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The National Labor Relations Act of 1935, also known as the Wagner Act, is a foundational statute of United States labor law that guarantees the right of private sector employees to organize into trade unions, engage in collective bargaining, and take collective action such as strikes. Central to the act was a ban on company unions. [1]
The Trade Union and Labour Relations (Consolidation) Act 1992 (c. 52) is a UK act of Parliament which regulates United Kingdom labour law. The act applies in full in England and Wales and in Scotland, and partially in Northern Ireland. [1] The law contained in the act (TULRCA 1992) has existed in more or less the same form since the Trade ...
The Trade Union and Labour Relations Act 1974 (c. 52) (TULRA) was a UK Act of Parliament (now repealed) on industrial relations.. The Act contains rules on the functioning and legal status of trade unions, the presumption that a collective agreement is not binding, and immunity of unions who take strike action in contemplation or furtherance of a trade dispute.
Unfair dismissal is now governed by the Labour Relations Act. Some have argued that the Labour Relations Act undermines the flexibility required for the free market to exist. [citation needed] Others have argued that a restrictive labour law promotes job security, loyalty and incorporation into companies. [citation needed]
V (the Due Process Clause); National Labor Relations Act of 1935, 29 U.S.C. § 151 et seq. National Labor Relations Board v Jones & Laughlin Steel Corporation , 301 U.S. 1 (1937), was a United States Supreme Court case that upheld the constitutionality of the National Labor Relations Act of 1935 , also known as the Wagner Act.
Section 2 of the Act introduced a new requirement of 50% of union members to vote in a ballot for strike action. It amended TULRCA 1992 section 226(2). [3]Section 3 requires that workers in important services (health, school education, fire, transport, nuclear decommissioning and border security) must gain at least 40% support of those entitled to vote in a workplace for a strike to be legal.
Industrial relations examines various employment situations, not just ones with a unionized workforce. However, according to Bruce E. Kaufman, "To a large degree, most scholars regard trade unionism, collective bargaining and labour–management relations, and the national labour policy and labour law within which they are embedded, as the core subjects of the field."
The Protecting the Right to Organize Act, also known as the PRO Act, [1] [2] follows a series of past legislation passed by Congress concerning labor rights. A number of landmark bills were passed during the New Deal period, including the Fair Labor Standards Act of 1938, which President Franklin D. Roosevelt considered one of the most important Acts of Congress at the time.