectors and industries around the world where similar organizational structures are not in place.
Reasoning
- Considering the budget constraints, the policy likely begins its implementation in selected industries or companies initially rather than a nationwide rollout immediately, targeting sectors with high numbers of non-union workplaces like retail or technology.
- Given its focus on non-unionized employees, workplaces that are not traditionally unionized such as tech companies, some retail sectors, and small to medium enterprises throughout the U.S., especially in states with low union presence, would be the primary targets.
- The estimated 143 million non-unionized workers form a broad pool, though realistically, budget constraints limit early direct impact to a smaller group that can effectively establish these employee involvement organizations with available resources.
- As the policy does not fundamentally alter the structure of workplaces or directly impose costs on employees, those involved may not see drastic changes in wellbeing scores early on, but modest improvements in workplace interaction or satisfaction may be noted over time.
Simulated Interviews
Software Developer (Austin, Texas)
Age: 28 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- I think having a say in workplace issues is a positive change.
- It might not drastically change my day-to-day, but I appreciate the opportunity.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
Retail Manager (Chicago, Illinois)
Age: 45 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 15.0 years
Commonness: 5/20
Statement of Opinion:
- We already try to give employees some voice, so this policy formalizes what we do.
- It's a small shift and hopefully will resolve some of the issues quickly.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 9 | 6 |
Marketing Specialist (Denver, Colorado)
Age: 31 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- This seems like a step in the right direction for workplaces without unions.
- I hope it leads to more understanding and cooperation.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 9 | 8 |
| Year 5 | 9 | 8 |
| Year 10 | 9 | 8 |
| Year 20 | 9 | 8 |
Small Business Owner (Seattle, Washington)
Age: 39 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 7.0 years
Commonness: 4/20
Statement of Opinion:
- It could help create a more positive environment in my café.
- I value employee input but formalizing it might ease operational workflow.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 8 | 5 |
HR Manager (Atlanta, Georgia)
Age: 52 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 20.0 years
Commonness: 9/20
Statement of Opinion:
- The policy could improve our current practices by lending them more structure.
- I'm interested to see how this influences company culture and retention.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 9 | 6 |
Freelancer/Consultant (San Francisco, California)
Age: 29 | Gender: other
Wellbeing Before Policy: 8
Duration of Impact: 0.0 years
Commonness: 3/20
Statement of Opinion:
- The act won't impact me directly as a freelancer, but it could affect my clients.
- Might change how they structure team interactions.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 8 |
| Year 5 | 8 | 8 |
| Year 10 | 8 | 8 |
| Year 20 | 8 | 8 |
Administrative Assistant (New York, New York)
Age: 34 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- I'm somewhat skeptical about how effective this will be.
- Hoping it gives us more say in how decisions are made.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 8 | 6 |
Nurse (Phoenix, Arizona)
Age: 61 | Gender: female
Wellbeing Before Policy: 4
Duration of Impact: 10.0 years
Commonness: 8/20
Statement of Opinion:
- We definitely need better communication and representation at our workplace.
- This is a chance to improve the situation.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 4 |
| Year 2 | 6 | 4 |
| Year 3 | 7 | 4 |
| Year 5 | 8 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 9 | 6 |
Construction Worker (Miami, Florida)
Age: 44 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 7.0 years
Commonness: 5/20
Statement of Opinion:
- Our small crew often discusses solutions together, but formalizing might direct more focus to critical issues.
- I'm hopeful but cautious about the practical benefits.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 8 | 5 |
Accountant (Dallas, Texas)
Age: 50 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 15.0 years
Commonness: 6/20
Statement of Opinion:
- Policies are only effective if management is willing to listen sincerely.
- I am eager to see improvements but remain cautious.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 9 | 6 |
Cost Estimates
Year 1: $50000000 (Low: $30000000, High: $70000000)
Year 2: $50000000 (Low: $30000000, High: $70000000)
Year 3: $50000000 (Low: $30000000, High: $70000000)
Year 5: $50000000 (Low: $30000000, High: $70000000)
Year 10: $50000000 (Low: $30000000, High: $70000000)
Year 100: $50000000 (Low: $30000000, High: $70000000)
Key Considerations
- The impact of voluntary employee involvement organizations heavily depends on the participation rate and the effectiveness of these groups in addressing workplace issues.
- The cost efficiency of these organizations compared to traditional labor union structures.
- Potential variability in implementation costs across different industries and organization sizes.