Why Is The Kaff-Hartley Act Unfair

All organizations are in business to make money, but there are rules that the employer and the employee must follow as well. Any influence that management and labor have over the organization should be equal. The “Landrum-Griffin Act also knows as the Labor Management Reporting and Disclosure Act.” Was passed in 1959 through U.S. Congress. This is the result of certain improper activities that was going on between labors, management, employers and certain union officials. Many of the officials in higher positions misused numerous labor funds as well as being involve in violent activities. This act regulated union affairs internally and also controlled the use of union funds.

The laws that were related was Wagner Act. It made the federal government the arbiter of employer-employee relations through the creation of the National Labor Relations Board (NLRB). This allowed rights for workers to organize and bargain collectively with their employees for the first time in history. This act would overturn the court decide that asserted the union labor violated an employee's. This was passed after the New Deal and had a major impact on the employee's

The Civil Rights Act, Pure Food and Drug Act, Federal Reserve Act of 1913, and The Social Security Act all helped to establish a precedent going forward in regards to their respective objective in the United States of America. The Wagner Act of 1935 did just that for unions, and established the principles under which unions are governed to this very day. As with most laws that are foundational to the fabric of United States’ governance, the Wagner Act was neither established nor continuing to function today without controversy. So why despite this controversy was this act passed, been able to stand the test of time, and can it principles continue to weather the incessant backlash it has received?

Throughout the years following World War I, the United States suffered from an economic panic that would have lasting effects around the globe. The Great Depression was a result poor economic strategies and ultimately, the stock market crash. President Franklin D. Roosevelt created a New Deal plan in order to guide his natin out of this panic. FDR was able to combat the issues at hand with an arsenal of new programs that would effectively aid the nation and change the role of the government for the better.

Antitrust laws were put into place to remove anticompetitive behavior in business, but these have also been seen through labor issues in sport. The Wagner Act, or National Labor Relations Act, is an extremely important act relating to labor and sports. This law encourages collective bargaining agreements between employees and their employers. If a CBA cannot be reached, workers are allowed to strike. A current event involves the U.S. women’s soccer team. They recently agreed to a new CBA, ending a labor dispute. This new contract provides the players with an increase in compensation and benefits. Many professional sports have experienced labor disputes, and many have gone on strike. One example is the 1987 NFL strike. This strike occurred due to a disagreement with certain negotiations, mainly free agency. Some owners hired replacement players to continue the season. The players went with no contract for five years after the strike, with time spent in the courtroom. A contract eventually was agreed to, which featured an impressive salary cap. This strike led to many other sports to follow suit. The Wagner act was established in 1935. Most sports have experienced strikes due to the inability to agree on a

Consider the great "reform" of the New Deal in Labor/Management relations, the Wagner Act, which created the National Labor Relations Board, and defined an alliance between a Union and the ownership of an American Company as an "unfair labor practice." It might be unfair to suggest that the major intention of the Wagner Act was to instill the concept of Class Warfare at the core of Labor/Management relations. Its main thrust was to intrude the Executive branch of the Federal Government into those relations under the pretended authority of the Interstate Commerce clause of the Federal Constitution. Guaranteeing a certain antagonism between the players was one way to increase the opportunities to invoke the Federal role asserted.

The Taft-Hartley Act (Labor --Management Relations Act) was passed in 1947. This act prohibited union unfair labor practices and lists the rights of employees as union members and rights of employers. The First Amendment permits both employers and employees to exercise free speech by electioneering during union organization.

Since the enactment of the Wagner Act, there has been a dramatic change in the way employment is handled between managers and employees. Employees have been given more of a chance to decide what they want at work, and are able to negotiate with their employers. They have the opportunity to discuss wage, hours, over time, etc. Previously, employees had little to no say in decisions that were made regarding their employment and basically had to be “yes men” for the employers. It prevented employers from firing people in unions, as well as people who were sympathetic to unions. Retracting these laws that have been put into place would be an egregious error. They are there in order to protect employees, regardless of whether they are in a

Prior to the 1950s, American public sector workers could not join unions. Because of job security and reasonable benefits, it was considered unnecessary for public sector workers to unionize and collectively bargain with their government employers. However, in 1958, Robert F. Wagner, then mayor of New York City, signed an executive order granting city workers the right to unionize. Other local and state legislators followed suit, allowing public sector workers the right to join unions. In 1959, the state of Wisconsin passed the first state law granting the right to public sector collective bargaining after extensive campaigning in the state by the American Federation of State, County and Municipal Employees (Fraser & Freeman, 2011). And in 1962, President John F. Kennedy granted federal employees the right to unionize and collectively bargain. Since then, the expansion of union activity in American government has closely mirrored the decline of union influence and strength in the American private sector (Masters, Albright, & Gibney, 2010)

NLRA was considered to be the law that affected the relationship among the federal government and private enterprise; this measure considerably increased the government’s powers to arbitrate in labor relations. Prior to this law, employers had the emancipation to chastise, spy on, question for no reason and fire union members. Work stoppages commenced in the mid 1930’s (Gould, 1986), which included striking by factory and industrial occupational workers. By the time the strikes came to a halt, America had a more conservative Congress. This Congress led to balance the power between employers and unions. While the Wagner Act addressed only unfair labor practices by employers, it was added to the enactment of

Right-to-Work laws are state-sponsored legislation. The legislation serves to allow employees to pursue employment without demanding the enrollment into a union, or mandate additional cost for union representation, like agency instated fees. Employer’s fees can consist of established minimum payments, designed to cover the cost of union representation without requiring the added expenses received by union members and assist the unions in progressing their political agendas. The Labor Relations Management Act, also known as the Wagner Act of 1935, later amended in 1947 with the ratification of the Taft-Hartley Act, provided Congressional support in decreasing labor grievances through the institution of collective bargaining agreements and open employment. The establishment of collective bargaining agreements and open employment now provided opportunities to all individuals seeking employment rather than limiting the hiring to union

Shortly after the Taft-Hartley Act was passed after the veto of President Harry Truman, which stated subjecting labor unions to claims of unfair practices and only

In 1934, the Wagner Act was first introduced, also called the National Labor Relations Act (NLRB), it promised "to ensure a wise distribution of wealth between management and labor, to maintain a full flow of purchasing power, and to prevent recurrent depressions." (Babson, p. 85) During the mid-1930's organized labor and the United States Government struck a deal. It was the time of Franklin D. Roosevelt. A volatile time, the country was attempting to recover from a depression, unemployment was at an all-time high and organized labor was struggling for its own existence. "Vast numbers of the unemployed are right on the edge," observed Lorent Hickock, a Pennsylvania reporter hired by the federal government to report on social

The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union members. Reversing years of federal opposition, the statute guaranteed the right of employees to organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes, guarantee democratic union elections, and penalize unfair labor practices by employers. The law applied to all employees involved in the interstate

Employee benefits were not a significant part of most employees ' compensation packages until the mid-twentieth century. In the U.S., benefits included only about 3 percent of total payroll costs for companies in 1929. According to U.S. Chamber of Commerce, however, employee benefits in the U.S. now include approximately 42 percent of total payroll costs. Several things account for the huge increase in the importance of employee benefits in the U.S. In the 1930s, the Wagner Act considerably increased the ability of labor unions to establish workers and bargain for better wages, benefits, and working conditions. Labor unions from the 1930s to 1950s took advantage and negotiated for new employee benefits that have since become common in both unionized and non-union companies. Federal and state legislation requires companies to offer certain benefits to employees. Employers may find themselves at a disadvantage in the market if they do not offer competitive benefit packages.