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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.
JR Bellace and AD Berkowitz, The Landrum–Griffin Act: Twenty Years of Federal Protection of Union Members' Rights (1979). 363 pp. H Benson, 'The Fight for Union Democracy' in SM Lipset, ed. Unions in Transition: Entering the Second Century (1986), pp 323–370; A Cox, 'The Role of Law in Preserving Union Democracy' (1959) 72(4) Harvard Law ...
Unions that represent professional athletes have written contracts that include particular representation provisions (such as in the National Football League), [13] but their application is limited to "wherever and whenever legal," as the Supreme Court has clearly held that the application of a right-to-work law is determined by the employee's ...
Between 2005 and 2014, the National Labor Relations Board recorded 18,577 labor union representation elections; in 11,086 of these elections (60 percent), the majority of workers voted for union representation. Most of the elections (15,517) were triggered by employee petitions for representation, of which unions won 9,933.
Professor Avraham Goldstein told The Center Square that he and his colleagues “are challenging the Taylor Law because it imposes on us the representation of a union that is actively and vocally ...
The act also enumerated new employer rights, defined union-committed ULPs, gave states the right to opt out of federal labor law through right-to-work laws, required unions to give an 80-days' strike notice in all cases, established procedures for the president to end a strike in a national emergency, and required all union officials to sign an ...
The current method for workers to form a union in a particular workplace in the United States is a sign-up, and then an election process. In that, a petition or an authorization card with the signatures of at least 30% of the employees requesting a union is submitted to the National Labor Relations Board (NLRB), who then verifies and orders a secret ballot election.
Unions can take collective action to defend their interests, including withdrawing their labor on strike. There are not yet general rights to directly participate in enterprise governance, but many employees and unions have experimented with securing influence through pension funds, [7] and representation on corporate boards. [8]