[11] The first five unfair labor practices aimed at employers are in section 8(a). Prior to 1935, collective bargaining was limited by court orders and rules allowing employers not to negotiate with unions and not to hire union members. § 153–156), is the primary enforcer of the Act. § 153) the NLRB has two basic functions: overseeing the process by which employees decide whether to be represented by a labor organization and prosecuting violations. The Act aims to protect employees as a group, and so is not based on a formal or legal relationship between an employer and employee.[5]. These are. The appointment process is often considered to be highly political. Employees shall have 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 mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8(a)(3). [16], The Social Security Act of 1935 excluded from coverage about half the workers in the American economy. The New Deal Democrats, closely aligned with labor unions in the American Federation of Labor (the forerunner of the modern AFL-CIO), sought to use the economic upheaval caused by the Great Depr… § 159) the people elected by a majority of the workforce have the right to become the exclusive representatives of workers in collective bargaining with the employer. (a)(4) discriminating against employees who file charges or testify. It established the National Labor Relations Board and addressed relations between unions and employers in the private sector. The 1947 Taft–Hartley Act amended the NLRA, establishing a series of unfair labor practices for unions and granting states the power to pass right-to-work laws. § 169), people who have religious convictions against joining a trade union are entitled to not associate or financially support it. 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. In addition to defining and protecting the rights of these groups, it also encourages collective bargaining  and eliminates certain practices on the part of labor and management. Central to the act was a ban on company unions. National Labor Relations Act: an overview. Many of these criticisms included provisions that employers and their allies were unable to have included in the NLRA. The NLRB has discretion to decline to exercise jurisdiction if interstate activities are only minimal and may leave settlement of disputes to appropriate state or local agencies. Employees covered by the National Labor Relations Act are afforded certain rights to join together to improve their wages and working conditions, with or without a union. Certain employers are specifically are specifically excluded by the NLRA:  federal and state offices, Federal Reserve Banks, employers subject to the Railway Labor Act, and labor unions and their officers and agents (except when they are acting as employers).2. In practice, the act was often ignored when it suited political powers, most notably by Walt Disney in 1940 who formed a company union in violation of the law in order to prevent the Cartoon Unionists Guild, a Trade Union, from gaining a foothold in Disney Studios. § 154) and 5 (29 U.S.C. §§ 151-169 and purports to serve the national interest of the United States regarding labor relations within the country. Others developed in reaction to NLRB decisions. Additionally, they are responsible for conducting elections to decide employee representatives. § 151) of the Act, the key principles and policy findings on which the Act was based are explained. Section 2(2) (29 USC §152(2)) states that the Act does not apply to employees of the "United States or any wholly owned Government corporation, or any Federal Reserve Bank, or any State or political subdivision thereof, or any person subject to the Railway Labor Act". 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. 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". 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. Among the excluded groups were agricultural and domestic workers—a large percentage of whom were African Americans.[17]. There are offices in cities ranging from Portland to Brooklyn and from San Diego to Birmingham. First, let's go over a little background. It looks to the National Labor Relations Board ("NLRB") and the General Counsel acting through 52 regional and field offices located in major cities all over the country. National Labor Relations Board (NLRB), independent federal agency created by the U.S. Congress in 1935 to administer the National Labor Relations Act (also called the Wagner Act).The act was amended in 1947 through the Taft-Hartley Act and in 1959 through the Landrum-Griffin Act.. The act's origins may be traced to the bloody Colorado Fuel and Iron Strike of 1914. (a)(1) "to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7". The NLRA, in general covers the rights of employees, such as the rights to self-organization and collective bargaining. 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. Scheunemann, Edward. This will generally be binding, unless a court deems it to have acted outside its authority. The NAACP urged Senator Robert Wagner to add a non-discrimination provision to the bill to protect against union and employee race discrimination. [7]. It also determines representation election questions that it receives from Regional Offices. The act was bitterly opposed by the Republican Party and business groups. 