Sec. 3. Definitions
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In this Act: The term employee has the meaning given such term in section 2 of the National Labor Relations Act ( 29 U.S.C. 152 ). The term employee involvement organization means an organization or entity established by the mutual consent of an employer and any number of employees of the employer— which may be initiated by the employer, the employees, or both; which may be dissolved— except as described in clause (ii), at any time, and without regard to cause, by the employer, the employees, or both; or in the case of an employee involvement organization for a large employer and employees of the large employer, only in accordance with section 4(b)(2); in which employees and supervisors participate to address matters of mutual interest, including issues of quality of work, productivity, efficiency, compensation, benefits (including related to education and training), recruitment and retention, grievances, child care, safety and health, and accommodation of the religious beliefs and practices of employees; and that does not have, claim, or seek authority to— be the exclusive collective bargaining representative of the employees participating in such organization or entity; negotiate or enter into a collective bargaining agreement with the employer on behalf of such employees; amend any collective bargaining agreement between the employer and any labor organization; or preclude such employees from designating or selecting a labor organization as the representative of such employees, as provided in section 9(a) of the National Labor Relations Act ( 29 U.S.C. 159(a) ).
The term employer has the meaning given such term in section 2 of the National Labor Relations Act ( 29 U.S.C. 152 ). The term large employer means an employer that— had more than $1,000,000,000 in annual gross revenues for the most recently completed fiscal year prior to the date of certification under section 4(b)(1); and employs more than 3,000 employees on such date. The term workforce committee means a committee of the board of directors of an employer that— oversees the policies of the employer on quality of work, productivity, efficiency, compensation, benefits (including related to education and training), recruitment and retention, grievances, child care, safety and health, and accommodation of the religious beliefs and practices of employees; has a substantially equivalent source of authority with respect to authorizing provisions in the article of incorporation or bylaws of the employer as the compensation committee of the board of directors or an equivalent committee of the board of directors; and may be the compensation committee of the board of directors or an equivalent committee of the board of directors, if such committee meets the requirements of this paragraph.
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