Estados Unidos de América - Workers do not have access to an effective system to remedy violations of their rights (2013)

Although workers whose rights have been violated may file unfair labour practice charges with the National Labour Relations Board, remedies for violations are notoriously weak and often are not imposed until years after the violation. Employers who illegally fire workers for union activity are only required to pay back wages minus what the worker has earned in the meantime—a sum that is typically so negligible that, as a 2000 report by Human Rights Watch concluded, employers consider it to be a “minor cost of doing business”. The only remedy imposed when an employer threatens workers with retaliation for union activity is a cease and desist order and a requirement that the employer post a notice saying it will not violate the law again, and the typical remedy for a refusal to bargain is simply an order to bargain in the future. These remedies are inadequate either to deter violations or to adequately compensate the victims of unlawful conduct.