US Laws Support Collective Bargaining

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There are 3 perfect examples of U.S. laws that support collective bargaining. The first law was the 1935 Wagner act. The second law was the Taft Hartley Act. The final law was in 1959 known as the Landrum-Griffin Act. The Wagner Act, according to an article on the National Labor Relation Board website, stated that “The Wagner bill proposed to create a new independent agency- National Labor Relations Board, made up of three members appointed by the president and confirmed by the senate to enforce employee rights rather than to mediate disputes.” ( This in turn obligated the employers to begin the process of collective bargaining with the union representative. The second act…show more content…
The Landrum-Griffin Act was passed by President Dwight Eisenhower and was known as the new Labor-Management Reporting and Disclosure Act. This amended the Taft-Hartley Act in several different ways. One way that it amended it was in the way that state courts and labor relations regulated by the state were given jurisdiction over declined cases under jurisdictional standards. The other was that secondary boycotts were more strict as well as agreements known as “Hot Cargo Agreements.” were banned. Another way that it also amended the Taft-Hartley Act was that it protected employees’ and their union membership rights from the possibility of unfair practices by unions. Three examples of unfair labor practices, according to the, are “Interfering with an employee’s right to organize, join, or assist a union, retaliating against an employee for filing a charge with, or giving a testimony to, the NLRB, and dominating or providing illegal assistance of support to a labor union.” ( When an employer goes and tries to interfere with the act of organizing or employees joining a union, they are violating certain labor practices. The employer must treat the conversation of unions as an unrelated matter to work. The work place cannot retaliate against an employee for grievances to the National Labor Relations Board. The employer can face serious consequences if they are
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