The Wagner Act Of 1935: National Labor Relations Overview

The National Labor Relations Act of 1935, also known as the Wagner Act, is a United States federal law that protects the rights of employees to organize and form labor unions. The act also provides guidelines for collective bargaining and defines unfair labor practices.

History of the Wagner Act

The Wagner Act was introduced by Senator Robert F. Wagner, a Democrat from New York. It was signed into law by President Franklin D. Roosevelt on July 5, 1935. The act replaced the National Industrial Recovery Act, which had been declared unconstitutional by the Supreme Court.

Goals of the Wagner Act

The Wagner Act was designed to protect the rights of workers to organize and bargain collectively with their employers. It also aimed to level the playing field between management and labor by prohibiting employers from engaging in unfair labor practices.

Key Provisions of the Wagner Act

The Wagner Act established the National Labor Relations Board (NLRB), which is responsible for enforcing the provisions of the act. The NLRB has the power to conduct elections to determine whether employees want to be represented by a union, and to investigate and remedy unfair labor practices. The act also provides protections for workers who engage in union activities, such as the right to participate in strikes, picketing, and other forms of concerted activity. It prohibits employers from interfering with, restraining, or coercing employees who engage in these activities. The Wagner Act also requires employers to bargain in good faith with their employees’ chosen representatives. This means that employers must negotiate with union representatives over wages, hours, and other terms and conditions of employment.

Amendments to the Wagner Act

The Wagner Act has been amended several times since it was first enacted. In 1947, the Taft-Hartley Act was passed, which placed some restrictions on the activities of labor unions. The Taft-Hartley Act also allowed states to pass “right-to-work” laws, which prohibit employers from requiring employees to join a union as a condition of employment. In 1959, the Landrum-Griffin Act was passed, which provided additional protections for union members. The act requires unions to hold regular elections and to disclose financial information to their members.

Impact of the Wagner Act

The Wagner Act had a significant impact on the labor movement in the United States. It led to a dramatic increase in union membership, as workers were now able to organize without fear of retaliation from their employers. The act also helped to establish collective bargaining as a standard practice in many industries. This meant that workers were able to negotiate for better wages, benefits, and working conditions, which in turn helped to improve their standard of living. However, the Wagner Act has also been criticized by some for giving too much power to unions. Some argue that the act has made it difficult for employers to operate efficiently and has led to higher labor costs, which can be passed on to consumers in the form of higher prices.

FAQs

What is the National Labor Relations Act?

The National Labor Relations Act, also known as the Wagner Act, is a federal law that protects the right of employees to organize and bargain collectively with their employers.

What is the National Labor Relations Board?

The National Labor Relations Board (NLRB) is a federal agency that is responsible for enforcing the provisions of the Wagner Act. The NLRB has the power to conduct elections to determine whether employees want to be represented by a union, and to investigate and remedy unfair labor practices.

What is collective bargaining?

Collective bargaining is the process by which employers and employees negotiate the terms and conditions of employment, such as wages, hours, and benefits.

What are unfair labor practices?

Unfair labor practices are actions by employers or unions that interfere with employees’ rights to organize and bargain collectively. These can include things like firing or discriminating against employees for engaging in union activities, or refusing to bargain in good faith with union representatives.

What is a right-to-work law?

A right-to-work law is a state law that prohibits employers from requiring employees to join a union as a condition of employment.