Question

. Identify three laws that have had a major influence on labor-management relations, and discuss the major provisions of each law.

Answer 1

ANSWER:

The following are the major provisions of each law influence on labor-management relations:

1. Yellow dog contract: permits laborers to agree not to join an association as a state of the business.

2.Collective bargaining: the process through which agents of the association and the executives arrange an agreement for laborers.

3.Norris-LaGuardia Act, 1932: precluded courts for giving infusions against unlawful work exercises; disallowed contracts restricting association exercises; denied laborers from utilizing yellow pooch contracts.

4.1935 National Labor Relations Act (Wagner Act): award to laborers the option to join and leave work associations (or decline to the frame or join); the option to deal together with managers through chosen delegates of the association; and the option to take an interest in labor developments, for example, walk, picketing or boycotting. The business and the association annulled such unreasonable work practices and set up the National Labor Relations Board to direct battles for association races and explore work rehearses. This demonstration gave the association development an extraordinary lift.

5.Fair Labor Standards Act, 1938: Set the lowest pay permitted by law and all-out standard hours in global exchange parts for laborers. Except for homestead and retail laborers, the principal the lowest pay permitted by law was 25 pennies 60 minutes.

6. Labor-Management Relations Act (Taft-Hartley Act), 1947: corrected the Wagner Act; permitted states to pass laws disallowing obligatory organization enrollment (option to-work laws); created strategies for managing strikes influencing national wellbeing and security; prohibited auxiliary blacklists, shut shop dealings and featherbedding (requiring wage pay for work not did) by associations. This demonstration gave the executives more force.