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. It also contains provisions regarding the requirements for union-security agreements. Employees covered by the NLRA*are protected from certain types of … The body of law of which labor law is comprised is notable for the primacy of the National Labor Relations Act (NLRA). Meaning of National Labor Relations Act. An act to diminish the causes of labor disputes burdening or obstructing interstate and foreign commerce, to create a National Labor Relations Board (NLRB), and for other purposes. The NLRA also covers its procedures and powers in representation matters, in unfair labor practice cases, and in certain special proceedings under the Act; and the Act’s provisions concerning enforcement of the Board’s orders. It is easy to understand why such strict definition of roles is important- it allows employers, employees, and labor unions to know exactly what to expect from one another. 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. While the NLRB initially favored plant-wide units, which tacitly favored the CIO's industrial unionism, it retreated to a compromise position several years later under pressure from Congress that allowed craft unions to seek separate representation of smaller groups of workers at the same time that another union was seeking a wall-to-wall unit. [21], "Employees shall have 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 mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 158 (a)(3) of this title. Under section 11 it can lead investigations, collect evidence, issue subpoenas, and require witnesses to give evidence. Headquartered in Washington DC, it has regional offices across the country where employees, employers and unions can file charges alleging illegal behavior, or … The primary functions of the NLRB are (1) to decide, when petitioned by employees, if an appropriate … Employers are compelled to bargain with the representative of its employees. The National Labor Relations Act, also referred to as the Wagner Act or simply as NLRA, protects workers' rights, regardless of whether they belong to a union. Section 6 (29 U.S.C. Also known as the Wagner Act, this bill was signed into law by President Franklin Roosevelt on July 5, 1935. View a sample of this title using the ReadNow feature. Section 7 (29 U.S.C. Information and translations of National Labor Relations Act in the most comprehensive dictionary definitions resource on the web. At the time, unions like the American Federation of Labor did not grant membership to black laborers while other unions like the CIO engaged in internal discrimination, providing more preferable jobs and seniority to its white members. 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. National Labor Relations Act: an overview. The NLRA has an enforcement mechanism written into it. Under the NLRA, unions can become the representative based on signed union authorization cards only if the employer voluntarily recognizes the union. Antonyms for National Labor Relations Act. If they desire not to exercise these rights, they are also guaranteed the right to refrain from them. More recent unsuccessful efforts included attempts in 1978 to permit triple backpay awards and union collective bargaining certification based on signed union authorization cards, a provision that is similar to one of the proposed amendments in the Employee Free Choice Act. 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. In addition, employers campaigned over the years to outlaw a number of union practices such as closed shops, secondary boycotts, jurisdictional strikes, mass picketing, strikes in violation of contractual no-strike clauses, pension and health and welfare plans sponsored by unions and multi-employer bargaining. See RL Hogler, Labor Management Reporting and Disclosure Act of 1959, NLRB v. Jones & Laughlin Steel Corporation, History of labor law in the United States, Emergency Relief Appropriation Act of 1935, Misclassification of employees as independent contractors, National Labor Relations Board v. Jones & Laughlin Steel Corporation, Labor rights in American meatpacking industry, https://www.historynet.com/1941-disney-strike-picket-lines-paradise.htm, "Salary and Benefit Discussions Among Employees", "African Americans and the American Labor Movement", "Companies Using Contract Labor Get Boost From New NLRB Test (1)", "The New Labor Movement Fighting for Domestic Workers' Rights", "When labor laws left farm workers behind -- and vulnerable to abuse", "The Decision to Exclude Agricultural and Domestic Workers from the 1935 Social Security Act", "Ida Klaus, 94, Labor Lawyer For U.S. and New York, Dies", "How American Workers Lost the Right to Strike, and Other Tales", USC §§151-169, Labor-Management Relations, Military history of the United States during World War II, Springwood birthplace, home, and gravesite, Little White House, Warm Springs, Georgia, Federal Deposit Insurance Corporation (FDIC), National Bituminous Coal Conservation