Management And Unions : Defining Their Rights Essay

Management And Unions : Defining Their Rights Essay

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Management and Unions: Defining Their Rights
The National Labor Relations Act (NLRA) of 1935, also referred to as the Wagner Act “guarantees workers the right to organize and join unions, bargain collectively, strike, and pursue activities that support their objectives; specifically requiring employers to bargain in good faith over mandatory bargaining issues, wages, hours, and terms and conditions of employment” (DeCenzo, Robbins, & Verhulst, 2013). After the depression and many people left unemployed, leaving President Roosevelt the daunting task to devise a new federal relief policy, to which he is associated with the “New Deal”. To alleviate the hunger and fear of eviction, President Roosevelt signed the Federal Emergency Relief Act (FERA) in 1933, following this was the National Recovery Administration (NRA) which allowed “businessmen to fix prices and allocate production quotas through codes of "fair competition," and without regard to the antitrust laws” (Bernstein). After multiple unions from the labor movement were created or grew stronger, there was a time during the Depression the situation as it was started undue rest and aggression amongst the union workers.
The Wagner Act was, and is important to the unions as well as management and where they are today. When this was signed back in 1935, it gave unions the right to organize workers without being harassed or intimidated by its employers. What came of this Act was the National Labor Relations Board (NLRB), which was “established to administer and interpret the Wagner Act, the NLRB has primary responsibility for conducting union representation elections” (DeCenzo et al., 2013). With the NLRB, management was required to negotiate a contract with a chosen union, n...


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...because of where they started and how they are still used today. In fact, back in 2002 President Bush addressed the punishment union members endured under the Pacific Maritime Association (PMA) working with the International Longshore and Warehouse Union (ILWU), for taking part of a strike resulting in a lockout and not paying the union workers. Demands by the business was to have the workers work under a new contract by PMA or continue working under the old one. “The union 's fears that the lockout was a setup to demand federal intervention were well grounded; after a week, President Bush invoked the Taft-Hartley Act and ordered the workers to return to their jobs for eighty days. The government even proposed, and the ILWU accepted, that they return to work for thirty days under the old contract. But the PMA refused the offer, preferring Taft-Hartley” (Bacon, 2002).

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