An Act to Restore and Protect Workplace Rights for American Workers
Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled,
SECTION 1. SHORT TITLE AND FINDINGS
(a) Short Title
This Act may be cited as the “Collective Labor and Worker Safeguards Act” or “CLAWS Act.”
(b) Congressional Findings
Congress finds that:
- Systematic Enforcement Failure: The National Labor Relations Board (NLRB) currently processes only 259 cases annually while workplace rights violations occur millions of times daily, creating a situation where violations are effectively decriminalized.
- Mathematical Impossibility of Current Enforcement: With only 1 NLRB employee serving 90,700 workers (up from 58,200 in 2008), and median case processing times increasing to 117 days, current enforcement mechanisms are fundamentally broken.
- Economic Rationalization of Rights Violations: Current minimal penalties make workplace rights violations economically rational for corporations, treating fines as a mere cost of doing business rather than a deterrent.
- Chilling Effect on Constitutional Rights: The exclusive jurisdiction of an overwhelmed NLRB creates a powerful deterrent that prevents millions of legitimate workplace activities, as workers reasonably conclude that waiting months for potential enforcement with no guarantee of success is untenable.
- Immigration Fraud Against American Workers: With H-1B visa fraud rates of 21% and minimal enforcement, American workers face systematic displacement and wage suppression through illegal immigration practices.
- Privacy Violations in the Digital Age: Employers are increasingly using sophisticated surveillance technology to monitor and intimidate workers who exercise their Section 7 rights, underscoring the need for updated legal protections.
- Due Process Deficiencies: American workers can be fired for exercising protected workplace rights without a meaningful opportunity to contest decisions or present evidence.
SECTION 2. PURPOSE AND DECLARATION OF POLICY
(a) Purpose
The purpose of this Act is to:
- Restore the original promise of the National Labor Relations Act by making workplace rights enforceable in practice rather than theory
- Establish the Rapid Employee Protection System (REPS) to provide immediate, meaningful protection for workers exercising their rights
- Create meaningful deterrence against workplace rights violations through substantial penalties and rapid enforcement
- Provide anonymous registration and documentation capabilities that allow workers to build evidence without fear of retaliation
- Protect worker privacy rights in the digital workplace while enabling effective enforcement
- Ensure due process in employment decisions with rapid resolution mechanisms
- End immigration fraud that displaces American workers through enhanced enforcement and penalties
- Restore agency independence and effectiveness through guaranteed funding and staffing
- Protect workers from all forms of coercion, including both employer and union pressure
- Recognize and protect “break room unions” as legitimate collective activity under Section 7
(b) Declaration of Policy
It is the policy of the United States that:
- Workplace rights are fundamental to free market capitalism and individual liberty.
- Workers should never have to choose between asserting their rights and providing for their families.
- Corporations should compete based on merit, innovation, and quality, not on their ability to violate workers’ rights with impunity.
- True free markets require fair competition and honest rules that prevent the powerful from preying on the vulnerable.
- Individual workers have the right to collective strength while maintaining personal autonomy and control.
- The government has a responsibility to enforce workplace rights effectively, promptly, and in a meaningful manner.
- Anonymous documentation and strategic disclosure are crucial tools for protecting workers in modern workplaces.
- All workers, regardless of union status, deserve equal protection under workplace rights laws.
- The climate of fear that prevents workers from asserting their legal rights must be eliminated.
SECTION 3. DEFINITIONS
For purposes of this Act, the following terms shall have the meanings indicated:
(a) “Protected Activity”
Any activity protected under Section 7 of the National Labor Relations Act, including but not limited to:
- Discussion of wages, working conditions, and treatment with coworkers
- Association with others to improve working conditions
- Expression of opinions about employment policies
- Communication about safety concerns and workplace practices
- Petitioning employers for better working conditions
- Reporting violations of law and safety regulations
- Organizing for mutual aid and protection
(b) “Workplace Rights Violation”
Any action by an employer that interferes with, restrains, or coerces employees in the exercise of their protected activity rights, including:
- Illegal surveillance of protected conversations
- Retaliation for protected activity
- Termination without a proper hearing for protected activity
- Discriminatory treatment based on protected activity
- Economic coercion to suppress protected activity
(c) “Covered Employer”
Any employer engaged in interstate commerce, including:
- Private sector employers covered by the NLRA
- Government contractors
- Companies receiving federal funds or benefits
- Multi-national corporations operating in the United States
(d) “Affected Worker”
Any employee who has been subjected to a workplace rights violation, including:
- Workers terminated for protected activity
- Workers subjected to retaliation for protected activity
- Workers whose privacy has been violated
- Workers displaced by immigration fraud
SECTION 4. ENHANCED CIVIL PENALTIES
(a) Civil Penalties for Workplace Rights Violations
- Base Penalty: Any covered employer found to have violated workplace rights shall be subject to a civil penalty of $50,000 per affected worker for each violation.
