Human Resources Management
The National Labor Relations Acts is commonly referred to as the Wagner Act. It was enacted in 1935 that is when it became a law. It is a bill of right for unions. There was an outcry in the American society because the employees in various sectors were not giving employees job security and also they were not allowed to join unions. The employees felt downplayed in many factors and, as a result, led to the outcry. So as to solve out the problem, the Wagner Act was made a law on July 5th, 1935. It investigates the charges ventures on the unfair labor practices in the economy.How NLRA protects employees in unionsExclusive principleIt is a fundamental feature of the American style collective bargaining. A representative of all the employees is expected to act on behalf of the other employees United States. (1968). The Act requires the employer to deal with the majority representative regarding all the issues affecting employees. It may concern the wages, hours worked and other conditions of employment. The Act prohibits the employer from trying to avoid the representative.Free collective bargainThe Act allows the choice of whether to organize on employees hands. The Act requires the employer to bargain in good faith.The act also allows employees to take action with one or more coworker if they feel not satisfied.Things illegal for employer to do1. Questioning employee about his or her union support or activity with the aim of discouraging participation2. Fire, transfer, reduce hours or changing employee shift because of joining a particular union3. Threatening to close down the workplace if employees join a union that represents them4. Granting promotions or pay rise so as to discourage or encourage union support.5. Prohibiting employee from wearing union t-shirts and hats in the workplace (Werhane Radin, Bowie, and Wiley 2004).6. Spying on union activitiesThings illegal for employee to do1. Refusing to perform work that is stipulated in an employee contract in the name that the union rejects it.2. Avoiding working days while claiming of that you were at a union meeting that did not happen3. Using violence so as to get the necessary attention4. Rejecting to work when a dispute is still being reconciled between the union and the employer.
References
United States. (1968). National labor relations act remedies: The unfulfilled promise: report of the Special Subcommittee on Labor, Committee on Education and Labor, House of Representatives. Washington: U.S. Govt. Print. Off
Werhane, P. H., Radin, T. J., Bowie, N. E., & Wiley InterScience (Online service). (2004). Employment and employee rights. Malden, MA: Blackwell Pub
