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Many of the legal doctrines established by the National Labor Board deeply influenced American labor relations. The Board's exclusive representation doctrine was "a major landmark in American labor history". [22] The doctrine was later enacted into law as part of the NLRA, and the NLRB continues to apply it today. The Board's decision in Denver ...
[11] [12] On June 29, President Roosevelt abolished the NLB and in Executive Order 6763 established a new, three-member National Labor Relations Board. [13] [14] Lloyd K. Garrison was the first chairman of the National Labor Relations Board (often referred to by scholars the "First NLRB" or "Old NLRB"). [2]
This category contains articles related to the National Labor Relations Board, an agency of the United States Government. Subcategories This category has the following 2 subcategories, out of 2 total.
National Defense Mediation Board; National Dock Labour Board; National Industrial Relations Court; National Labor Board; National Labor Relations Board; National Labor Relations Commission; National Mediation Board; National War Labor Board (1918–1919) National War Labor Board (1942–1945)
The National Labor Relations Board ruled that the employee walk out was a protected form of protest under the National Labor Relations Act's section 7, which protects the rights of workers regardless of whether they are in a union to engage in group activity to improve their working conditions, ordering the company to reinstate the workers.
J. Warren Madden, the first Chair of the National Labor Relations Board. Image 9 Mounted police chase demonstrators through Vancouver 's East End during the Battle of Ballantyne Pier in 1935 . Image 10 Barges set ablaze by steelworkers during the Homestead strike in 1892 .
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NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), is a United States labor law case decided by the Supreme Court of the United States.It held that employees in unionized workplaces have the right under the National Labor Relations Act to the presence of a union steward during any management inquiry that the employee reasonably believes may result in discipline.