Understand what Right to Work Laws are, their historical context, types, applicability, and implications. These laws, allowed under Section 14(b) of the Taft-Hartley Act, prohibit union security agreements.
The Taft-Hartley Act of 1947, also known as the Labor Management Relations Act, imposes restrictions on union practices and expands the scope of the National Labor Relations Act (NLRA) to cover a broader range of unfair labor practices.
A Closed Shop refers to an organization where being a union member is a prerequisite for employment. This practice was largely restricted by the Taft-Hartley Act of 1947.
An in-depth look at the Labor-Management Relations Act, also known as the Taft-Hartley Act of 1947, which amended the Wagner Act of 1935. This entry covers its key provisions, historical context, impacts, and related terms.
An in-depth exploration of the Right-to-Work Law, its relationship with union shops, and its basis in the Taft-Hartley Act.
A detailed exploration of secondary boycotts, their definition, legality, historical context, and implications in labor relations.
An in-depth exploration of Unfair Labor Practices, as determined by the National Labor Relations Board (NLRB), defined under the Wagner Act and the Taft-Hartley Act.
Comprehensive overview of unfair labor practices by unions, as defined by the Taft-Hartley Act of 1947, including illegal coercion, restraint, discrimination, and excessive fees.
An in-depth analysis of the Taft-Hartley Act of 1947, its historical context, key provisions, impact on labor unions, and its relevance today.
