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The
Labor-Management Reporting and Disclosure Act of 1959 |
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The Labor-Management Reporting and Disclosure Act of 1959 (LMRDA) provides standards for the reporting and disclosure of certain financial transactions and administrative practices of labor organizations and employers; the protection of union funds and assets; the administration of trusteeships by labor organizations; and the election of officers of labor organizations. The Act also guarantees certain rights to all union members.
The Office of Labor-Management Standards (OLMS) of the U.S. Department of Labor's Employment Standards Administration administers and enforces most provisions of the LMRDA.
COMPLIANCE ASSISTANCE MATERIALS
- Employment Law Guide - Union Members - Provides information on the basic requirements and provisions of the Labor-Management Reporting and Disclosure Act of 1959 (LMRDA).
- Compliance Assistance for Small Unions - Helps officers and members of small labor organizations understand and comply with requirements in the Labor-Management Reporting and Disclosure Act (LMRDA).
- Form LM-2 - Required for every labor organization subject to the LMRDA, the Civil Service Reform Act of 1978 (CSRA), or the Foreign Service Act of 1980 (FCA) with total annual receipts of $250,000 or more.
- Form LM-3 - Required for every labor organization subject to the LMRDA, the Civil Service Reform Act of 1978 (CSRA), or the Foreign Service Act of 1980 (FCA) with total annual receipts of $10,000 or more but less than $250,000. (However, if your labor organization is in trusteeship you must file Form LM-2.)
- Form LM-4 - Required for every labor organization subject to the LMRDA, the Civil Service Reform Act of 1978 (CSRA), or the Foreign Service Act of 1980 (FCA) with total annual receipts of less than $10,000. (However, if your labor organization is in trusteeship you must file Form LM-2.)
- Conducting Audits in Small Unions - A guide for trustees with a limited, focused review of financial records that was developed for use by trustees from small unions. (PDF Version)
- Electing Union Officers - Provides guidelines and procedures to be followed in the selection of union officers. (PDF Version)
- Updating Your Union's Membership Mailing List - Outlines the procedures for keeping up-to-date information on union membership mailing lists, which is important in complying with LMRDA requirements. (PDF Version)
- OLMS En Español - Provides links to OLMS Spanish language resources.
- Fact Sheet on the Labor Management Reporting and Disclosure Act (LMRDA)
- Fact Sheet on Union Member Rights and Officer Responsibilities under the LMRDA - Provides information under the LMRDA concerning certain rights guaranteed to union members and defines the responsibilities of union officers. (PDF Version) (En Español)
- Fact Sheet on the Office of Labor-Management Standards - Provides information on the Office of Labor Management Standards and how to obtain LMRDA compliance assistance materials. (PDF Version)
- Public Disclosure Under the LMRDA - This pamphlet is designed to assist anyone who wishes to examine or obtain copies of reports filed under the LMRDA. (PDF Version)
- The New Form T-1 Describes which labor organizations must file Form T-1 for each trust in which they hold an interest.
- Union Member: Know Your Rights Poster (PDF) - Describes certain rights guaranteed to union members and the responsibilities of union officers to ensure union democracy under the Labor Management Reporting and Disclosure Act (LMRDA). (En Español - PDF)
Every person who is required to file a report under the Labor-Management Reporting and Disclosure Act of 1959 (LMRDA) or the Civil Service Reform Act of 1978 (CSRA), either as an individual or as an officer of a union or employer, is responsible for maintaining records which will provide in sufficient detail the information and data necessary to verify the accuracy and completeness of the report. These records must be kept for at least 5 years after the date the report is filed. Any record necessary to verify, explain, or clarify the report must be retained, including, but not limited to, vouchers, worksheets, receipts, and applicable resolutions. For more information about union recordkeeping, please see LMRDA Recordkeeping Requirements for Unions (PDF Version).
APPLICABLE LAWS AND REGULATIONS
- Labor-Management Reporting and Disclosure Act of 1959 (LMRDA) - Provides for the reporting and disclosure of certain financial transactions and administrative practices of labor organizations and employers.
- 29 CFR Title IV - Regulations implementing the LMRDA.
- OLMS En Español - Provides links to OLMS Spanish language resources.
- The National Labor Relations Board (NLRB) - The NLRB is the federal agency that administers the National Labor Relations Act by conducting elections to determine whether or not employees want union representation and investigating and remedying unfair labor practices by employers and unions.
- The National Mediation Board (NMB) - The NMB is an independent agency that performs a central role in facilitating harmonious labor-management relations within two of the nation's key transportation modes - the railroads and airlines. Pursuant to the Railway Labor Act, NMB programs provide an integrated dispute resolution process to effectively meet the statutory objective of minimizing work stoppages in the airline and railroad industries.
- See also Compliance Assistance By Topic - Unions and Union Members
- Employment Standards Administration (ESA)
Office of Labor Management Standards (OLMS)
200 Constitution Avenue, NW
Room N-5605
Washington, DC 20210
E-mail: olms-public@dol.gov
Tel: 1-866-4-USA-DOL (1-866-487-2365)
TTY: 1-877-889-5627
Local Offices - For questions on other DOL laws,
please call DOL's Toll-Free Help Line at 1-866-4-USA-DOL. Live assistance is available in English and Spanish, Monday through Friday from 8:00 a.m. to 8:00 p.m. Eastern Time. Additional service is available in more than 140 languages through a translation service.
Tel: 1-866-4-USA-DOL
TTY: 1-877-889-5627
*Pursuant to the U.S. Department of Labor's Confidentiality Protocol for Compliance Assistance Inquiries, information provided by a telephone caller will be kept confidential within the bounds of the law. Compliance assistance inquiries will not trigger an inspection, audit, investigation, etc.
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