Labor relations and the relevant US legislation. Covers main laws affecting union and labor relations in US. This presentation is intended for HR professionals aiming to obtain SPHR/ PHR certification. This presentation is for reference only.

1. Employee and Labor Relations
legislations

2. 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

3. Labor Relations Legislation and Union
Organizing

4. 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.

5. 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

6. 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

7. 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

8. 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

9. 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.

10. 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