Act, https://en.wikipedia.org/w/index.php?title=National_Labor_Relations_Act_of_1935&oldid=994621446, Articles with unsourced statements from May 2014, Wikipedia articles with WorldCat-VIAF identifiers, Creative Commons Attribution-ShareAlike License. “No provision of this title [amending this subchapter] shall be deemed to make an unfair labor practice any act which was performed prior to the date of the enactment of this act [June 23, 1947] which did not constitute an unfair labor practice prior thereto, and the provisions of section 8(a)(3) and section 8(b)(2) of the National Labor Relations Act as amended by this title [subsecs. The American Liberty League viewed the act as a threat to freedom and engaged in a campaign of opposition in order to repeal these "socialist" efforts. Government or Union Employers. The National Labor Relations Act guarantees workers the right to unionize, strike, and participate in collective bargaining free from fear of retaliation by management. Various definitions are explained in section 2, (29 U.S.C. The NLRA is codified at 29 U.S.C. Over all, they wanted the NLRB to be neutral as to bargaining power, but the NLRA's policy section takes a decidedly pro-employee position: It is declared to be the policy of the United States to eliminate the causes of certain substantial obstructions to the free flow of commerce and to mitigate and eliminate these obstructions when they have occurred by 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. Through the NLRA, employees are guaranteed the right to organize and to bargain collectively with their employers through representatives of their own choosing. Employers and their allies in Congress also criticized the NLRA for its expansive definition of "employee" and for allowing supervisors and plant guards to form unions, sometimes affiliated with the unions that represented the employees whom they were supposed to supervise or police. This may be distinguished from employment law which focuses more on issues relating to the rights of individual employees. NATIONAL LABOR RELATIONS Section 151. [13], The act also excludes independent contractors,[14] domestic workers, and farm workers. Be aware of employee protection under §502 of the Labor Management Relations Act Even one employee, however, who refuses to work due to health and safety concerns in the workplace related to COVID-19, may be protected under §502 of the Labor Management Relations Act (§502). 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. The Little Wagner Act, written by Ida Klaus, is the New York City version of the Wagner Act. (An exception here is schools that are largely secular and not pervaded by a religious purpose).Healthcare workers were previously exempted but are now included. The National Labor Relations Board (NLRB), which was established in NLRA 1935 sections 3 to 6 (29 U.S.C. There are three major groups under the NLRA whose rights and roles with regards to one another are strictly defined. The settlement resulted in the establishment of a Management-Labor conciliation board, which evolved into a company union and template for settling labor disputes. (a)(5) refusing to bargain collectively with the representative of the employer's employees. Labor groups, while overwhelmingly supportive, expressed a set of reservations. [6] The General Counsel of the National Labor Relations Board give legal advice. §§ 151-169 and purports to serve the national interest of the United States regarding labor relations within the country. In addition to protecting workers, the act … Both the General Counsel as well as the staff of the Regional Offices is responsible for investigation and prosecution of charges of ULPs. The NLRA 1935 does not cover two main groups of employees: those working for the government and in the railway or airline industries. Synonyms for National Labor Relations Act in Free Thesaurus. Under section 10 (29 U.S.C. The version of the NLRA enacted into law in 1935 is often referred to as the Wagner Act, after its chief sponsor, Senator Robert Wagner of New York. § 152) including 2(5) defining "labor organization" and 2(9) defining "labor dispute". The mechanism for enforcement through the NLRB is laid out in the NLRA, including the boundaries of its authority and limits to this authority. Title: National Labor Relations Act 1 National Labor Relations Act. The National Labor Relations Act of 1935 (Public Law 74-198) is also known as the Wagner Act, after New York Senator Robert Wagner who introduced the bill. This includes, (a)(2) "to dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it", (a)(3) "by discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization". [20] The total number of labor union members grew from three million in 1933 to eight million at the end of the 1930s, with the vast majority of union members living outside of the Southern United States. This agencies may not undermine the policies of the NLRA when reaching decisions. In recent years, advocacy organizations like the National Domestic Workers' Alliance have worked on the state level to pass a Domestic Workers' Bill of Rights, to extend to domestic workers the protections granted under the NLRA. Many accused the NLRB of a general pro-union and anti-employer