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Abstract I. Introduction, 149.--II. Protection of the right of employees to organize, 150.--III. Protection of employers against unfair labor practices by unions, 158.--IV. Safeguarding the relations of individual workmen with unions, 160.--V. Protection of the rights of neutrals in industrial disputes, 164.--VI. Effect of the Act on the influence of Communists in unions, 167.--VII. Provisions designed to protect the country against disputes that imperil national health or safety, 168.--VIII. Miscellaneous provisions of the Act, 170.--IX. Effects of the Act on the growth of union membership, the spread of union security, and the number of damage suits brought against unions, 172.--X. Principal changes needed in the Taft-Hartley Act, 174.--XI. Some concluding observations, 179. Journal Information The Quarterly Journal of Economics (QJE) is the oldest professional journal of economics in the English language. Edited at Harvard University's Department of Economics, it covers all aspects of the field -- from the journal's traditional emphasis on microtheory, to both empirical and theoretical macroeconomics. QJE is invaluable to professional and academic economists and students around the world. Publisher Information Oxford University Press is a department of the University of Oxford. It furthers the University's objective of excellence in research, scholarship, and education by publishing worldwide. OUP is the world's largest university press with the widest global presence. It currently publishes more than 6,000 new publications a year, has offices in around fifty countries, and employs more than 5,500 people worldwide. It has become familiar to millions through a diverse publishing program that includes scholarly works in all academic disciplines, bibles, music, school and college textbooks, business books, dictionaries and reference books, and academic journals. Rights & Usage This item is part of a JSTOR Collection. The Wagner Act of 1935, also known as the National Labor Relations Act (NLRA), guarantees the right of workers to organize and outlines the legal framework for labor unions and management relations. In addition to protecting workers, the act provides a framework for collective bargaining. NoteThe main purpose of the Wagner Act was to establish the rights of most workers to organize or join labor unions and to bargain collectively with their employers. The act guarantees employees “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 concerted activities for the purpose of collective bargaining or other mutual aid and protection." The legislation was designed to make it more likely that commercial interests could be conducted without disruptions from strikes, thus protecting businesses and the economy as well as workers. The NLRA covers all employers involved in interstate commerce except airlines, railroads, agriculture, and government. The Wagner Act of 1935 (National Labor Relations Act)The Wagner Act defines and prohibits five unfair labor practices (others have been added since 1935). These include:
The National Labor Relations BoardThe Wagner Act also created the National Labor Relations Board (NLRB), which oversees union-management relations. The National Labor Relations Board designates the legal structure for the formation and decertification of unions and for conducting fair elections. NoteThe Board investigates charges by workers, union representatives, and employers when their rights under the Wagner Act have been violated. It encourages parties to come to agreements without adjudication and facilitates settlements of disputes. The Board also conducts hearings and decides on cases that aren't settled through mediation. It oversees the enforcement of orders, including the trying of cases before the U.S. Court of Appeals when parties don’t abide by board decisions. The Taft-Hartley Act of 1947The Wagner Act was amended in 1947 by the Taft-Hartley Act, which provided some limitations to the influence of unions. Legislators at that time believed that the balance of power had shifted too far in favor of the unions. The act provides workers with the right to refuse union membership and to decertify unions if they are unhappy with their representation in collective bargaining. The act also places requirements on unions, including that they honor existing contracts without striking, and that they avoid secondary boycotts or strikes against companies doing business with their employer. According to the National Labor Relations Board (NLRB), unions were also prohibited from charging excessive dues or initiation fees, and from "featherbedding," or causing an employer to pay for work not performed. The new law contained a "free speech clause," providing that the expression of views, arguments, or opinions shall not be evidence of an unfair labor practice absent the threat of reprisal or promise of benefit. Several significant changes were made for representation elections. Supervisors were excluded from bargaining units, and the board had to give special treatment to professional employees, craftsmen, and plant guards in determining bargaining units. Examples of ViolationsThe National Labor Relations Board provides the following examples of employer and union conduct that violate the law: Examples of employer conduct that violate the law:
Examples of labor organization conduct that violate the law:
Which of the following is not a characteristic of an unfair labor practice?Which of the following is not considered an unfair labor practice? Refusing to hire employees who are not qualified for the job.
Which of the following was established by the Wagner Act?Also known as the Wagner Act, this bill was signed into law by President Franklin Roosevelt on July 5, 1935. It established the National Labor Relations Board and addressed relations between unions and employers in the private sector.
What is the Wagner Act quizlet?National Labor Relations Act-A 1935 law, also known as the Wagner Act, that guarantees workers the right of collective bargaining sets down rules to protect unions and organizers, and created the National Labor Relations Board to regulate labor-managment relations.
Which of the following is not provided for under the Wagner Act also called the National Labor Relations Act?Which of the following is not provided for under the Wagner Act, also called the National Labor Relations Act? Employees have the right to strike, or collectively refuse to work.
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