- Enhanced Penalties for Systematic Violations: If an employer engages in a pattern or practice of workplace rights violations, additional penalties shall apply:
- $250,000 per affected worker for violations affecting more than 10 workers
- $1,000,000 per affected worker for violations affecting more than 100 workers
- Triple Penalties for Repeat Violations: Any covered employer found to have committed workplace rights violations within 5 years of a prior violation shall be subject to triple the otherwise applicable penalty.
(b) Corporate Criminal Liability
- Executive Criminal Liability: Any corporate executive who knowingly authorizes, directs, or permits workplace rights violations shall be subject to:
- Up to 5 years imprisonment for each violation
- Personal fines up to $1,000,000 per violation
- Disqualification from serving as a corporate officer or director for 10 years
- Corporate Criminal Penalties: Corporations that engage in systematic workplace rights violations shall be subject to:
- Criminal fines up to 10% of annual revenue
- Mandatory probation with court-appointed oversight
- Potential debarment from federal contracts for up to 10 years
(c) Manager Personal Liability
Any manager, supervisor, or agent who personally engages in retaliation against workers exercising protected activity shall be subject to:
- Personal liability for damages to affected workers
- Civil penalties up to $100,000 per violation
- Mandatory termination of employment for violations
SECTION 5. RAPID EMPLOYEE PROTECTION SYSTEM (REPS)
(a) Establishment and Purpose
- System Establishment: Within the executive branch, a Rapid Employee Protection System (REPS) shall be established to provide a unified platform for workers to document workplace violations, file complaints, and access protections under this Act.
- System Integration: Existing systems of the Internal Revenue Service, Social Security Administration, and Health and Human Services shall be used to add REPS as a feature for these purposes.
- Primary Purpose: REPS shall provide immediate, meaningful protection for workers exercising their rights under federal law, eliminating the need for workers to choose between asserting their rights and providing for their families.
(b) System Requirements and Features
- Core Functionality: The Rapid Employee Protection System shall provide:
- Secure online and telephone access for workers to register and document workplace violations
- Government-verified timestamps for all worker documentation and complaints
- Anonymous registration capability with worker control over identity revelation
- Secure access to documentation history for registered workers
- Integration with enforcement mechanisms to enable rapid response to violations
- Comprehensive violation records and enforcement action tracking
- Real-time case status updates for workers
- Data security and privacy protections for all worker information
- Multi-language accessibility and accommodation formats
- Mobile-friendly access for workers without computer access
- Infrastructure Leveraging: The Independent Worker Protection Agency may enter into agreements with the Internal Revenue Service, Social Security Administration, Centers for Medicare & Medicaid Services, and other federal agencies to leverage existing infrastructure, authentication systems, and administrative capabilities for REPS implementation.
(c) Anonymous Registration and Worker Control
- Anonymous Registration: Workers may register with REPS anonymously and document workplace violations without revealing their identity. Workers shall have sole control over when and whether to reveal their identity to employers or enforcement agencies.
