https://www.dol.gov/agencies/olms/compliance-assistance/fact-sheet/lmrda

The LMRDA is one of the most important avenues of protection for us in the rank and file ie dues paying members, when it comes to rogue executive board members targeting us that speak the TRUTH.

Below(in bold) I will not only point out things that the executive board going back to 2024 to present ie 11-28-2025, but also point out how that for some on the executive board that signed the “pledge” that was published in the newsletter for November 2025, is meaningless, and they should have just signed a piece of toilet paper, wiped their ass, and flushed it!

Labor-Management Reporting and Disclosure Act

The Labor-Management Reporting and Disclosure Act (LMRDA) grants certain rights to union members and protects their interests by promoting democratic procedures within labor organizations. The LMRDA establishes the following:

“Between Labor Day and the start of autumn lies an important date for the department’s Office of Labor-Management Standards (OLMS). On Sept. 14, 1959, President Eisenhower signed the Labor-Management Reporting and Disclosure Act – or LMRDA – into law. This landmark legislation was passed to curb corruption in the labor-management field and champion the rights of union members. Without it, America’s labor unions would be far less accountable to their members. We even inducted two of its champions into the Labor Hall of Honor in 2019: Sen. Robert Griffin and Howard Jenkins Jr.“

This shows that corrupt union presidents and executive boards were siding against us due paying members with management long before 1959, and it is still happening to this very day. We all should say thank you to President Eisenhower, and that said Congress that passed the LMRDA.

• Bill of Rights for union members
• Reporting requirements for labor organizations, union officers and employees, employers, labor-relations consultants, and surety companies
• Standards for the regular election of union officers
• Safeguards for protecting labor organization funds and assets

Unions representing federal employees are similarly covered by the implementing regulations of the standards of conduct provisions of the Civil Service Reform Act. Unions representing solely state, county, and municipal employees are not covered by either of these laws.

The Secretary of Labor enforces certain provisions of the LMRDA and has delegated that authority to the Office of Labor-Management Standards (OLMS). Other provisions may only be enforced by union members through a private suit in a federal district court. Major provisions of the LMRDA are outlined below.

Title I – Bill of Rights of Union Members

• Union members have equal rights to nominate candidates for union office, vote in union elections, and participate in union meetings. They may also meet with other members and express any opinions.
  
  A current scab who was an executive board member filed an Article X against me in violation of this provision. It was ultimately withdrawn, but if I would have know about the LMRDA back in 2024 I would have elevated that issue to the DOL for a finding that I as a dues paying member had a “right” to file suit against this executive board member.
  
  
  In 2024 & 2025 there have been multiple NALC Branch 231 executive board members speaking out against me solely for me giving my opinion. One executive board member has twice made threats, and tried to intimidate me. One has physically attacked me while we both were on the clock. When will there be accountability?
  
  Sadly in my opinion the answer from the executive board as a whole is never, the majority of the executive board despise us due paying members and only care about the dues we pay every pay period to fund whatever they fund.
  
  
• Unions may impose assessments and raise dues only by democratic procedures.
• Unions must afford members a full and fair hearing of charges against them.
  
  In 2025 I believe we have had 4 Article X committees, and in each case I believe there was misconduct and justice was not given to the victim.
  
  
• Unions must inform their members about the provisions of the LMRDA.
  
  To my knowledge this has not been done. If the executive board has notified us due paying members of the provisions of the LMRDA when was it done? We need dates and it should be documented for when each member was informed.
  
  
• Members may enforce Title I rights through a private suit against the union, but may be required to exhaust internal union remedies for up to four months before filing suit.
  
  I was physically attacked by an executive board member, and now that I have exhausted all internal union remedies my next step is the Secretary of Labor via the LMRDA in addition possibilities under CA penal & cilvil code.
  
  
• Union members and nonunion employees may receive and inspect collective bargaining agreements. This right may be enforced by the individual or by the Secretary of Labor.

Title II – Reporting Requirements

• Unions must file information reports, constitutions and bylaws, and annual financial reports with OLMS.
• Officers and employees of labor unions must report any loans and benefits received from, or certain financial interests in, employers whose employees their unions represent and businesses that deal with their unions.
  
  We don’t know if this has been done or not, but there are indications that this may not have been done.
  
  
• Employers and labor-relations consultants who engage in certain activities to persuade employees about their union activities or to supply information to the employer must file reports.
• Surety companies that issue bonds required by the LMRDA or the Employee Retirement Income Security Act must report data such as premiums received, total claims paid, and amounts recovered.
• The Secretary of Labor has authority to enforce the reporting requirements of the LMRDA.
• The reports and documents filed with OLMS are public information and any person may examine them or obtain copies at OLMS offices or via the OLMS Internet Public Disclosure Room at www.unionreports.gov.
  
  This needs to be researched more when I have time.
  
  
• Filers must retain the records necessary to verify the reports for at least five years after the reports are filed.
• Unions must make reports available to members and permit members to examine records for just cause.
  
  I will put in a request for the reports for at least the last 5 years, and put them up at: thejohnsonblog.net if I am provided any information.
  

Title III – Trusteeships

• A parent union that places a subordinate body under trusteeship must file initial, semiannual, and terminal trusteeship reports.
• A trusteeship may only be imposed for the purposes specified in the LMRDA and must be established and administered in accordance with the constitution and bylaws of the labor organization that has imposed the trusteeship.
• A parent union that imposes a trusteeship may not engage in specified acts involving the funds and delegate votes from a trusteed union.
• The Secretary of Labor has authority to investigate alleged violations of this Title. A union member or a subordinate labor organization may also enforce the trusteeship provisions except for the reporting requirements.

