Essay on National Labor Relations Act

In 1947 it was revised to help better protect employees as well as employers. The revision stated that employees and managers must bargain “in good faith” with each other, and illegalized wild cat strikes, (refusing to work under a valid contract). These rights help employees as well as employers to be treated fairly. Forcing employees and employers to work together as a team can increase their understanding of where each side is coming from, as well as making it easier to compromise. The act also prevented businesses from becoming “closed shops,” (places where only union members were hired.) and prevented members from forcing others to join a union. Employees were also given the option to hold elections to certify and decertify unions. Employers were given the freedom to voice any concerns they had over unions so long as they did not interfere with the organization of unions. The revised act also gives the president the power to call off strikes in the event that it becomes a national emergency. A board may be hired to examine the situation of the strike so that the president may better understand why the situation has not been resolved. The president can then put an injunction on the strike; if a decision is not reached, the injunction can be extended.

Labor unions represent workers interests and the collective bargaining process provides a way to manage the conflict (Noe, 2003). More than ever, union employees have come to see unionizing as a way to achieve an

This law is also known as the Wagner Act, named for Senator Robert F. Wagner, the man who championed it. In a nutshell this law protects employees’ rights to form and participate in labor unions. The book, Labor Relations: Striking a Balance identifies the central provisions of the Act. These provisions include the establishment of the National Labor Relations Board (NLRB) which answers representation questions and settles unfair labor practice claims. The act gives workers the right to form unions and bargain collectively. It identifies five unfair labor practices and “establishes exclusive representation for unions that have majority support and grants them rights of collective bargaining over wages, hours of employment and other conditions of employment” (Budd, 2010, pp. 119-121). The law also made it illegal for companies to fire employees for forming or joining unions and prohibited company managed unions.

To help bring about congressional change, the National Labor Union was created in 1866 “to pressure Congress to make labor law reforms” (Library of Congress). It was composed of “national associations of unions” with “trade-printers, machinists, stone cutters” and others (American Federationist).

As your union organizer, I wish to dispel some of the inaccurate information you have been receiving concerning union representation. I want to provide you with facts that will help you decide if you would like to be represented by a union. A recent article in a leading human resource management textbook noted, “Workers dissatisfaction with their jobs and, in particular dissatisfaction with their wages, benefits, and supervision are most related to the tendency to vote for a union” (Bernardin & Russell, 2013, p. 327). These are the exact reasons we want to form a union here at ARC to represent our interests as

(1) Require the National Work Relations Board ("NLRB") guarantee a union based upon a dominant part card check (rather than ensuring a union strictly when it gets a lion 's share of worker votes in a mystery poll decision);

Although some organization may use unionized labor in their business process, unionized labor represents the different group of individuals that currently use a collect bargaining agreement to define employees within the company.

The National Labor Relations Board (NLRB) is a federal government agency, founded by Congress in 1935 (Galiatsos, 2015). The primary responsibility of the NLRB is to administer the National Labor Relations Act (NLRA). However, the NLRB takes action to safeguard employees' right to organize, and to decide whether to have unions serve as their bargaining representative, with their employer (Galiatsos, 2015). The agency also acts to prevent and remedy unfair labor practices that are committed by private sector employers and unions. The NLRB protects the rights of most private-sector employees to join together, with or without a union, to improve their wages and working conditions (Galiatsos, 2015).

Today, many businesses and organizations collaborate with the labor unions whether by choice or not. As generally understood the labor unions are organizations of workers acting jointly to negotiate their wages, working environment, and benefits with there employers. Like many nations globally, in the U.S. the subordinate employees are legally allowed to establish unions and engage in collective bargains with the management. Following the collective bargains there is always the establishment of the labor contract, which is a written agreement that governs the union-management relations (Workplace Fairness Organization, 2017). Though the labor relations are a common thing today and offer many benefits to the members, many people are still reluctant to join their respective labor unions.

It did this by: (1) banning certain unfair labor practices, (2) providing for secret-ballot elections and majority rule for determining whether a firm's employees were to unionize; and (3) creating the National Labor Relations Board (NLRB) for enforcing these two provisions.

A labor union is an organization that acts on behalf of all employees in negotiations with the employer regarding the terms of their employment. The objectives of labor unions include creating a seniority system to protect workers’ jobs from arbitrary layoffs and replacement with less demanding wage earners; upgrading worker status through wage and fringe benefit increases; and sponsoring laws that improve social, economic, and political conditions for workers. The Taft-Hartley Act established a system for helping labor and management settle their disputes without causing a major disruption in the economy or endangering the public health and safety through a collective bargaining process.

Now Unions are perceived as an institution existing to educate management and employees the benefit of involving workers in decision making process.

The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees

Creation of union starts when there is the need for representation and bargaining. The target and the interest of employees will be a primary determinant for the union to organize the campaign.

It is recommended that the number of the employees in a committee should be around 10. How do you build majority support? After forming a committee, you need to build support for the union by talking to other employees. This begins the ‘public’ phase of your campaign. The best way to build support is by getting the workers to sign a public petition that supports the unions’ key issue and goals. Most employers will, on the other hand, launch their camping against the union at this point. How do you choose to go union? It largely depends on where you and your co-workers work. If it’s private organization, workers, make a choice through elections that are overseen by the National Labor Relations Board. In a public sector, you can make a union either through majority sign-up or a tradition union election. What about the employer’s campaign? Employers will use different techniques as a way of preventing the union. Some techniques used are creating conflict between the workers so as to divide the union support and to create an atmosphere of fear.