- Documentation Authority: Documentation entered into REPS by workers shall be:
- Admissible as evidence in all proceedings under this Act
- Create a rebuttable presumption of accuracy when government-verified timestamps are present
- Serve as primary evidence in enforcement and legal proceedings
- Strategic Disclosure: Workers may choose to reveal their identity and documentation strategically, including:
- After building a comprehensive record of violations
- When seeking formal enforcement action
- When filing lawsuits or administrative complaints
- When organizing with coworkers
- At any other time of the worker’s choosing
(d) Rapid Enforcement Integration
- Emergency Petitions: Workers may file emergency petitions for immediate relief through REPS, requiring:
- Agency hearing within 7 days of filing
- Decision issuance within 14 days of filing
- Immediate interim relief upon prima facie showing of retaliation
- Fast-Track Procedures: All cases originating through REPS shall receive:
- Priority scheduling and expedited processing
- Final decisions within 30 days of filing, except for good cause shown
- De novo federal court review if the Agency fails to meet timelines
- Complete resolution within 90 days, including appeals
- Direct Court Access: REPS users shall have:
- Immediate standing to file in the federal district court at any time
- Automatic standing if Agency timelines are not met
- Parallel proceedings capability (administrative and judicial simultaneously)
- No exhaustion requirement for federal court filing
(e) Protection from Retaliation
- Enhanced Retaliation Prohibitions: It shall be unlawful for any employer to:
- Identify or attempt to identify anonymous REPS registrants
- Retaliate against workers suspected of REPS participation
- Interfere with worker documentation activities in REPS
- Discriminate based on REPS registration or participation
- Presumption of Retaliation: Adverse action taken within 90 days of REPS activity shall create a rebuttable presumption of retaliation, requiring the employer to prove by clear and convincing evidence that the action was taken for legitimate, non-retaliatory reasons.
(f) Emergency Relief and Worker Protection
- Immediate Income Replacement: Workers who face retaliation for REPS-protected activity shall receive:
- Income replacement equal to regular wages and benefits starting within 7 days
- Emergency housing assistance to prevent homelessness
- Healthcare continuation during proceedings
- Free legal representation through the Independent Worker Protection Agency
- Rapid Disbursement: All emergency relief shall be disbursed within 7 days of a prima facie showing of retaliation.
(g) State System Integration
- State Employee Protection Systems: States may establish State Employee Protection Systems (State EPS) that meet or exceed REPS requirements, providing:
- Anonymous registration and documentation capabilities equivalent to REPS
- Enforcement timelines no longer than federal REPS standards
- Penalties no less than those specified in this Act
- Worker control and anonymity protections equivalent to REPS
- Failsafe Mechanism: If federal REPS experiences delays exceeding required timelines:
- Workers shall be immediately notified of their right to file with the certified State EPS
- Cases may be transferred to State EPS at the worker’s request
- Workers may file directly in the federal district court without delay
- Delays shall be reported to Congress within 7 days
(h) Worker Education and Outreach
- Comprehensive Education: The Department of Labor shall conduct:
- Public education campaigns informing workers of REPS protections
- School curriculum development for worker rights education
- Online resource maintenance with plain language explanations
- “Know Your Rights” training programs for workers and community organizations
- Break Room Union Education: Educational materials shall specifically inform workers that:
- Two or more coworkers discussing wages, hours, or working conditions constitute a legal union under Section 7 of the NLRA
- This “break room union” has the same legal protections as formal unions
- Employers cannot retaliate against workers for these discussions
- Workers can use REPS to document violations anonymously
(i) Funding and Implementation
- Worker Protection Fund: A Worker Protection Fund will be established to provide:
- Immediate relief to workers facing retaliation
- REPS system operations and maintenance
- Education and training programs
- Grants to states for State Employee Protection System development
- Implementation Timeline: REPS shall be operational within 180 days of enactment, with:
- Phase 1 (Months 1-3): Core system development and security infrastructure
- Phase 2 (Months 4-6): Agency integration and infrastructure sharing
- Phase 3 (Months 7-9): Full operation with all features and outreach programs
SECTION 6. EMERGENCY RELIEF PROCEDURES
(a) 72-Hour Temporary Reinstatement
- Immediate Relief: Any worker who alleges termination for protected activity may file for emergency relief, which shall result in:
- Temporary reinstatement within 72 hours of filing
- Continuation of wages and benefits during proceedings
- Restoration of seniority and position pending resolution
- Standard of Proof: Emergency relief shall be granted upon a showing of:
- Prima facie case that termination was for protected activity
- Reasonable likelihood of success on merits
- Irreparable harm without immediate relief
(b) Emergency Court Orders
- Injunctive Relief: Courts may issue emergency orders to:
- Stop ongoing workplace violations
- Prevent imminent retaliation
- Preserve evidence of violations
- Protect witnesses and whistleblowers
- Ex Parte Proceedings: Emergency relief may be granted ex parte where:
- An immediate threat exists to worker rights
- Notice would defeat the purpose of relief
- The worker shows a substantial likelihood of success
(c) Rapid Resolution Process
All workplace rights violations shall be resolved within 90 days of filing, unless extended by mutual agreement. The process shall include:
- Initial hearing within 14 days
- Discovery period of 30 days
- Final hearing within 60 days
- Decision within 90 days
SECTION 6. PRIVATE RIGHT OF ACTION
(a) Direct Judicial Access
- Federal Court Jurisdiction: Any worker whose workplace rights have been violated may bring a civil action directly in federal court, without first filing with the NLRB.