Title IV – Elections

• Local unions must elect their officers by secret ballot; international unions and intermediate bodies must elect their officers by secret ballot vote of the members or by delegates chosen by secret ballot.
• International unions must hold elections at least every five years, intermediate bodies every four years, and local unions every three years.
• Unions must comply with a candidate’s request to distribute campaign material to members at the candidate’s own expense and must also refrain from discriminating against any candidate with respect to the use of membership lists. Candidates have the right to inspect a list containing the names and addresses of members subject to a union security agreement within 30 days prior to the election.
  
  This gives all of us a fighting chance against the kings and queens s. I have heard stories from the last election, but I am not sure if those that ran for said positions documented their request or not. The duty of NALC Branch 231 is clearly outlined though, when it comes the requirement of conducting transparent and fair elections. Every candidate has the right to the same information that the President and Treasure/Secretary has access to when it comes to members names and addresses.
  
  
• A member in good standing has the right to nominate candidates, to be a candidate subject to reasonable qualifications uniformly imposed, to hold office, and to support and vote for the candidates of the member’s choice.
  
  Not only in 2024, but in 2025 Executive Board Members have attacked and/or criticized due paying members running for office. This is a clear violation of this provision in my opinion.
  
  
• Unions must mail a notice of election to every member at the member’s last-known home address at least 15 days prior to the election.
  
  This provision seems to have been followed even though it seems one of the chair officers willfully interfered with the publication of the NALC Branch 231 newsletter, but it is possible that it was not a chair officer as of 11-28-2025 I have not been able to get a name of the person involved.
  
  
• A member whose dues have been withheld by an employer may not be declared ineligible to vote or to be a candidate for office by reason of alleged delay or default in the payment of dues.
• Unions must conduct regular elections of officers in accordance with their constitution and bylaws and preserve all election records for one year.
• Union and employer funds may not be used to promote the candidacy of any candidate. Union funds may be utilized for expenses necessary for the conduct of an election.
  
  In the NALC Branch 231 elections of 2024 there were allegations that the union office was used by one candidate. There was also reports that one candidate claimed to have certain “endorsements”. I reported this, and for me my concerns were alleviated.
  
  
• Union members may hold a secret ballot vote to remove from office an elected local union official guilty of serious misconduct if the Secretary of Labor finds that the union constitution and bylaws do not provide adequate procedures for such a removal.
• Union members who have exhausted internal union election remedies or who have invoked such remedies without obtaining a final decision within three calendar months after their invocation may file a complaint with the Secretary within one calendar month thereafter.
  
• The Secretary of Labor has authority to file suit in a federal district court to set aside an invalid election and to request the court to order a new election under the supervision of the Secretary and in accordance with Title IV.

Title V – Safeguards for Labor Organizations

• Officers have a duty to manage the funds and property of the union solely for the benefit of the union in accordance with its constitution and bylaws.
  
  Clearly an issue in my opinion. This needs an outside investigation.
  
  
• A union officer or employee who embezzles or otherwise misappropriates union funds or other assets commits a federal crime punishable by a fine and/or imprisonment.
  
  Clearly an issue in my opinion. This needs an outside investigation.
  
  
• Officials who handle union funds or property must be bonded to provide protection against losses.
  
  Is everyone properly bonded?
  
  
• A union may not have outstanding loans to any one officer or employee that in total exceed $2,000.
  
  What is a “loan”?
  
  
• A union or employer may not pay the fine of any officer or employee convicted of any willful violation of the LMRDA.
• Persons convicted of certain crimes may not hold union office or employment for up to 13 years after conviction or after the end of imprisonment.
  
  As it should be we in NALC Branch 231 do not want criminals in position of authority.
  

Title VI – Miscellaneous Provisions

• Authority is granted to the Secretary of Labor to investigate possible violations of most provisions of the LMRDA (except those specifically excluded) and to enter premises, examine records, and question persons in the course of the investigation.
  
  Since 2024 in my opinion there has been up to at least 8-11 NALC Branch 231 executive board members that possibly have violated the LMRDA.
  
  
• A union or any of its officials may not fine, suspend, expel, or otherwise discipline a member for exercise of rights under the LMRDA.
  
  In 2024 a current scab and former NALC Branch 231 executive board member filed Article X charges against me in violation of the LMRDA. If at the time I had knowledge of the LMRDA NALC Branch 231 probably would be very much improved.
  
  This provision seems to be violated constantly, except in very rare instances every Article X committee seems to have at least 1 current or former executive board member on it. This makes it impossible for the harmed member filing to get a fair and just result from the processes laid out in Article 10 and Article 11.
  
  
• No one may use or threaten to use force or violence to interfere with a union member in the exercise of LMRDA rights.
  
  Since 2024 there has been at least 2 current NALC Branch 231 executive board members that have threatened and/or physically attacked a dues paying member with no accountability. One of the many next steps is filing a complaint with the Secretary of Labor. As in one case I have exhausted all my internal union options.
  

Last Updated: 6-12-23

Brothers and sisters in our goal to improve our branch so that it actually represents us the due paying members, we need to become more knowledgeable, as my stumblingly upon the DOL/LMRDA just in November of 2025 demonstrates that we can never stop “turning over rocks” so that we in the rank and file can receive justice and be treated fairly.

Another interesting thing is in light of the “pledge” signed by all the executive board member why has the executive board as a whole never investigated or gave me the answer to who’s thumb is below, and does it actually belong to a executive board member that has seemingly violated the LMRDA. We due paying members know this will never be investigated because the pledge signed by some is meaningless to the said executive board member.

In closing, don’t believe what some write in the newsletter, all you have to do is look at what is and has been done to me solely because I stand up for the rank and file that pays dues, and actually deliver mail.

Until next time, never give up hope.