National Labor Relations Act

Examples of National Labor Relations Act in the following topics:

• 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 authorized the President to intervene in strikes or potential strikes that create a national emergency, a reaction to the national coal miners' strikes called by the United Mine Workers of America in the 1940s.

• 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.

• 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 protect the rights of individual employees in their relations with labor organizations whose activities affect commerce.
  • Examine the Taft-Hartley Act's impact on the National Labor Relations Act

• Industrial Recovery

  • The National Recovery Administration (NRA), which was one of the outcomes of the National Industrial Recovery Act (NIRA), was the main New Deal agency focused on industrial recovery.
  • Franklin Delano Roosevelt signed the National Industrial Recovery Act (NIRA) only three months after he took over the office (June 1933).
  • Title I of the Act was devoted to industrial recovery.
  • Many of NIRA labor provisions reappeared in the National Labor Relations Act (Wagner Act), passed later the same year.
  • Francis Perkins looks on as Franklin Roosevelt signs the National Labor Relations Act.

• Empowering Labor

  • One important attempt were labor protection and regulation provisions included in the National Industrial Recovery Act (NIRA, June 1933).
  • Although eventually the National Labor Board was established to handle labor-employers conflicts, NIRA failed to secure long-term workers' rights.
  • 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.
  • Francis Perkins, the Secretary of Labor in the Roosevelt administration, looks on as Franklin Roosevelt signs the National Labor Relations Act.

• 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 National Labor Relations Act was enacted for a number of reasons, including to promote the full flow of commerce, prescribe the legitimate rights of both employees and employers in their relations affecting commerce, provide orderly and peaceful procedures for preventing the interference by either with the legitimate rights of the other, protect the rights of individual employees in their relations with labor organizations whose activities affect commerce, define and proscribe practices on the part of labor and management which affect commerce and are inimical to the general welfare, and to protect the rights of the public in connection with labor disputes affecting commerce.
  • Truman who failed in his attempted veto of the 1947 Labor-Management Relations Act.

• Landrum-Griffin Act

  • The Landrum-Griffin Act of 1959 is a U.S. labor law regulating labor unions' internal affairs and officials' relationships with employers.
  • 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.
  • Explain how the Landrum-Griffin Act affected labor unions in the US

• Resistance to Business Reform

  • The National Industrial Recovery Act (NIRA), signed into law in June 1933, proposed comprehensive reforms to boost industrial recovery.  
  • 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 (not to confuse with the National Labor Board created under NRA!)
  • The League's lawyers challenged NLRA but the Supreme Court upheld its constitutionality in National Labor Relations Board v.
  • Contrast opposition to the National Industrial Recovery Act with opposition to the National Labor Relations Act

• 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.
  • It prohibits employment discrimination on the basis of race or color, religion, sex, and national origin, by public and private employers, labor organizations, training programs, and employment agencies.

• Labor Interest Groups

  • Labor interest groups are a type of economic interest group.
  • The National Labor Union (NLU) was the first American federation of unions formed in 1866.
  • Also, legislation such as the 1947 Taft-Hartley Act made it harder to organize by allowing individual states to ban "closed-shops. " These are workplaces in which all new employees are required to join a union.
  • Some examples include the National Domestic Workers Alliance, Domestic Workers United and the Restaurant Opportunities Center (ROC), which represent low-wage workers.
  • Many of these workers are high-skilled or creative workers who are not eligible for workplace related benefits.