The NLRA does not apply to federal, state, or local governments; employers who employ only agricultural workers; and employers subject to the Railway Labor Act (interstate railroads and airlines). , The amendments also authorized individual states to outlaw union security clauses (such as the union shop) entirely in their jurisdictions by passing right-to-work laws. (a) This chapter may be cited as the "Labor Management Relations Act, 1947". The Act contained other provisions that strengthened parts of the Labor Management Relations (Taft-Hartley) Act, which was detested by nearly all elements of organized labor. 391 v. Terry, "How Did the Taft-Hartley Act Come About? ACT. See 29 U.S.C. The National Labor Relations Board and the courts have added other restrictions on the power of unions to enforce union security clauses and have required them to make extensive financial disclosures to all members as part of their duty of fair representation. , The amendments expressly excluded supervisors from coverage under the act, and allowed employers to terminate supervisors engaging in union activities or those not supporting the employer's stance.  The amendments maintained coverage under the act for professional employees, but provided for special procedures before they may be included in the same bargaining unit as non-professional employees.. Enter your location below to get connected with a qualified Employment Law attorney today. As stated in Section 1 (29 U.S.C. Wagner Act addressed: relations between unions and employers of private sector.  The amendments also established the General Counsel’s autonomy within the administrative framework of the NLRB. The act, still active, was sponsored by Senator Robert A. Taft and Representative Fred A. Hartley, Jr., and became law despite U.S. President Harry S. Truman's veto on June 23, 1947. The Labor Management Relations Act of 1947 is a collection of amendments concerning various unfair labor practices. ), popularly known as the Taft-Hartley Act , which governs the conduct of designated union activities, such as by proscribing strikes and boycotts, and establishes the framework for the resolution of labor disputes in times of national emergencies. During the 1920s, Americans saw significant prosperity. The Act is still in effect with its sponsorship steered by the former Senator Robert A. Taft together with Representative Fred A. Hartley.  The strikes damaged the political standing of unions, and the real wages of blue-collar workers fell by over 12 percent in the year after the surrender of Japan. Sec. The NLRA applies to most private sector employers, including manufacturers, retailers, private universities, and health care facilities. ", "Longines Chronoscope with Fred A Hartley", https://en.wikipedia.org/w/index.php?title=Taft–Hartley_Act&oldid=995080775, Articles with unsourced statements from February 2018, Articles with unsourced statements from March 2015, Articles with unsourced statements from April 2015, Articles with unsourced statements from December 2012, Wikipedia articles with SNAC-ID identifiers, Wikipedia articles with WorldCat-VIAF identifiers, Creative Commons Attribution-ShareAlike License. Amendment to Section 302, Labor Management Relations Act, 1947. ). Though the name is modified, the provisions of the NLRA make up the core of the LMRA, which is still administered by the NLRB. Under Wagner Act what was created. It was enacted by the 80th United States Congress over the veto of President Harry S. Truman, becoming law on June 23, 1947. ", "June 20, 1947: On the Veto of the Taft-Hartley Bill", "Strikes and the Public Interest - A Proposal for New Legislation", "President Invokes Taft-Hartley Act To Open 29 Ports", Cockburn, Alexander. Congress has since passed more extensive protections for workers and employee benefit plans as part of the Employee Retirement Income Security Act ("ERISA"). Congress also gave employers the right to sue unions for damages caused by a secondary boycott, but gave the General Counsel exclusive power to seek injunctive relief against such activities. The Labor Management Relations Act of 1947 is a United States federal law that restricts the activities and power of labor unions.. Passed into federal law in the United States in 1947, the Labor-Management Relations Act places limits on the activities of labor unions. 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