National Labor Relations Act

Definition

The National Labor Relations Act (NLRA) is a U.S. federal law that governs private sector labor-management relations, including the right of workers to organize, bargain collectively, and strike. It establishes the National Labor Relations Board (NLRB) to oversee and enforce the law's provisions.

5 Must Know Facts For Your Next Test

1. The NLRA was enacted in 1935 as part of President Franklin D. Roosevelt's New Deal legislation to protect the rights of private sector employees to join together, with or without a union, to improve their working conditions.
2. The NLRA prohibits employers from interfering with, restraining, or coercing employees in the exercise of their rights to organize, form, join, or assist labor organizations, bargain collectively, and strike.
3. The NLRA covers most private sector employers, including manufacturers, retailers, private universities, and healthcare facilities, but excludes government, railroad, and airline employees.
4. The NLRB is responsible for investigating and remedying unfair labor practices, conducting elections to determine if employees want union representation, and interpreting and enforcing the NLRA.
5. The NLRA has been amended several times, most notably by the Labor Management Relations Act (Taft-Hartley Act) in 1947 and the Labor-Management Reporting and Disclosure Act (Landrum-Griffin Act) in 1959.

Review Questions

• Explain the purpose and key provisions of the National Labor Relations Act.
  • The National Labor Relations Act (NLRA) was enacted in 1935 to protect the rights of private sector employees to organize, form, join, or assist labor unions, bargain collectively, and strike. The NLRA prohibits employers from interfering with these rights and establishes the National Labor Relations Board (NLRB) to investigate and remedy unfair labor practices, conduct union elections, and interpret and enforce the law. The NLRA covers most private sector employers, excluding government, railroad, and airline employees.
• Describe the role and responsibilities of the National Labor Relations Board (NLRB) in administering the NLRA.
  • The National Labor Relations Board (NLRB) is the independent federal agency created by the NLRA to administer and enforce the law. The NLRB is responsible for investigating and resolving unfair labor practice charges, conducting elections to determine if employees want union representation, and interpreting and enforcing the provisions of the NLRA. The NLRB plays a crucial role in protecting the rights of workers to organize, form, join, or assist labor unions, and engage in collective bargaining and other concerted activities.
• Analyze how the NLRA and NLRB have evolved over time to address changes in the labor-management landscape.
  • The NLRA has been amended several times since its enactment in 1935, most notably by the Taft-Hartley Act in 1947 and the Landrum-Griffin Act in 1959. These amendments have sought to balance the rights of workers and employers, as well as address evolving labor-management dynamics. The NLRB has also adapted its interpretations and enforcement of the NLRA to respond to changes in the economy, workforce, and labor relations. For example, the NLRB has expanded its jurisdiction to cover new industries and has adjusted its policies on issues like employee classification and the use of social media in organizing efforts. The ongoing evolution of the NLRA and NLRB reflects the dynamic nature of labor-management relations and the need to ensure the law remains relevant and effective.

Related terms

National Labor Relations Board (NLRB): The independent federal agency created by the NLRA to administer and enforce the law, including investigating and resolving unfair labor practice charges and conducting elections to determine if employees want union representation.

Unfair Labor Practices: Actions by employers or unions that violate employees' rights under the NLRA, such as interfering with the right to organize, discriminating against employees for union activity, or refusing to bargain in good faith.

Collective Bargaining:

The process by which workers, through their union representatives, negotiate with employers over wages, benefits, working conditions, and other terms of employment.