EFFECTIVENESS. The Taft-Hartley Act remains a powerful tool for labor-management relations. From its narrow adoption, and despite its many opponents, the 1947 act continues to provide valuable protection to employees, employers, and labor unions.

The Taft-Hartley Act is a 1947 U.S. federal law that extended and modified the 1935 Wagner Act. It prohibits certain union practices and requires disclosure of certain financial and political activities by unions. 1 The bill was initially vetoed by President Truman, but Congress overrode the veto.

The Taft-Hartley Act reserved the rights of labor unions to organize and bargain collectively, but also outlawed closed shops, giving workers the right to decline to join a union. It permitted union shops only if a majority of employees voted for it.

A 1935 law, also known as the Wagner Act, that guarantees workers the right of collective bargaining sets down rules to protect unions and organizers, and created the National Labor Relations Board to regulate labor-managment relations. You just studied 17 terms!

Which of the following best describes the main idea of the Wagner Act? It gave employees the right to self-organize and bargain collectively with employers.

The Wagner Act, also known as the National Labor Relations Act of 1935, prohibits employers in the private sector from engaging in unfair labor practices and gives employees the right to establish labor unions, conduct strikes and negotiate benefits, working conditions and compensation.

How did the Great Depression impact movie attendance? Movie attendance remained high throughout the depression.

The National Labor Relations Act helped labor unions by allowing workers the right to form labor unions and to practice collective bargaining. What the Committee of Industrial Organizations did for labor unions was that it organized all workers within an industry, skilled and unskilled, into one large organization.

The practices prohibited by the Wagner Act included: Dissuading or otherwise pressuring employees from using their lawful rights. Hindering the establishment of labor organizations. Discriminating against employees who use their rights to organize and form labor unions.

An unfair labor practice is an action by an employer or a union that violates the National Labor Relations Act (NLRA). The National Labor Relations Board (NLRB) has created an extensive listing of employer actions that it considers would unduly interfere with an individual employee’s labor rights.

Employees who are discriminated against can file a lawsuit against their employers for unlawful discrimination. You have a limited time to file a lawsuit against your employer for employment discrimination violations.