Boulewarism, named for the General Electric vice president who pioneered this practice, involves management presenting take-it-or-leave-it offers directly to union members during collective bargaining. This practice was ruled illegal under the Wagner Act.
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.
The National Labor Relations Act (NLRA), also known as the Wagner Act of 1935, is a federal statute that established collective bargaining and created the National Labor Relations Board (NLRB) to supervise elections and combat unfair labor practices.
The National Labor Relations Act (NLRA), also known as the Wagner Act, is a foundational statute in United States labor law that protects the rights of employees and employers, encourages collective bargaining, and curtails certain private sector labor and management practices, which can harm the general welfare of workers, businesses, and the U.S. economy.
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.
Union employee associations are organizations created to advocate for employee rights and work-related welfare, recognized under various labor acts.
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.
