replace workers who exercise their right to strike. This is contrary to Congress’s intent in enacting the National Labor Relations Act and has led to confusion amongst workers regarding their right to strike. (12) Hearings under section 9 of the National Labor Relations Act ( 29 U.S.C. 159 ) exist to assure to workers the fullest freedom in exercising the rights guaranteed by the Act. However, some employers have abused the representation process of the National Labor Relations Board to impede workers from freely choosing their own representatives and exercising their rights under the Act. (13) So-called right-to-work laws do not give any worker the right to a job. While Federal law requires unions to fairly represent all members of a given bargaining unit, and thereby expend resources on all unit members, many States’ so-called right-to-work laws prohibit unions from charging all members for the representation and services that the unions are legally obliged to render. Section 14(b) of the National Labor Relations Act ( 29 U.S.C. 164(b) ) must be reformed to permit unions and employers to mutually agree that payment of fair share fees shall be a condition of employment following initial hiring. (14) Restrictions on so-called secondary boycotts and recognitional picketing unduly impede workers’ ability to engage in peaceful conduct and expression. Workers must be free to act in solidarity with workers in other workplaces in order to improve labor standards and achieve other lawful ends for mutual aid or protection. (15) In order to make the right to collective bargaining and freedom of association in the workplace a reality for workers, the National Labor Relations Act must be strengthened. 3. Purposes The purposes of this Act are— (1) to strengthen protections for workers engaged in collective bargaining to improve their wages, hours, and terms and conditions of employment