3. List of officers showing their names and their titles.

4. Initiation fees required, as well as fees charged to transferred members.

5. Fees for work permits required by the organization.

6. Regular dues or other periodic payments required of members.

7. These specific details on the procedures of the organization and the provisions made in its constitution and bylaws:

(a) What the qualifications and restrictions for membership are.

(b) How assessments are levied.

(c) What the provisions and procedures are for participation in insurance and other benefit plans.

(d) How the disbursement of union funds is authorized. (e) What provisions and procedures the organization has for the audit of financial transactions.

How regular and special meetings are called.

How officers, stewards, executive board members, and any delegates to other bodies composed of labor organization representatives are selected.

(h) What method is used to discipline or remove officers or agents for breach of trust.

(i) How fines, and suspension or expulsion of members, are handled, including the grounds for such actions, and what the provisions and procedures are for hearings and appeals in such cases.

(j) How bargaining demands are authorized.

(k) How contract terms are ratified.

(2) How strikes are authorized.

(m) What the provisions and procedures are for issuing work permits.

Any change in this information as supplied in the initial report must be sent to the Secretary of Labor at the time the next annual financial report is made.

The financial report must include this information about the reporting labor organization and its financial affairs during the previous fiscal year:

1. Assets and liabilities at the beginning and end of the fiscal year.

2. Listing of receipts of any kind and where they came from. 3. Salaries, allowances, and other direct or indirect payments to each officer, irrespective of amounts, and also to each employee who received more than $10,000 in the aggregate during the year from the reporting organization and any other affiliated labor organization.

4. Listing of all loans (direct or indirect) made to any officer, employee, or member which aggregated more than $250 during the year to any one person. A statement must be included giving the purpose of each loan, the security furnished, if any, and what arrangements were made for repaying the loan.

5. Listing of all direct or indirect loans made to any business enterprise. A statement must be included giving the purpose of each loan, the security furnished, if any, and what arrangements were made for repayment.

6. Any other disbursements and the purposes for which they were made.

The above information is to be shown in the categories prescribed by the Secretary of Labor.

Reports of union officers and employees

Every officer and employee (other than an employee performing exclusively clerical or custodial services) of a labor organization must file a signed report with the Secretary of Labor listing the following "conflict of interest" transactions involving himself, his spouse or minor child:

1. Direct or indirect holdings of securities or other interests in a business whose employees his labor organization_represents or actively seeks to represent and any income or other nonetary benefit received from such business;

2. Transactions involving securities, loans to or from, or other interests in a business whose employees his labor organization represents or actively seeks to represent;

3. Any interest in or income from a business which deals substantially with an employer whose employees his labor organization represents or actively seeks to represent;

4. Any interest in or income from a business which has any commercial dealings with his labor organization;

5. Any business transaction or arrangement with an employer whose employees his organization represents or actively seeks to represent, except work performed and payments and benefits received as a bona fide employee and sales and services in the regular course of business at prices available to any of the employer's employees; and

6. Any payment from an employer or an employer's labor relations consultant except payments permitted by section 302 of the Labor Management Relations Act, 1947, as amended by this law. Paragraphs (1) through (5) above do not require any employee to disclose bona fide investments in securities traded on a securities exchange registered as a national securities exchange under the Securities Exchange Act of 1934, or in shares in an investment company registered under the Investment Company Act of 1940, or in securities or a public utility holding company registered under the Public Utility Holding Company Act of 1935, or to report any income derived therefrom.

An officer or employee is not required to file a "conflict of interest" report unless he or his spouse or minor child has engaged in a trans action described.

Report of employers and labor consultants and other persons

Every employer must file with the Secretary of Labor a report as follows:

1. If he makes payments or loans of money, or other thing of value, including reimbursed expenses, or any promise or agreement for such payments or loans to any labor organization, union officer, agent, shop steward, or other union representative or employee. (Payments permitted under section 302 (c) of the Labor-Management Relations Act are excepted, as are payments or loans made by any national or State bank, credit union, insurance company, savings and loan association, or other credit institution.)

2. If he pays any of his employees, or any group or committee of his employees, to get them to persuade other employees to exercise or not to exercise, or how they shall exercise, the right to organize and bargain collectively through representatives of their own choosing, unless the payment was disclosed to the other employees before or at the same time as it was made.

3. If the object of any employer expenditure is to interfere with, restrain, or coerce any employees in the exercise of their right to organize and bargain collectively through representatives of their own choosing.

4. If the object of any employer expenditure is to obtain information about the activities of employees or of a labor organization concerning a labor dispute in which he is involved, except when the information is to be used only for an administrative or arbitration proceeding or a criminal or civil judicial proceeding.

5. If he makes an agreement or arrangement with a labor relations consultant or other independent contractor or organization covering activities where an objective is to persuade employees to exercise or not to exercise, or how they shall exercise, the right to organize and bargain collectively through representatives of their own choosing.

6. If he makes an agreement or arrangement with a labor relations consultant or similar person or organization covering activities where an object is to obtain information about the activities of employees or of a labor organization in connection with a labor dispute involving the employer, except when the information is to be used only for an administrative or arbitration proceeding or a criminal or civil judicial proceeding.

