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National Labor Relations Act of 1935
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National Labor Relations Act of 1935
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. Central to the act was a ban on company unions. The act was written by Senator Robert F. Wagner, passed by the 74th United States Congress, and signed into law by President Franklin D. Roosevelt.
The National Labor Relations Act seeks to correct the "inequality of bargaining power" between employers and employees by promoting collective bargaining between trade unions and employers. The law established the National Labor Relations Board to prosecute violations of labor law and to oversee the process by which employees decide whether to be represented by a labor organization. It also established various rules concerning collective bargaining and defined a series of banned unfair labor practices, including interference with the formation or organization of labor unions by employers. The act does not apply to certain workers, including supervisors, agricultural employees, domestic workers, government employees, and independent contractors.
The NLRA was strongly opposed by conservatives and members of the Republican Party, but it was upheld in the Supreme Court case of NLRB v. Jones & Laughlin Steel Corp., decided April 12, 1937. The 1947 Taft–Hartley Act amended the NLRA, establishing a series of labor practices for unions and granting states the power to pass right-to-work laws.
The act's origins may be traced to the bloody Colorado Fuel and Iron Strike of 1914. Colorado Fuel was a subsidiary of Standard Oil, and John D. Rockefeller Jr. sought expert advice from the new field of public relations to prolong the settlement of the strike. He also recruited the former Canadian Labour Secretary (and future Prime Minister) MacKenzie King to the Rockefeller Foundation to broker a solution to the prolonged strike. The settlement resulted in the establishment of a Management-Labor conciliation board, which evolved into a company union and template for settling labor disputes. Although a step forward in labor relations, the company union was effectively a public relations ploy that had the opposite impact of thwarting the organization of trade unions in the great organizing drives of the period.
President Franklin Roosevelt signed the legislation into law on July 5, 1935.
It also has its roots in a variety of different labor acts previously enacted:[citation needed]
Under section 1 (29 U.S.C. § 151) of the Act, the key principles and policy findings on which the Act was based are explained. The Act aims to correct the "inequality of bargaining power between employees who, according to the Act's proponents, do not possess full freedom of association or actual liberty of contract and employers who are organized in the corporate or other forms of ownership association". To achieve this, the central idea is the promotion of collective bargaining between independent trade unions, on behalf of the workforce, and the employer.
encouraging the practice and procedure of collective bargaining and by protecting the exercise by workers of full freedom of association, self-organization, and designation of representatives of their own choosing, for the purpose of negotiating the terms and conditions of their employment or other mutual aid or protection.
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National Labor Relations Act of 1935
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. Central to the act was a ban on company unions. The act was written by Senator Robert F. Wagner, passed by the 74th United States Congress, and signed into law by President Franklin D. Roosevelt.
The National Labor Relations Act seeks to correct the "inequality of bargaining power" between employers and employees by promoting collective bargaining between trade unions and employers. The law established the National Labor Relations Board to prosecute violations of labor law and to oversee the process by which employees decide whether to be represented by a labor organization. It also established various rules concerning collective bargaining and defined a series of banned unfair labor practices, including interference with the formation or organization of labor unions by employers. The act does not apply to certain workers, including supervisors, agricultural employees, domestic workers, government employees, and independent contractors.
The NLRA was strongly opposed by conservatives and members of the Republican Party, but it was upheld in the Supreme Court case of NLRB v. Jones & Laughlin Steel Corp., decided April 12, 1937. The 1947 Taft–Hartley Act amended the NLRA, establishing a series of labor practices for unions and granting states the power to pass right-to-work laws.
The act's origins may be traced to the bloody Colorado Fuel and Iron Strike of 1914. Colorado Fuel was a subsidiary of Standard Oil, and John D. Rockefeller Jr. sought expert advice from the new field of public relations to prolong the settlement of the strike. He also recruited the former Canadian Labour Secretary (and future Prime Minister) MacKenzie King to the Rockefeller Foundation to broker a solution to the prolonged strike. The settlement resulted in the establishment of a Management-Labor conciliation board, which evolved into a company union and template for settling labor disputes. Although a step forward in labor relations, the company union was effectively a public relations ploy that had the opposite impact of thwarting the organization of trade unions in the great organizing drives of the period.
President Franklin Roosevelt signed the legislation into law on July 5, 1935.
It also has its roots in a variety of different labor acts previously enacted:[citation needed]
Under section 1 (29 U.S.C. § 151) of the Act, the key principles and policy findings on which the Act was based are explained. The Act aims to correct the "inequality of bargaining power between employees who, according to the Act's proponents, do not possess full freedom of association or actual liberty of contract and employers who are organized in the corporate or other forms of ownership association". To achieve this, the central idea is the promotion of collective bargaining between independent trade unions, on behalf of the workforce, and the employer.
encouraging the practice and procedure of collective bargaining and by protecting the exercise by workers of full freedom of association, self-organization, and designation of representatives of their own choosing, for the purpose of negotiating the terms and conditions of their employment or other mutual aid or protection.
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