- Bypass Provision: Workers may bypass NLRB proceedings when:
- NLRB cannot provide timely protection (exceeding 30 days)
- The agency is understaffed or unable to process cases
- The worker demonstrates an immediate threat of irreparable harm
(b) Attorney’s Fees and Costs
- Prevailing Worker: Any worker who prevails in a workplace rights action shall be entitled to:
- Reasonable attorney’s fees and costs
- Expert witness fees
- Litigation expenses
- Enhanced damages for willful violations
- Fee Shifting: Employers who violate workplace rights shall be responsible for:
- All litigation costs incurred by workers
- Court costs and filing fees
- Reasonable costs of discovery
(c) Punitive Damages
- Willful Violations: In cases of willful, wanton, or reckless violations of workplace rights, courts may award punitive damages up to:
- 10 times actual damages for each affected worker
- $500,000 per violation for systematic violations
- $10 million per corporate defendant for egregious conduct
- Enhanced Punitive Damages: Additional punitive damages may be awarded where:
- The employer showed deliberate indifference to workers’ rights
- Violations were part of corporate policy
- Employer attempted to conceal violations
SECTION 7. WORKPLACE PRIVACY PROTECTION
(a) Prohibition on Illegal Surveillance
- Ban on Monitoring Protected Conversations: Employers shall be prohibited from:
- Monitoring private conversations about wages and working conditions
- Surveilling union activities without consent or legal authority
- Tracking protected activities through electronic means
- Using spyware or monitoring software to detect protected activity
- Digital Privacy Rights: Workers shall have the right to:
- Privacy in personal digital communications during non-work hours
- Protection from monitoring of personal social media activity
- Use of personal devices without employer surveillance
- Private conversations about workplace conditions
(b) Criminal Penalties for Privacy Violations
- Corporate Criminal Liability: Any employer who illegally monitors protected workplace activity shall be subject to:
- Criminal fines up to $1,000,000 per violation
- Imprisonment of responsible executives up to 3 years
- Mandatory court-appointed privacy compliance officer
- Individual Liability: Any individual who illegally monitors workplace activity shall be subject to:
- Criminal penalties up to $500,000 per violation
- Imprisonment up to 2 years per violation
- Permanent disqualification from HR or management positions
(c) Privacy Impact Assessments
- Annual Assessments: Covered employers shall conduct annual privacy impact assessments to:
- Identify potential privacy violations in workplace monitoring
- Assess compliance with privacy requirements
- Implement corrective measures for identified violations
- Submit reports to the Department of Labor
- Independent Audit: Employers shall submit to independent privacy audits:
- Every 2 years for large employers (500+ employees)
- Every 3 years for medium employers (100-499 employees)
- Upon complaint for any employer
SECTION 8. EMPLOYMENT DUE PROCESS
(a) Mandatory Fair Hearing Requirements
- Pre-Termination Hearing: No worker shall be terminated for alleged protected activity without:
- Written notice of specific allegations
- Opportunity to respond to allegations
- Right to present witnesses and evidence
- Right to cross-examine employer witnesses
- Neutral decision-maker not involved in alleged violation
- Standard of Proof: Employers must prove by clear and convincing evidence that termination was for legitimate, non-retaliatory reasons.
(b) Right to Confrontation and Evidence
- Witness Confrontation: Workers shall have the right to:
- Confront all witnesses against them
- Cross-examine employer witnesses
- Present own witnesses and evidence
- Obtain copies of all evidence used against them
- Evidence Requirements: Employers must provide:
- All relevant documents supporting the termination decision
- Complete investigation files and reports
- Communications and emails related to termination
- Witness statements and testimony
(c) Burden of Proof and Reinstatement
- Employer Burden: The employer shall bear the burden of proving that termination was not for protected activity.
