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National Labor Relations Act REPRESENTATIVES AND ELECTIONS . The purpose of the NLRA was to codify the federal policy favoring industrial relations stability and employee free choice. Sec. The NLRB was also 141 et seq. The Wagner Act of 1935, also known as the National Labor Relations Act (NLRA), guarantees the right of workers to organize and outlines the legal framework for labor unions and management relations. *The National Labor Relations Act covers most private-sector employers. The National Labor Relations Act of 1935 (NLRA), also known as the Wagner Act, was passed in 1935 to strengthen the protections afforded private-sector employees to organize or bargain collectively. In addition to protecting workers, the act provides a … (a) [Exclusive representatives; employees' adjustment of grievances directly with employer] Representatives designated or selected for the purposes of collective bargaining by the majority of the employees in a unit appropriate for such purposes, shall be the exclusive ACT. The National Labor Relations Act. %PDF-1.4 It does not apply to: National Defence Force, National Intelligence Agency, or; South African Secret Service. By “encouraging the practice and procedure of collective bargaining,” the Act attempts to mitigate and eliminate labor-related obstructions to the free flow of commerce. Labour Relations 7 [Issue 1] NO. The LMRDA directly affects millions of people throughout the United States. %���� Sec. Laws administered by other Government agencies, such as the Labor-Management Reporting and Disclosure Act of 1959, the Employee Retirement Income Security Act, the Occupational Safety and Health Act, the Railway Labor Act, the Fair Labor Standards, Walsh-Healey and Davis-Bacon Acts, Title VII of the Civil The National Labor Relations Act (NLRA) was passed in 1935, and later amended by the Labor Management Relations Act (LMRA), also know as the Taft-Hartley Act, in 1947. ��~i^ͻ7�I��,x�VOk���(�f��:��\�J�*�gZ����Հ$y�(�nEI
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74 0 obj /XObject <> The National Labor Relations Act guarantees workers the right to unionize, strike, and participate in collective bargaining free from fear of retaliation by management. �� ����yt��Ic��1&����~G8�����^���z-v@V�
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171. This subchapter is comprised of the National Labor Relations Act, and is not part of the Labor Management Relations Act, 1947, which comprises this chapter. Codification. 43 0 obj
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67 0 obj §401-531, better known as the Taft–Hartley Act, enacted June 23, 1947, amended the NLRA. We present a simple model of deterrence as a means of evaluating workplace penalty policies in terms of their influence on employer behavior, particularly through deterrence effects. National Labor Relations Act & Unfair Labor Practices The History The increasing power of large corporations at the beginning of the 20th century, and the power that they exerted in the marketplace, led to legislation (such as the Sherman Act and the Clayton Act). The Labour Relations Act applies to all employers, workers, trade unions and employers’ organisations. hޤV�n�8�>6X����(�0`;uk`��wS���b������~gHɖ�n�� h�s��̘"&���X���% |"uHIb� $�)P����R����1�*E$#" ���D�1�B���UyU'�tkp�(t���xL?>�O�M-2>%�yUZ��V�,%�� >> The fundamental premise behind the Norris-LaGuardia Act was to allow employers and labor organizations to work out their disputes through negotiation and existing legal channels. �I̻6���B��;Ь]h���H��i��t�[�c��� ��o�n0�-Ak�)�8��:v�Y�]��m1�TGi�l���*��9YŬ~t4օ���O���X�e=m�Q�
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It established the National Labor Relations Board to oversee elections in which workers could choose whether they wanted union representation and, if so, which specific bargaining unit they preferred. /Contents 74 0 R ... Full text is available as a scanned copy of the original print version. x��][� �m~�_q�@I$u����s Employees covered by the NLRA* are protected from certain types of … 10 0 obj
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The fundamental premise behind the Norris-LaGuardia Act was to allow employers and labor organizations to work out their disputes through negotiation and existing legal channels. An Act of Parliament to consolidate the law relating to trade unions and trade disputes, to provide for the registration, regulation, management 28 0 obj
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The focus of the traditional law of unions, which makes up the major part of the area of law known as labor law, is on workers collectively and their rights as a group.This may be distinguished from employment law which focuses more on issues relating to the rights of individual employees. Primarily restricts the activities of labor unions Why -- During World War II unions had been constrained from striking so as to [Sec. This bill codified a number of protections for non-farm, non-governmental employees to … �R�@�4�=���'o8���� Yqc����~^�ff�����=�6Q@���L�/�+
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