Employee and Labor Relations

legislations

Why people join unions

Lack of fairness

• Consistent enforcement of policies

• Complaint resolution

• Follow through on company promises

Perception of

substandard conditions

• Wages and benefits

• Safety (working conditions)

• Comfort issues (e.g. eating areas)

Responsiveness

• Failure to elicit or respond to employee concerns

Labor Relations Legislation and Union Organizing

Sherman anti-trust act (1890) Directed at monopolistic employers Authorized federal action against any

“commination in the form of trusts or otherwise, or conspiracy, in restraint of trade”.

Resulted in injunctions; which are court orders that restricts certain activities.

Employers used the provisions of the act to persuade courts to issue injunctions against union activities – mainly strikes.

Clayton Act (1914), Railway Act (1926) Amended and clarified Sherman anti-trust. Restricted injunctions against labor Legalized peaceful strikes, picketing and

boycotts Railway Act (1926)

Provided railway employees o organize and bargain collectively through representative of their own choosing.

Amended to cover airline employees

Norris-LaGuardia Act (1932) Restricted federal judicial interventions in

labor disputes, which led to growth of unions. Guaranteed the employees rights to organize. Prohibited yellow dog contracts; contracts that

force employees not to join a union or participate in any union activity a s a condition of employment

National Industrial Recovery Act(1933) Guaranteed the employees rights to organize

and bargain collectively. Declared unconstitutional in 1935 and

replaced by National Labor Relations Act

National Labor Relations Act (1935) Guaranteed the employees rights to organize

and bargain collectively. Prohibited employers conduct unfair labor

practices Established National Labor Relations Board

(NLRB) Exempted these categories:

Federal, state and local government employees Supervisors and managers Agricultural employees Domestic employees Family workers

Labor-Management Relations Act (1947) Attempted to balance power between union and

management by designating certain union activities as unfair labor practices (ULPs).

Guaranteed employers right to speech Mandates that unions represents all employees

in the bargaining unit Make closed shop illegal except in construction

industry. Closed shop requires that employee to be union member to be hired.

Established provisions of national emergency strikes. Employees return to work for 80 day based on president order.

Labor-Management Reporting and Disclosure Act (1959) Passed to control abuse of power and

corruption of union officials and protect employees from corrupt or discriminatory labor unions.

Provides a bill of rights for union members that includes: Secret ballot Protection from excessive or arbitrary dues.

Prohibits unions discriminate based on membership