; (2) to expand coverage under the National Labor Relations Act ( 29 U.S.C. 151 et seq.) to more employees; (3) to provide a process by which workers and employers can successfully negotiate an initial collective bargaining agreement; (4) to provide a stronger deterrent and fairer remedies for workers who face retaliation, discrimination, or other interference with their legal rights to act concertedly, join a union, or engage in collective bargaining; (5) to broadly protect employees’ right to engage in concerted activities for mutual aid or protection; (6) to streamline the enforcement procedures of the National Labor Relations Board to provide for more timely and effective enforcement of the law; (7) to safeguard the right to strike by prohibiting permanent replacement of striking workers; (8) to repeal specific prohibitions on collective action and peaceful expression; (9) to permit fair share fee arrangements in order to promote workers’ freedom of association and encourage the practice of collective bargaining; (10) to improve the purchasing power of wage earners in industry; (11) to promote the stabilization of fair wage rates and humane working conditions within and between industries; and (12) to redress the inequality of bargaining power between employees and employers. I Amendments to labor laws 101. Amendments to the National Labor Relations Act (a) Definitions of employee and supervisor (1) Section 2(3) of the National Labor Relations Act ( 29 U.S.C. 152 ) is amended by inserting at the end the following: “An individual performing any service shall be considered an employee (except as provided in the previous sentence) and not an independent contractor for purposes of this Act, unless— (A) the individual is free from control and direction in connection with the performance of the service, both under the contract for the performance of service and in fact; (B) the service is performed outside the usual course of the business of the employer