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HR 8775

Ending Predator Access to Union Power Act

119th Congress Introduced by Joe Wilson

Disqualifies individuals convicted of sex offenses against minors from serving in positions regulated by the LMRDA, with the change taking effect 30 days after enactment.

Introduced in House
1
WeVote Research Nonpartisan
Bill Summary · HR 8775

Overview

HR 8775, the Ending Predator Access to Union Power Act, is a bill introduced in the 119th Congress by Rep. Joe Wilson. The measure would amend the Labor-Management Reporting and Disclosure Act of 1959 (LMRDA) to disqualify individuals who have been convicted of sex offenses against minors from serving in certain positions protected or governed by the Act. The bill was introduced May 12, 2026 and referred to the House Committee on Education and Workforce. A single sponsor (and one co-sponsor) is listed.

Purpose and intent

  • The primary purpose is to restrict participation in specific roles under the LMRDA for individuals convicted of sex offenses against minors.
  • The bill adds “a sex offense against a minor” to the list of disqualifying circumstances for holding office or certain positions under the LMRDA, aiming to reduce potential predatory access within union leadership or related positions.

Key provisions

  • Section 2(a) adds to Section 504(a) of the LMRDA a new ground for disqualification: “a sex offense against a minor,” immediately following the existing reference to “grievous bodily injury.”
  • Section 2(b) makes a technical correction to Section 504(a) by inserting a comma for proper phrasing: “Act, any” (likely clarifying the statute’s applicability).
  • Section 2(c) establishes an implementation timeline: the amendments take effect 30 days after the date of enactment.

Who is affected

  • Individuals seeking or holding positions regulated by the Labor-Management Reporting and Disclosure Act of 1959 would be subject to the new disqualification criterion if they have been convicted of a sex offense against a minor.
  • The provision targets potential beneficiaries of union leadership or governance roles within organizations covered by the LMRDA, though the bill text does not specify particular roles beyond the scope of Section 504(a).

Procedural and timeline aspects

  • Introduction date: May 12, 2026.
  • Referral: House Committee on Education and Workforce.
  • Effective date: 30 days after enactment.
  • The bill currently has at least one co-sponsor (Rep. Joe Wilson) and a single-committee path noted in the action history.

Potential impacts and considerations

  • Legal/operational impact: If enacted, unions and regulatory bodies enforcing the LMRDA would apply the new disqualification criterion to determine eligibility for certain positions, potentially barring individuals with minor sex offense convictions from specified union roles.
  • Scope considerations: The bill does not specify which exact positions within the LMRDA framework are affected beyond the general “holding office” reference; additional guidance or regulations may be needed to delineate covered roles.
  • Safeguards and enforcement: The bill text does not outline enforcement mechanisms, appeal procedures, or transition rules beyond the general 30-day effectiveness window.

If you’d like, I can provide a brief comparison to current LMRDA disqualification standards or track potential legislative steps and implications through the approval process.

Compiled from official sources — confirm details with the bill’s official record.

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