Labor Management Reporting and Disclosure Act

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The Labor Management Reporting and Disclosure Act (or LMRDA), also known as the Landrum-Griffin Act, is a United States labor law statute that regulates labor unions' internal affairs and union officials' relationships with employers.

Enacted in 1959 after revelations concerning corruption and undemocratic practices in the International Brotherhood of Teamsters, International Longshoremen's Association, United Mine Workers and other unions received wide public attention, the Act requires unions to hold secret elections for local union offices on a regular basis and provides for review by the United States Department of Labor of union members' claims of improper election activity.

Other provisions of the law:

Bar members of the Communist Party and convicted felons from holding union office.
Require unions to submit annual financial reports to the DOL.
Declare that every union officer must act as a fiduciary in handling the assets and conducting the affairs of the union.
Limit the power of unions to put subordinate bodies in trusteeship, a temporary suspension of democratic processes within a union.
Provide certain minimum standards before a union may expel or take other disciplinary action against a member of the union.

The LMRDA covers both workers and unions covered by the National Labor Relations Act ("Wagner Act") and workers and unions in the railroad and airline industries, who are covered by the Railway Labor Act. The LMRDA does not, as a general rule, cover public sector employees, who are not covered by either the NLRA or the RLA. The LMRDA likewise does not displace state laws governing unions' relations with their members except to the extent that those state laws would conflict with federal law.

Congress also amended the National Labor Relations Act, as part of the same piece of legislation that created the LMRDA, by tightening the prohibitions against secondary boycotts added by the Taft-Hartley Act, prohibiting certain types of "hot cargo" agreements, under which an employer agreed to cease doing business with other employers, and gave the General Counsel of the National Labor Relations Board the power to seek an injunction against a union if it engaged in recognitional picketing of an employer for more than thirty days without filing a petition for representation with the NLRB.