Congress enacted the National Labor Relations Act (“NLRA”) in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices , which can harm the general welfare of workers, businesses and the U.S. economy.
What did the National Labor Relations Act do quizlet?
The NLRA, also known as the Wagner Act, prohibits employers from interfering with employees who wish to exercise their collective bargaining rights. ... Intended to protect employees from union corruption, this Act regulates the internal affairs of unions and the relations between union officials and employees .
What does the National Labor Relations Act guarantee?
UNDER THE NATIONAL LABOR RELATIONS ACT
The NLRA guarantees the right of employees to organize and bargain collectively with their employers, and to engage in other protected concerted activity . Employees covered by the NLRA* are protected from certain types of employer and union misconduct.
What was the purpose of the Wagner Act National Labor Relations Act 1935 )?
Wagner of New York, was to guarantee employees “ the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in concerted activities for the purpose of collective bargaining or other mutual aid and protection .” The ...
Who does the National Labor Relations Act apply to?
The NLRA applies to most private sector employers , including manufacturers, retailers, private universities, and health care facilities.
What was the result of the National Labor Relations Act?
The National Labor Relations Act of 1935 (also known as the Wagner Act) is a foundational statute of United States labor law that guarantees the right of private sector employees to organize into trade unions, engage in collective bargaining, and take collective action such as strikes .
How did the National Labor Relations Act affect unions quizlet?
made it legal for employees to organize a union . Prior to this law being passed, the courts were issuing injuctions preventing them to organize. (1) Gave employees the right to form and join a labor organization. (2) Gave the employees the right to bargain collectively with their employers.
Who is exempt from the National Labor Relations Act?
Excluded from coverage under the Act are public-sector employees (employees of state, federal and local governments and their sub-divisions), agricultural and domestic workers, independent contractors , workers employed by a parent or spouse, employees of air and rail carriers covered by the Railway Labor Act, and ...
Who does the NLRA protect?
National Labor Relations Act Congress enacted the National Labor Relations Act (“NLRA”) in 1935 to protect the rights of employees and employers , to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the ...
What are some examples of unfair labor practices?
- Refusing to process a grievance because an employee is not a union member.
- Threatening an employee for filing a ULP charge.
- Refusing to negotiate in good faith with an agency.
- Calling, participating in, or supporting a strike, work stoppage, or slowdown.
What was the impact of the Wagner Act?
The Wagner Act supported labor and unions in many ways , and dramatically altered the relationship between the federal government and workers’ organizations. First, the measure guaranteed and protected workers’ rights to unionize.
What was good about the Wagner Act?
The purpose of the Wagner Act was to establish the legal right of most workers to join labour unions and to bargain collectively with their employers . It also prohibited employers from engaging in unfair labour practices.
Did the National Labor Relations Act work?
Although often viewed as a dismal failure, the National Labor Relations Act (NLRA) has been remarkably successful. ... In addition to industrial peace, the NLRA aimed to secure equal bargaining power and industrial democracy through greater union membership .
What is Section 7 of the National Labor Relations Act?
Section 7 of the National Labor Relations Act (the Act) guarantees employees “ the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing , and to engage in other concerted activities for the purpose of collective bargaining or other ...
Which of the following is not considered an unfair labor practice?
Which of the following is not considered an unfair labor practice? Refusing to hire employees who are not qualified for the job . union to represent the employee to the next level of supervision. ... The company negotiators and the union representatives cannot reach an agreement.
What does the National Labor Relations Act prohibit?
Under the NLRA, it is illegal for your employer to:
Prohibit you from talking about or soliciting for a union during non-work time , such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms.
