Wagner Act: Landmark Legislation That Strengthened Labor Rights

August 25, 2024 4 min read History Law Social Sciences Wagner Act National Labor Relations Act NLRB Labor Rights 1935 Legislation

The Wagner Act, also known as the National Labor Relations Act of 1935, significantly empowered labor unions by prohibiting anti-labor practices and establishing the National Labor Relations Board (NLRB). This legislation was upheld as constitutional by the Supreme Court in 1937.

On this page

The Wagner Act, officially known as the National Labor Relations Act (NLRA) of 1935, was a landmark piece of legislation in the United States that fundamentally strengthened the rights of workers and labor unions. This act aimed to promote fair labor practices and to ensure collective bargaining by addressing the imbalance of power between employers and employees.

Overview of the Wagner Act

The Wagner Act was introduced by Senator Robert F. Wagner and signed into law by President Franklin D. Roosevelt on July 5, 1935. Its primary objective was to eliminate employer practices that harmed labor organizations and to promote industrial peace.

Key Provisions

Right to Organize: Workers were granted the right to form, join, or assist labor organizations without fear of retaliation.
Collective Bargaining: Employers were required to engage in good faith collective bargaining with representatives chosen by employees.
Unfair Labor Practices: The act prohibited various employer actions considered prejudicial to labor rights, such as interference, restraint, or coercion of employees in the exercise of their rights.

Establishment of the NLRB

The Wagner Act established the National Labor Relations Board (NLRB), an independent federal agency vested with the power to enforce labor rights and oversee fair practices.

Functions of the NLRB

Investigating Unfair Practices: The NLRB investigates complaints filed by workers, unions, or employers regarding unfair labor practices.
Conducting Elections: The NLRB supervises elections for labor union representation to ensure they are conducted fairly.
Enforcing Compliance: The NLRB has the authority to issue cease-and-desist orders and mandate remedial action against violators of the act.

Supreme Court Ruling

In 1937, the constitutionality of the Wagner Act was upheld by the United States Supreme Court in the case NLRB v. Jones & Laughlin Steel Corporation. This ruling firmly established the federal government’s role in regulating labor relations.

Key Points from the Ruling

The Supreme Court recognized the broad power of Congress under the Commerce Clause to regulate interstate commerce, which included labor relations.
The ruling reinforced the legitimacy of the NLRB and the Wagner Act’s provisions, thus affirming workers’ rights to unionize and bargain collectively.

The Wagner Act marked a pivotal moment in American labor history, leading to a significant increase in union membership and strengthening workers’ bargaining power. It laid the foundation for labor standards that are still in place today.

Comparisons to Other Labor Legislation

Taft-Hartley Act of 1947: This act amended the Wagner Act by imposing certain restrictions on labor unions and expanding the list of unfair labor practices.
Fair Labor Standards Act of 1938: Established minimum wage, overtime pay, and child labor standards, complementing the workers’ rights established by the Wagner Act.

Collective Bargaining: The process by which workers, through their unions, negotiate contracts with their employers to determine their terms of employment.
Unfair Labor Practices: Actions taken by employers or unions that violate the rights of employees or the rights established under the Wagner Act.
Labor Union: An organization of workers formed to protect and advance their rights and interests through collective action.

FAQs

What is the significance of the Wagner Act?

The Wagner Act is significant because it established fundamental rights for workers to unionize, engage in collective bargaining, and addressed unfair labor practices by employers, thereby reshaping labor relations in the United States.

How did the Wagner Act affect labor unions?

The Wagner Act empowered labor unions by ensuring their right to organize and engage in collective bargaining, leading to a substantial increase in union membership and greater influence over workplace conditions and policies.

What role does the NLRB play?

The National Labor Relations Board enforces the provisions of the Wagner Act by investigating unfair labor practices, conducting elections for union representation, and ensuring compliance with labor laws.

References

National Labor Relations Act (Wagner Act) of 1935, U.S. National Archives.
NLRB v. Jones & Laughlin Steel Corporation, 301 U.S. 1 (1937).
“The Wagner Act (National Labor Relations Act),” Labor History Timeline, U.S. Department of Labor.

Summary

The Wagner Act of 1935 was a transformative piece of legislation that significantly strengthened labor rights in the United States by prohibiting anti-labor practices, affirming the rights of workers to organize and bargain collectively, and establishing the National Labor Relations Board to oversee and enforce fair labor practices. This act played a crucial role in shaping modern labor relations and securing fair treatment and protections for American workers.