US Laws Support Collective Bargaining

Labor Relations Grand Canyon University: HLT-520 James Webb September 23, 2015 The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees

All organizations are in business to make money, but there are rules that the employer and the employee must follow as well. Any influence that management and labor have over the organization should be equal. The “Landrum-Griffin Act also knows as the Labor Management Reporting and Disclosure Act.” Was passed in 1959 through U.S. Congress. This is the result of certain improper activities that was going on between labors, management, employers and certain union officials. Many of the officials in higher positions misused numerous labor funds as well as being involve in violent activities. This act regulated union affairs internally and also controlled the use of union funds.

LABOR-MANAGEMENT RELATIONS MINI CASE IMPORTANT EVENTS IN AMERICAN LABOR UNION HISTORY WEBSTER UNIVERSITY SONI VESTAL Abstract In labor as in all things there is strength in numbers it is this strength that American labor unions provide. Labor unions provide a collective voice for those who had not previously been heard. As the professor in the “Frustrated Labor Historian” Dr. Horace P. Karastan is left with the dilemma what are the three most important events in American labor union history it would be difficult to choose with so many important moments. There are however several events that stand out as being turning points in giving employees unquestionable protections. The Norris-LaGuardia Act of 1932 allowing employees the right to organize. Further the Wagner Act protecting employees from reprisal from employers for organizing spurring the growth of unionization. The Landrum-Griffin Act of 1959 building on the Wagner Act as well as the Taft-Hartley Act of 1947 which granted protections from the unions. It is these Acts that have changed the landscape of American labor union history and leave us with the unions that we have today.

The Taft-Hartley Act, which can also be referred to as the labor management relations act was implemented in 1947 (Legal Dictionary, 2015). The purpose of this act was to resolve unfair labor practices that were being exercised in unions. This act served to act as an amendment to previous laws, which were established under the Wagner act of 1935. The changes that were included focused on prohibiting secondary boycotts, required equal treatment between independent and affiliated unions, and altered the conditions on collective bargaining which

Implications Surrounding the Law NLRA was considered to be the law that affected the relationship among the federal government and private enterprise; this measure considerably increased the government’s powers to arbitrate in labor relations. Prior to this law, employers had the emancipation to chastise, spy on, question for no reason and fire union members. Work stoppages commenced in the mid 1930’s (Gould, 1986), which included striking by factory and industrial occupational workers. By the time the strikes came to a halt, America had a more conservative Congress. This Congress led to balance the power between employers and unions. While the Wagner Act addressed only unfair labor practices by employers, it was added to the enactment of

Taft-Hartley Act The Taft-Hartley Act (also known more properly as the Labor Management Relations Act of 1947) as issued to amend the Wagner Act of 1935 and discontinued parts of the Federal Anti-Injunction Act of 1932. This law helped to reinforce flaws that were in the Wagner Act. Where the Wagner Act had only spoken of the right to participate in union activities, the Taft-Hartley Act helped to fill in the gaps by allowing for the right to refrain from union activities.

As previously discussed from the textbook, the Labor Management Relations Act of 1947 (known as Taft-Hartley Act) was an amendment to the Wagner Act of 1935. The Taft- Hartley Act was basically created to benefit the employer, the employee and the labor unions. When the Wagner Act of 1935 was created, it gave the rights to employees who only participated in union activities. The Wagner act protected the employees from being fired for joining the union. Whereas the Taft-Hartley Act protected the employees from losing their jobs for not joining a union.

Union organizers were dismissed and union meetings forbidden as indicated by Fossum (2012) who writes that “employers used security forces to police the workforce, forcibly kept out organizers, or ferreted out internal union activists or sympathizers from the late 1800s to World War II” (p. 196).

History The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union members. Reversing years of federal opposition, the statute guaranteed the right of employees to organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes, guarantee democratic union elections, and penalize unfair labor practices by employers. The law applied to all employees involved in the interstate

The Taft-Hartley Act was passed in 1947 to protect the employee’s rights from the union and their unfair practices ("1947 Taft-Hartley Substantive Provisions | NLRB," n.d). The ACT changed the language of the Wagner ACT, to protect the employees who did not want to participate in union activities but they were required to become a member as one of the conditions when they were hired ("1947 Taft-Hartley Substantive Provisions | NLRB," n.d.). Another change made to protect the employees was stopping the union from overcharging the dues and fees. The amendment also noted that unions had an obligation to all members to bargain in good faith ("1947 Taft-Hartley Substantive Provisions | NLRB," n.d.).

Violation of the National Labor Relations Act The NLRA is entrusted by the NLB, which protects collective bargaining in the private sector. Some of the activities of the NLRB is to primarily conduct elections to determine whether or not employees want union representation, and to investigate and relieve practices that are unfair by employers and unions (Joe Twarog, 2005). When a

Taft-hartley act is also known as the labor management relations act, it amended Wagnet to be able to address the concerns of employees. With this act, the new language was added in order to provide employers the ability to limit or stop employees from participating in union or mutual aid practices and events except that they could be required to become member in a union as a condition of their employment. The amendment additionally imposed on unions to bargain in good faith that the Wagnet act placed on employers. The act could prevent secondary boycotts, making it unlawful for a union that has a primary dispute with one employer to pressure a neutral employer to stop doing business with the first employer.

(Cheeseman2013) In the case of American Ship Building Company v. NLRB. This was a company who operated a shipyard in Chicago. The company was mainly involved in the repairing of ships. This was an extremely seasonal industry for the company, focused in the winter months during the freezing

Skilled workers in American cities, or artisans, craftsmen, and mechanics, performed a set of skills within a guild system. The guild system organized these workers into associations by individual interests; moreover, these associations became involved in politics and unions for protection from foreign imports, insurance benefits, and improved working conditions. However, early unions were often prosecuted of unlawful accusations such as a combination to raise wages; therefore, a court declared rules regarding trade unions: forming a trade union isn’t illegal and hiring people outside of the union is legal but workers are allowed to strike if nonunion laborers are hired. Although large scale unions began to pop up in 1827, all national groups

Collective bargaining is the process by which conditions of employment are negotiated between management, and the labor organization representing employees in the bargaining unit. However, “collective bargaining refers to a situation in which union members and officials meet with an intent to resolve any issues or conflicts, in an attempt