7. If he makes any payment pursuant to any such agreements or arrangements.

Reports filed by employers must include:

1. A detailed statement of each covered payment, loan, promise, agreement or arrangement, showing its date and amount, and the name, address, and position, if any, in any firm or labor organization, of the person to whom it was made.

2. A full explanation of the circumstances of all such payments, and the terms of any agreement or understanding under which they were made.

Employers do not need to file reports concerning compensation paid to their regular officers, supervisors, or employees for their services as regular officers, supervisors, or employees. Also, employers are not required to file reports on the services of any person if such person only engaged or agreed to engage in the following activities: giving advice to the employer; representing the employer before a court, administrative agency, or arbitration tribunal; and engaging in collective bargaining on behalf of the employer with respect to wages, hours, or other conditions of employment.

Signed reports must also be filed with the Secretary of Labor by every person who agrees or arranges with an employer to undertake activities which have as an object, directly or indirectly:

1. To persuade employees to exercise, or not to exercise, or as to how they should exercise, the right to organize and bargain collectively through representatives of their own choosing.

2. To supply an employer with information on the activities of employees or a labor organization in connection with a labor dispute involving the employer, except information for use solely in conjunction with an administrative or arbitral proceeding or a criminal or civil judicial proceeding.

There are certain exceptions from these latter reporting requirements, as follows:

1. Reports are not required of regular officers, supervisors, or employees of any employer concerning the compensation they receive in connection with their work for such employer.

2. An attorney who is a member in good standing of the bar of any State need not report any information which is lawfully communicated to him in the course of a legitimate attorney-client relationship.

3. No person is required to make reports if he only engaged or agreed to engage in the following activities: giving advice to employers; representing employers before a court, administrative agency, or arbitration tribunal; and engaging in collective bargaining on behalf of employers with respect to wages, hours, or other conditions of employments.

Disclosure and enforcement

All reports are public information. They are subject to inspection by any person, and copies may be purchased by any person upon payment of a copying charge. Unions must make the reported information available to members, and permit members for just cause to examine any books and records necessary to verify the reports. Basic records to support all reports must be kept and preserved for at least five years. Criminal penalties are provided for wilfully falsifying, withholding, or destroying reports or other required information. When it appears that any person has violated or is about to violate Title II, the Secretary of Labor may bring a civil action in the proper Federal district court for appropriate relief, including an injunction.

The filing requirements of former sections 9 (f) and (g) of the National Labor Relations Act are repealed since they have been replaced by the new requirements of this law.

For copies of the reporting forms and instructions, write to the Bureau of Labor-Management Reports, U.S. Department of Labor, Washington 25, D.C.

TRUSTEESHIPS (TITLE III)

Under the Act trusteeships may be established over subordinate unions only in accordance with the constitution and bylaws of the supervisory body, and for one or more of the following purposes:

1. Correcting corruption or financial malpractice;

2. Assuring the performance of a collective bargaining agreement or other duties of a bargaining representative;

3. Restoring democratic procedures; or

4. Otherwise carrying out the legitimate objects of such labor organization.

Supervisory organizations must file special reports within thirty days of the establishment of a trusteeship or within thirty days after

September 14, 1959 in the case of trusteeship existing on that date, and must report semiannually thereafter.

In the initial report, these facts are to be included:

1. Name and address of the subordinate organization.

2. Date the trusteeship was established.

3. Detailed report of reason or reasons why the trusteeship was established or why it has been continued.

4. A statement of the extent to which members of the organization under trusteeship have any part in selecting delegates to represent them at union conventions or at other policymaking meetings.

5. A statement of the extent to which members of the trusteed organization take part in electing the officers of the labor organization which has assumed the trusteeship.

6. A complete account of the financial status of the trusteed organization at the time the trusteeship went into effect.

Up-to-date information on matters included in the initial report (except the information listed under No. 6) must be reported to the Secretary of Labor in semiannual reports each 6 months after the initial report is filed, for so long as the trusteeship remains in effect. In addition, the supervisory organization must file on behalf of the subordinate organization the specific annual financial reports required by Title II.

In administering a trusteeship two practices are specifically prohibited. First, it is unlawful to count votes of convention delegates from the subordinate organization unless they were elected by secret ballot in an election where all members in good standing could participate. Second, transfer of any funds from a subordinate to a supervisory organization, except normal per capita taxes and assessments payable by other subordinate bodies, is also unlawful. The Act, however, does not prevent distribution of the subordinate union's assets in accordance with its constitution and bylaws upon its bona fide dissolution.

Generally, the means of enforcing trusteeship reporting requirements, and the criminal sanctions for improper reporting, parallel those available for the annual reports required by Title II. Civil suit to secure compliance with the trusteeship standards may be brought by any member, or by any subordinate body affected by violation of this title, as well as by the Secretary when he finds, as a result of a complaint in writing by a member of a subordinate organization or subordinate organization and after investigation, that there is probable cause to believe a violation has occurred. But when the Secretary files suit the court's jurisdiction is exclusive. A trusteeship is presumed valid for 18 months, from its establishment, after which the burden of proof is on the parent organization to justify its continuation.

ELECTIONS (TITLE IV)

This law requires national or international labor organizations, except federations of such organizations, to elect officers at least once every 5 years either by secret ballot among members in good standing, or at a convention of delegates chosen by secret ballot. Intermediate bodies are required to hold elections not less frequently than once every 4 years either by secret ballot among members in good standing