How did the National Labor Relations Act impact labor relations?
What will be an ideal response?
The National Labor Relations Act (NLRA), also known as the Wagner Act, was passed in 1935. This act actively supported collective bargaining rather than impeding it.
It ushered in a new era of public policy for labor unions, enshrining collective bargaining as the preferred mechanism for settling labor-management disputes.
The rights of employees are set out in Section 7 of the act, including 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. The act also gives employees the right to refrain from any or all of such activities except [in cases] requiring membership in a labor organization as a condition of employment."
Examples of protected activities include
• Union organizing
• Joining a union, whether it is recognized by the employer or not
• Going out on strike to secure better working conditions
• Refraining from activity on behalf of the union
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