that productivity gains are shared by working people. The decline in the percentage of workers covered by collective bargaining has contributed significantly to skyrocketing income inequality and flat wages. (4) As enacted in 1935, the National Labor Relations Act protects the right of all workers to join together with their coworkers to advocate for improvements in their pay, benefits, and working conditions, regardless of whether they seek representation by a labor organization. Such Act protects the right of workers to discuss issues like pay and benefits without retaliation or interference by employers. However, the awareness of workers regarding their rights under such Act is lacking, and many employers maintain policies that restrict the ability of workers to discuss workplace issues with each other, directly contravening these rights. Research shows that more than one-half of workers report that their employers have policies that prohibit or discourage workers from discussing pay with their coworkers. These policies and practices impede workers from exercising their rights under such Act and impair their freedom of association at work. (5) Retaliation by employers against workers who exercise their rights under the National Labor Relations Act persists at troubling levels. Employers routinely fire workers for trying to form a labor organization at their workplace. In one out of 3 organizing campaigns, one or more workers are discharged for supporting or joining a labor organization. In fiscal year 2014, the National Labor Relations Board obtained reinstatement orders for 3,240 workers and obtained back pay awards totaling $43,800,000 for workers who faced illegal retaliation for exercising their rights. (6) The current remedies are inadequate to deter employers from violating the National Labor Relations Act. The remedies and penalties for violations of such Act are far weaker than for other labor and employment laws, including the Civil Rights Act of 1964 ( 42 U.S.C. 2000a et seq.). Unlike other major