Labor Management Relations Act

(noun)

The official name of the Taft-Hartley Act.

Related Terms

Examples of Labor Management Relations Act in the following topics:

  • Labor-Management Relations Act

    • The Labor-Management Relations Act (or the Taft-Hartley Act) is a U.S. federal law that monitors the activities and power of labor unions.
    • Enacted June 23, 1947, the Labor-Management Relations Act (informally the Taft-Hartley Act) is a United States federal law that monitors the activities and power of labor unions.
    • The Taft–Hartley Act amended the National Labor Relations Act (informally, the Wagner Act), which Congress passed in 1935.
    • The amendments enacted in the Labor Management Relations Act (Taft-Hartley) added a list of prohibited actions, or unfair labor practices, on the part of unions to the NLRA, which had previously only prohibited unfair labor practices committed by employers.
    • Truman who failed in his attempted veto of the 1947 Labor-Management Relations Act.

  • Labor Management Relations Act

    • The Labor Management Relations Act (Taft-Hartley Amendment) is a U.S federal law that monitors the activities and power of labor unions.
    • The Labor Management Relations Act, or the Taft-Hartley Act, is a United States federal law that monitors the activities and limits the power of labor unions.
    • The Taft–Hartley Act amended the National Labor Relations Act (NLRA) which Congress passed in 1935.
    • To define and proscribe practices on the part of labor and management which affect commerce and are inimical to the general welfare
    • Examine the Taft-Hartley Act's impact on the National Labor Relations Act

  • Depression and Post-War Victories

    • In 1932, Congress passed one of the first pro-labor laws, the Norris-La Guardia Act, which made yellow-dog contracts unenforceable.
    • One of these, the National Labor Relations Act of 1935 (also known as the Wagner Act) gave workers the right to join unions and to bargain collectively through union representatives.
    • The act established the National Labor Relations Board (NLRB) to punish unfair labor practices and to organize elections when employees wanted to form unions.
    • The public reacted strongly to these disruptions and to what many viewed as excessive power of unions allowed by the Wagner Act.
    • In 1947, Congress passed the Labor Management Relations Act, better known as the Taft-Hartley Act, over President Harry Truman's veto.

  • National Labor Relations Act

    • The National Labor Relations Act establishes the right of most private-sector workers to form unions, bargain with management and strike.
    • In 1935, the Democratic-controlled Congress enacted the National Labor Relations Act, establishing the right of most private-sector workers to form unions, bargain with management over wages and working conditions, and hold strikes to obtain their demands.
    • The National Labor Relations Board, a federal agency, was established to oversee union elections and address unfair labor complaints.
    • Discriminating against employees to encourage or discourage acts of support for a labor organization
    • The National Labor Relations Act is to establish the right of most private-sector workers to form unions, bargain with management.

  • Landrum-Griffin Act

    • The Labor Management Reporting and Disclosure Act of 1959 (also "LMRDA" of the "Landrum-Griffin Act"), is a United States labor law that regulates labor unions' internal affairs and their officials' relationships with employers.
    • Organized labor opposed the act because it strengthened the Taft-Hartley Act of 1947.
    • Congress also amended the National Labor Relations Act, as part of the same piece of legislation that created the LMRDA, by tightening the Taft-Hartley Act's prohibitions against secondary boycotts, prohibiting certain types of "hot cargo" agreements, under which an employer agreed to cease doing business with other employers, and empowering the General Counsel of the National Labor Relations Board to seek an injunction against a union that engages in recognitional picketing of an employer for more than thirty days without filing a petition for representation with the NLRB.
    • While the Act ostensibly was created to foster democracy, the judiciary frequently interpreted it in ways to minimize internal union dissonance and labor disruption, favoring instead the stern hand of management.
    • Explain how the Landrum-Griffin Act affected labor unions in the US

  • Labor Laws

    • This has been the case since the collapse of feudalism and is the core reality of modern economic relations.
    • The Fair Labor Standards Act of 1938 set the maximum standard work week to 44 hours.
    • The National Labor Relations Act, enacted in 1935 as part of the New Deal legislation, guarantees workers the right to form unions and engage in collective bargaining.
    • Title VII of the Civil Rights Act is the principal federal statute with regard to employment discrimination.
    • The Civil Rights Act of 1991 expanded the damages available to Title VII cases and granted Title VII plaintiffs the right to jury trial.

  • Empowering Labor

    • In the aftermath of NIRA's failure, the 1935 National Labor Relations Act (NLRA; known also as the Wagner Act) was passed.
    • The act also created the National Labor Relations Board, which was to guarantee the rights included in NLRA (as opposed to merely negotiating labor disputes) and organized labor unions representation elections.
    • The 1938 Fair Labor Standards Act (FLSA) is another critical piece of labor legislation passed under the New Deal.
    • Historians estimate that the Act's provisions covered not more than 20% of labor force.
    • Francis Perkins, the Secretary of Labor in the Roosevelt administration, looks on as Franklin Roosevelt signs the National Labor Relations Act.

  • The Evolution of Labor Relations

    • Human resource management must carefully monitor the labor relations and regulations in all of the geographic regions where they hire.
    • While the term is used broadly and in many contexts, labor relations, for our purposes, is the study and practice of managing unionized employment situations.
    • Labor relations is a subarea of industrial relations, which is the field of employee/employer relationships.
    • This held strong for many years, and the decline of unions is a very recent trend in labor relations.
    • Explain the way in which labor relations and labor unions evolve and change over time, alongside the implications of the negotiation process between employers and employees.

  • National Labor Relations Act

    • The National Labor Relations Act limits employers' relations to workers who create labor unions and collectively act in support of demands.
    • The National Labor Relations Act (NLRA) is a 1935 United States federal law that limits the means with which employers may react to workers in the private sector who create labor unions, engage in collective bargaining, and take part in strikes and other forms of concerted activity in support of their demands.
    • The law holds that wildcat strikes are illegal, and that workers must formally request that the National Labor Relations Board end their association with their labor union if they feel that the union is not sufficiently supportive of them before they can legally go on strike.
    • Discriminating against employees to encourage or discourage acts of support for a labor organization.
    • The act was a means of demobilizing the labor movement by imposing limits on labor's ability to strike and by prohibiting radicals from their leadership.

  • Collective Bargaining

    • Once the workers' committee and management have agreed on a contract, it is then voted on by all workers at the workplace.
    • A collective agreement functions as a labor contract between an employer and one or more unions.
    • In the United States, the National Labor Relations Act of 1953 covers most collective agreements in the private sector.
    • This act makes it illegal for employers to discriminate, spy on, harass, or terminate the employment of workers because of their union membership.
    • Unions are also exempt from antitrust law, in the hope that members may collectively fix a higher price for their labor.