- Reinstatement Rights: Workers terminated for protected activity shall be entitled to:
- Immediate reinstatement with full back pay
- Restoration of seniority and benefits
- Compensation for lost promotions and opportunities
- Additional damages for emotional distress
SECTION 9. AMERICAN WORKER PROTECTION FROM IMMIGRATION FRAUD
(a) Enhanced H-1B Visa Enforcement
- Mandatory Criminal Penalties: Any person or entity found guilty of H-1B visa fraud shall be subject to:
- Mandatory 10-year prison sentence per violation
- Fines up to $5,000,000 per violation
- Permanent debarment from immigration programs
- Corporate dissolution for repeated violations
- Wage Theft Criminalization: Employers who pay H-1B workers less than the required wages shall face:
- Criminal penalties up to 20 years imprisonment
- Fines up to 10 times the wage theft amount
- Mandatory restitution to affected American workers
- Complete corporate asset forfeiture for systematic violations
(b) Immediate Deportation and Restitution
- Deportation Authority: Any worker found to be in the United States through visa fraud shall be:
- Immediately deported without the right of appeal
- Permanently barred from future immigration
- Subject to criminal prosecution in the home country through a treaty
- Required to pay full restitution to displaced American workers
- American Worker Restitution: American workers displaced by immigration fraud shall receive:
- Full back pay from the date of displacement
- Lost benefits and seniority restoration
- Career advancement compensation
- Punitive damages from fraudulent employers
(c) Enhanced Enforcement Resources
- Dedicated Enforcement Units: Establish specialized units within:
- Department of Labor for wage theft investigations
- Department of Justice for visa fraud prosecutions
- Department of Homeland Security for deportation enforcement
- Office of Special Counsel for whistleblower protection
- Increased Funding: Provide dedicated funding of:
- $500 million annually for immigration fraud enforcement
- $200 million annually for American worker restitution
- $100 million annually for whistleblower protection
- $50 million annually for judicial training
SECTION 10. AGENCY REFORM AND INDEPENDENCE
(a) Guaranteed Funding and Resources
- Minimum Staffing Requirements: The NLRB shall maintain minimum staffing ratios of:
- 1 employee per 25,000 workers (current ratio is 1:90,700)
- 1 regional office per 1 million workers
- 1 administrative law judge per 50,000 cases annually
- 1 investigator per 5,000 complaints annually
- Guaranteed Funding: Congress shall provide guaranteed funding of:
- $2 billion annually for NLRB operations
- $500 million annually for case processing technology
- $200 million annually for worker outreach and education
- $100 million annually for judicial training and support
(b) Independent Board Protection
- Board Independence: NLRB Board members shall have:
- Fixed 5-year terms without removal except for cause
- Protection from political interference in decision-making
- Guaranteed budget authority independent of political pressures
- Professional qualifications requirements
- Bipartisan Structure: The Board shall maintain:
- 3 members from each major party
- 1 independent member agreed upon by both parties Staggered terms to ensure continuity
- Merit-based selection process
(c) Mandatory Case Processing Timelines
- Case Resolution Requirements: All workplace rights cases shall be resolved within:
- 30 days for emergency relief applications
- 60 days for unfair labor practice complaints
- 90 days for representation election disputes
- 120 days for complex cases with good cause shown
- Performance Metrics: The NLRB shall maintain:
- 95% case resolution within required timelines
- 90% worker satisfaction rate with process
- 85% enforcement success rate in federal courts
- 75% reduction in case backlog within 2 years
SECTION 11. WORKER CHOICE AND PROTECTION
(a) Protection from All Forms of Coercion
- Employer Coercion Prohibited: Employers shall be prohibited from:
- Threatening workers for exercising protected rights
- Discriminating against workers for REPS participation
- Using economic pressure to suppress workplace rights
- Retaliating against workers for documented violations
- Union Coercion Prohibited: Labor organizations shall be prohibited from:
- Threatening workers who refuse membership or participation
- Discriminating against non-members in any workplace context
- Using violence, intimidation, or pressure to organize
- Misrepresenting membership requirements or obligations
- Penalties for Coercion: Any party that engages in coercion shall face:
- Civil penalties up to $100,000 per violation
- Enhanced penalties up to $500,000 for systematic coercion
- Criminal liability for coercion involving threats or violence
- Mandatory education programs and court-appointed oversight
(b) Absolute Right to Individual Choice
- Freedom of Association: Workers shall have the absolute right to:
- Work without joining any labor organization
- Choose whether to participate in collective action