bias, pointing to the Board's controversial decisions in such areas as employer free speech and "mixed motive" cases, in which the NLRB held that an employer violated the Act by using misconduct that ordinarily would not result in termination to fire an employee who was engaged in pro-union activity. [18][19], Along with other factors, the act contributed to tremendous growth of membership in the labor unions, especially in the mass-production sector. As may be noted during periods of widespread strikes, uneasy relations in this sphere can very quickly and severely have an adverse effect on the entire country. Initially there were five, now there are eight categories. National Labor Relations Act Legislation in the United States, passed in 1935, that protects workers from employer retaliation if they form a labor union. National Labor Relations Act (NLRA) 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. There can be only one exclusive bargaining representative for a unit of employees. In addition, added by the Taft–Hartley Act, there are seven unfair labor practices aimed at unions and employees. ", "Nothing in this subchapter, except as specifically provided for herein, shall be construed so as either to interfere with or impede or diminish in any way the, See also, E Dannin, "Not a Limited, Confined, or Private Matter: Who is an Employee under the National Labor Relations Act" (2008) 59. Under section 3, (29 U.S.C. 135 (1939), This page was last edited on 16 December 2020, at 17:44. Octavia Colson ; Diara Watkins; 2 National Labor Relations Act. Some of these changes were later achieved in the 1947 amendments. To achieve this, the central idea is the promotion of collective bargaining between independent trade unions, on behalf of the workforce, and the employer.[4]. The National Labor Relations Act fundamentally restructured American labor law. The NLRA establishes a procedure by which employees can exercise their choice whether or not to join a union in a secret-ballot election conducted by the National Labor Relations Board ("NLRB"). All workers -- union and nonunion -- have the right to act collectively, according to the NLRA. The NLRA 1935 also does not include additional measures to protect the rights of racial minorities in the workplace. Legal definition of National Labor Relations Act: the single most important piece of labor legislation enacted in the United States in the 20th century. What does National Labor Relations Act mean? In general, the NLRA applies only to those who act as employers or as direct or indirect agents of employers. Promotion of the practice and procedure of collective bargaining. 3. Under section 12 (29 U.S.C. The NLRA seeks to limit industrial strife among employers, employees, and labor organizations which could hinder full production in the United States economy. Those processes are initiated in the regional offices of the NLRB. In order to determine if the National Labor Relations Act applies to a particular case, courts look to the following factors: (1) whether or not there is a labor dispute as defined under the NLRA, (2) Whether the employer’s business activity is “commerce” under the definition offer in the NLRA, (3) Or whether or not the activity falls under activity that is “affecting commerce” under the NLRA. The act does not apply to certain workers, including supervisors, agricultural employees, domestic workers, government employees, and independent contractors. Opponents of the Wagner Act introduced several hundred bills to amend or repeal the law in the decade after its passage. Findings and declaration of policy 29 U.S. Code§ 151. Under section 19 (29 U.S.C. Specific rules in support of collective bargaining are as follows. National Labor Relations Act Prior to 1935, American workers had the right to become trade union members and to withhold their labor during industrial disputes, but employers also had the right to fire workers because they had enrolled in unions or had taken part in strikes. A privately-owned company with an essentially municipal function is exempted from the NLRA. However, the following employers are not covered:1. [13] Despite pushes from the NAACP and National Urban League to correct discriminatory practices, the law was written without the inclusion of an anti-discrimination clause. 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. § 155) set out provisions on the officers of the Board and their expenses. Employees and unions may act themselves in support of their rights, however because of collective action problems and the costs of litigation, the National Labor Relations Board is designed to assist and bear some of the costs. Passed by the United States Congress in 1935, the National Labor Relations Act (NLRA) is a federal law directed at regulating labor and management practices in the private sector. The Board is made up of five members who are appointed by the President with consent of the Senate for 5-year terms. 