The NATIONAL LABOR RELATIONS ACT OF 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the WAGNER ACT after New York Senator Robert F. Wagner ) is a foundational statute of United States labor law which guarantees basic rights of private sector employees to organize into trade unions , engage in collective bargaining for better terms and conditions at work, and take collective action including strike if necessary. The act also created the National Labor Relations Board , which conducts elections that can require employers to engage in collective bargaining with labor unions (also known as trade unions). The Act does not apply to workers who are covered by the Railway Labor Act , agricultural employees, domestic employees, supervisors, federal, state or local government workers, independent contractors and some close relatives of individual employers.
* 1 Background
* 2 Content
* 2.1 Enforcement * 2.2 Collectively bargaining * 2.3 Unfair labor practices * 2.4 Election of bargaining representatives * 2.5 Exclusions
* 3 Reactions * 4 Amendments * 5 Legacy * 6 See also * 7 Notes * 8 References * 9 External links
History of labor law in the United States President
It also has its roots in a variety of different labor acts previously enacted:
* National War Labor Board π 1918 * Norris–La Guardia Act (1932)
* National Industrial Recovery Act (1933)
* including the
Works Progress Administration
See also: Inequality of bargaining power
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 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.
Various definitions are explained in section 2, (29 U.S.C. § 152) including 2(5) defining "labor organization" and 2(9) defining "labor dispute". 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.
Main article: National Labor Relations Board
The National Labor Relations Board (NLRB), which is established in NLRA 1935 sections 3 to 6 (29 U.S.C. § 153–156), is the primary enforcer of the Act. 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. Under section 3, (29 U.S.C. § 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. Those processes are initiated in the regional offices of the NLRB. The General Counsel of the National Labor Relations Board give legal advice. Sections 4 (29 U.S.C. § 154) and 5 (29 U.S.C. § 155) set out provisions on the officers of the Board and their expenses. Section 6 (29 U.S.C. § 156) empowers the Board to issue rules interpreting the labor legislation. This will generally be binding, unless a court deems it to have acted outside its authority.
Under section 10 (29 U.S.C. § 160) the NLRB is empowered to prevent unfair labor practices, which may ultimately be reviewed by the courts. Under section 11 it can lead investigations, collect evidence, issue subpoenas , and require witnesses to give evidence. Under section 12 (29 U.S.C. § 162) it is an offense for people to unduly interfere with the Board's conduct.
Section 7 (29 U.S.C. § 157) sets out the general principle that employees have the right to join a trade union and engage in collective bargaining.
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).
Specific rules in support of collective bargaining are as follows.
* There can be only one exclusive bargaining representative for a unit of employees. * Promotion of the practice and procedure of collective bargaining. * Employers are compelled to bargain with the representative of its employees. * Employees are allowed to discuss wages.
UNFAIR LABOR PRACTICES
Main article: Unfair labor practice "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." National Labor Relations Act of 1935 §7
Under section 8 (29 U.S.C. § 158) the law defines a set of prohibited actions by employers, employees, and unions, known as an unfair labor practice. The first five unfair labor practices aimed at employers are in section 8(a). These are,
* (a)(1) "to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7". This includes freedom of association , mutual aid or protection, self-organization, to form, join, or assist labor organizations, to bargain collectively for wages and working conditions through representatives of their own choosing, and to engage in other protected concerted activities with or without a union. * (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" * (a)(4) discriminating against employees who file charges or testify. * (a)(5) refusing to bargain collectively with the representative of the employer's employees.
In addition, added by the Taft–Hartley Act , there are seven unfair labor practices aimed at unions and employees.
ELECTION OF BARGAINING REPRESENTATIVES
Main article: NLRB election procedures
Under section 9 (29 U.S.C. § 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.
The NLRA 1935 does not cover two main groups of employees: those working for the government, and in the railway or airline industries. 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 ". Under section 19 (29 U.S.C. § 169), people who have religious convictions against joining a trade union are entitled to not associate or financially support it.
It also excludes domestic workers and farm workers.
The Social Security Act of 1935 excluded from coverage about half the workers in the American economy. Among the excluded groups were agricultural and domestic workers—a large percentage of whom were African Americans.
"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 right to strike , or to affect the limitations or qualifications on that right." Wagner Act 1935 §13
The act was bitterly opposed by the Republican Party and business groups. 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. This included encouraging employers to refuse to comply with the NLRB and supporting the nationwide filing of injunctions to keep the NLRB from functioning. This campaign continued until the NLRA was found constitutional by the Supreme Court in National Labor Relations Board v. Jones border:solid #aaa 1px">
* Organized labour portal
* ^ See also Pub.L. 74–198, 49 Stat. 449 * ^ Lehman, Jeffrey; Phelps, Shirelle (2005). West's Encyclopedia of American Law (2nd ed.). Detroit: Thomson/Gale. ISBN 0-7876-6367-0 .
* ^ 29 U.S.C. §§ 151–169, enacted July 5, 1935
* ^ Our Documents: 100 Milestone Documents from the National
Archives. Oxford: Oxford University Press. 2006. pp. 162–63. ISBN
* ^ See also, E Dannin, "Not a Limited, Confined, or Private
Matter: Who is an Employee under the National Labor Relations Act"
(2008) 59 Labor Law Journal 5
* ^ Archived May 30, 2013, at the
* Atleson, James B. (1983). Values and Assumptions in American Labor Law (Pbk. ed. ed.). Amherst, Mass.: University of Massachusetts Press. ISBN 0-585-25833-3 . CS1 maint: Extra text (link ) * Cortner, Richard C. (1964). The Wagner Act Cases. Knoxville: Univ. of Tenn. Press. * Dannin, Ellen (2006). Taking Back the Workers' Law: How to Fight the Assault on Labor Rights. Ithaca, N.Y.: ILR Press/Cornell University Press. ISBN 0-8014-4438-1 . * Gregory, Charles O. (1961). Labor and the Law 2d rev. ed., with 1961 Supplement. New York: Norton. * Morris, Charles J. (2004). The Blue Eagle at Work: Reclaiming Democratic Rights in the American Workplace. Ithaca, N.Y.: Cornell University Press. ISBN 0-8014-4317-2 . * Schlesinger, Arthur M. (c. 2003). The Coming of the New Deal: 1933–1935 (1. Mariner books ed.). Boston: Houghton Mifflin. ISBN 0-618-34086-6 .
* F. L. B., Jr. (Mar 1941). "Reinstatement with Back Pay under the
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3309199 . doi :10.2307/3309199 .
* Keyserling, Leon H. (1960–1961). "The Wagner Act: Its Origin and
Current Significance". Geo. Wash. L. Rev. 29: 199.
* Klare, Karl E. (1977–1978). "Judicial Deradicalization of the
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* Lynd, Staughton (1984). "Communal Rights". Tex. L. Rev. 62 (1417):
* Mikva, A. J. (1986). "The Changing Role of the Wagner Act in the
American Labor Movement". Stan. L. Rev. 38 (4): 1123–40. JSTOR
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* Nathanson, N.L.; Lyons, E. (1938–1939). "Judicial Review of the
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* "Effect on the A. F. of L. -C. I. O. Controversy of the
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* "The Proposed Amendments to the Wagner Act". Harv. L. Rev. 52 (6):
* USC §§151-169, Labor-Management Relations at the