- Maintain independence while benefiting from others’ collective action
- Negotiate individually or collectively as they choose
- Protection of Individual Rights: Workers’ rights to individual choice shall include:
- No compulsory membership in any organization
- No forced dues or fees without explicit consent
- No retaliation for choosing independent action
- Complete workplace protection regardless of organizational status
(c) Break Room Union Recognition
- Legal Recognition: Any group of two or more coworkers discussing wages, hours, or working conditions shall be recognized as a legal “break room union” with:
- Complete Section 7 protections under the NLRA
- Same legal status as formal unions for collective action
- Protection from employer retaliation for discussions
- Access to REPS documentation for violation reporting
- Education Requirements: Employers shall be required to:
- Post notices explaining break room union rights
- Train managers on legal protections for workplace discussions
- Update employee handbooks with break room union information
- Provide annual training on worker rights and protections
(d) Protection from Retaliation
- Enhanced Retaliation Protections: Workers shall be protected from retaliation for:
- REPS registration and participation
- Break room union activities
- Individual rights assertion
- Refusal to join organizations
- Documentation of violations
- Presumption of Retaliation: Any adverse action taken within 90 days of a protected activity shall create a rebuttable presumption of retaliation, requiring the employer to prove by clear and convincing evidence that the action was taken for legitimate, non-retaliatory reasons.
SECTION 12. IMPLEMENTATION AND ENFORCEMENT
(a) Effective Date
This Act shall take effect 180 days after enactment, except for:
- Emergency relief provisions – effective immediately
- Private right of action – effective 90 days after enactment
- Agency funding provisions – effective immediately
- Immigration fraud provisions – effective immediately
(b) Regulations
The Secretary of Labor shall issue implementing regulations within 90 days of enactment, including:
- Procedural rules for emergency relief applications
- Penalty guidelines for various violations
- Privacy compliance requirements for employers
- Due process procedures for employment disputes
(c) Oversight and Reporting
- Annual Reports: The Secretary of Labor shall submit annual reports to Congress on:
- Implementation progress and challenges
- Enforcement actions and outcomes
- Impact on workplace rights protections
- Recommendations for improvements
- Congressional Oversight: Congress shall establish:
- Biennial hearings on implementation progress
- Annual reviews of enforcement effectiveness
- Regular assessments of worker protections
- Ongoing oversight of agency performance
SECTION 13. SEVERABILITY
If any provision of this Act or the application thereof to any person or circumstance is held invalid, the remainder of this Act and the application of such provision to other persons or circumstances shall not be affected thereby.
SECTION 14. AUTHORIZATION OF APPROPRIATIONS
There are authorized to be appropriated such sums as may be necessary to carry out the provisions of this Act, including:
- $3 billion annually for enforcement and administration
- $1 billion annually for worker education and outreach
- $500 million annually for judicial training and support
- $200 million annually for research and evaluation
AUTHOR’S NOTE: This legislation represents a comprehensive reform of workplace rights enforcement in the United States. The CLAWS Act addresses the mathematical impossibility of current enforcement by creating meaningful deterrence, providing rapid relief mechanisms, ensuring direct judicial access, offering privacy protections, guaranteeing due process, and safeguarding against immigration fraud. The goal is to restore the original promise of the National Labor Relations Act: that American workers should have fundamental rights to free speech, association, and collective action in the workplace, enforced effectively and promptly by a government committed to protecting individual liberty while enabling true free market capitalism to flourish.
The Mathematics of Reform: Where current enforcement processes only 259 cases annually, while violations occur millions of times daily, the CLAWS Act creates enforcement capacity proportional to the scope of violations, ensuring that workplace rights are meaningful in practice rather than theory.
Economic Impact: By making workplace rights violations economically irrational rather than profitable, this legislation ensures that corporations will compete based on merit, innovation, and quality rather than on their ability to violate workers’ constitutional rights with impunity.
Constitutional Foundation: This Act restores the balance between individual liberty and corporate power that is essential to free market capitalism and American democracy, ensuring that the powerful cannot prey on the vulnerable with impunity.