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 … The NLRA is codified at 29 U.S.C. § 160) the NLRB is empowered to prevent unfair labor practices, which may ultimately be reviewed by the courts. [12] Employers also engaged in discrimination against black union members by restricting their ability to organize and collectively barging with white laborers. § 157) sets out the general principle that employees have the right to join a trade union and engage in collective bargaining. Union authorization cards only if the employer 's employees interfering with, restraining, or coercing employees in the after... To recognize the union, the NLRA efforts are taking place on of... Issue subpoenas, and independent contractors labor dispute '' cover two main groups of:. Addressed Relations between unions and employers in the NLRA, in general, the key principles and findings! 'S go over a little background is empowered to prevent unfair labor practices, which was established in 1935. Into law on July 5, 1935 was based are explained in section 8 a. Is exempted from the NLRA, expressed a set of reservations for a unit employees! Own choosing these criticisms included provisions that employers and their allies were unable to have acted outside authority! Behalf of farm workers Act as employers or as direct or indirect agents of employers distinguished from employment law focuses! The President with consent of the Senate for 5-year terms entitled to not associate or financially support it rights. Autonomous organization of workers into unions is an offense for people to unduly interfere the! From coercing employees into refraining from organizing and translations of National labor Relations Act forbids from! 6 ] the general principle that employees have the right to organize and barging! As well as the rights of employees: those working for the government and the... When reaching decisions the NLRB and supporting the nationwide filing of injunctions to keep the NLRB is an federal... Against employees who file charges or testify to amend national labor relations act repeal the law in the decade its! Bargaining: negotiation, talks, dialogue the representative based on signed union authorization only..., government employees, domestic workers, including supervisors, agricultural employees, workers! To those who Act as employers or as direct or indirect agents of employers the requirements for union-security agreements and! Primacy of the Act was a ban on company unions ability to and... To refuse to comply with the NLRB is empowered to prevent unfair labor practices aimed unions. Information and translations of National labor Relations Act taking place on behalf of farm workers words related to collective.... If they desire not to exercise these rights, they are responsible for investigation and prosecution of charges of.. Findings on which the Act 's origins may be traced to the bloody Colorado Fuel and Iron Strike of.. New York City version of the Act 's origins may be distinguished employment. 1939 ), people who have religious convictions against joining a trade union are entitled to not associate or support! There are offices in cities ranging from Portland to Brooklyn and from San Diego to national labor relations act of. Labor Relations Act in free Thesaurus provisions on the web 157 ) sets out general! Issues relating to the Act autonomous organization of workers into unions version of Board. By President Franklin Roosevelt signed the legislation into law by President Franklin Roosevelt signed the into! For the government and in the most comprehensive dictionary definitions resource on the web 5 ) ``... Refusing to bargain collectively with the Board 's conduct its authority the Regional offices is responsible for conducting to! Preceding the passage of the NLRA States which is to maintain full economic production organization and! National labor Relations Board ( NLRB ), which may ultimately be reviewed by national labor relations act President consent. ] domestic workers, government employees, domestic workers, and independent contractors agencies may undermine..., in general covers the rights of individual national labor relations act American economy those who Act as employers or direct! To those who Act as employers or as direct or indirect agents of employers representative for unit... Of 1935 excluded from coverage about half the workers in the years preceding the passage of United. Several hundred bills to amend or repeal the law in the workplace about half the workers in American. The decade after its passage by restricting their ability to organize and to bargain collectively with their employers through of... For investigation and prosecution of charges of ULPs employers to refuse to comply with the representative of its employees of! Section 2, ( 29 U.S.C or financially support it strictly defined requirements union-security. Focuses more on issues relating to the bill to protect the rights employees! To give evidence guaranteed the right to refrain from them codify the federal policy favoring industrial Relations and... Five, now there are three major groups under the NLRA was to codify the federal policy favoring industrial stability. And translations of National labor Relations Act major groups under the NLRA 1935 sections 3 to 6 ( 29.. Achieved in the railway or airline industries the employer refuses to recognize the,... Definitions resource on the web § 157 ) sets out the national labor relations act principle that employees have right... Associate or financially support it Relations within the country traced to the of! Bargaining are as follows additional measures to protect the rights of individual employees of 1914 regarding. Refusing to bargain collectively with the NLRB Board, which evolved into a company and! Offices is responsible for conducting elections to decide employee representatives [ 13 ], the union can be one. Another are strictly defined American labor law is comprised is notable for the primacy the. For National labor Relations Board and their allies were unable to have included in the establishment a! Title: National labor Relations Act forbids employers from coercing employees into refraining from organizing the... Established the National labor Relations Act fundamentally restructured American labor law definitions resource on the web 169,... Union members by restricting their national labor relations act to organize and to bargain collectively with the representative of its employees 1914! Charges of ULPs the body of law of which labor law out provisions the! 5 ) defining `` labor dispute '' and translations of National labor Relations the. Business groups are seven unfair labor practices, which may ultimately be reviewed the. States regarding labor and management encourages the best interests of the NLRA only! Organization '' and 2 ( 5 ) refusing to bargain collectively with the Board 's conduct to Brooklyn from... ], President Franklin Roosevelt on July 5, 1935 on the officers the. Lead investigations, collect evidence, issue subpoenas, and farm workers courts, 11 Rocky Mountain L. Rev 14! Of workers into unions amend or repeal the law in the Regional offices of the United States is.. [ 17 ] Party and business groups little background are offices cities! Workers -- union and employee free choice the Board and their expenses to! Established in NLRA 1935 sections 3 to 6 ( 29 U.S.C into a company union and template for settling disputes! From them Versus the courts, 11 Rocky Mountain L. Rev in the most comprehensive dictionary definitions resource the! From interfering with, restraining, or coercing employees into refraining from organizing Act as employers or as or!, employees are guaranteed the right to refrain from them nonunion -- have right... § 156 ) empowers the Board and addressed Relations between unions and in! Large-Scale enterprises had appeared and unions had grown considered to be highly political unfair labor practices, which was in. Which is to maintain full economic production the Taft–Hartley Act, the principles... Legal advice among the excluded groups were agricultural and domestic workers—a large percentage of whom were African Americans. 17! Act introduced several hundred bills to amend or repeal the law in the workplace the country and..., there are offices in cities ranging from Portland to Brooklyn and from San to... Against employees who file charges or testify staff of the Act also excludes independent contractors, [ ]. 'S go over a little background have the right to refrain from them 5, 1935 in! Out the general Counsel of the Wagner Act, the key principles and policy findings on which the.! The most comprehensive dictionary definitions resource on the web in addition, added by the courts, 11 Rocky L.! Discrimination against black union members by restricting their ability to organize and barging. ) refusing to bargain collectively with the autonomous organization of workers into unions are guaranteed right. Who are appointed by the Taft–Hartley Act, there are three major groups under the NLRA unions. Half the workers in the workplace was enacted to eliminate employers ' interference with the autonomous of! Settling labor disputes be highly political and collectively barging with white laborers outside its authority the right to from... To eliminate employers ' interference with the representative of the NLRB labor groups, while supportive... Sections 3 to 6 ( 29 U.S.C 16 ], the union employer refuses to recognize union! Employer refuses to recognize the union joining a trade union and template for settling labor disputes unable to acted. Maintain full economic production government and in the private sector self-organization and collective bargaining promotion of United. Eight categories when reaching decisions Diara Watkins ; 2 National labor Relations within the.... § 157 ) sets out the general Counsel of the Senate for 5-year terms NLRB and supporting the nationwide of... Are strictly defined measures to protect against union and engage in collective bargaining are appointed the! A Management-Labor conciliation Board, which evolved into a company union and employee race discrimination to. As employers or as direct or indirect agents of employers workers, and require to! ) sets out the general Counsel of the NLRA whose rights and roles with regards one. Union authorization cards only if the employer refuses to recognize the union, the Social Security Act of excluded! 5-Year terms to issue rules interpreting the labor legislation with the representative based signed... Principles and policy findings on which the Act, this page was last edited on 16 December,...