Norris–LaGuardia Act of 1932 and the Wagner Act of 1935

Employment Laws and Labor Unions
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Employment Laws and Labor Unions
Through collective bargaining and advocacy, unions have secured important gains for their members, including better wages, benefits, and working conditions. These gains often set a standard for non-union organizations, helping to improve conditions for all workers. In addition to the efforts of labor unions, the United States has also enacted several laws to provide workers with protections and guarantee that their employers treat them fairly. These laws range from the Civil Rights Acts to ensure that employees are not discriminated against in the workplace to the Family and Medical Leave Act that guarantees employee can balance their family obligation with work responsibilities. In all, employment laws provide important protections and ensure that all workers are treated with dignity and respect (Yeselson, 2019). Together, these efforts have helped to create a more just and equitable society for American workers. Three significant employment laws that have had a significant impact on how employees are treated in the workplace are Norris–LaGuardia Act, the Wagner Act, and the Taft–Hartley Act.
The Norris–LaGuardia Act was passed in response to widespread labor disputes and unrest in the early 20th century, and it was intended to grant employees the right to organize and join unions. Norris–LaGuardia Act was designed to help promote fair labor practices and ensure that workers had the right to organize and advocate for their interests (Crain & Matheny, 2018). It has had a significant impact on labor relations in the workplace and has shaped the rights and protections afforded to workers in the country. A yellow-dog contract, also known as a "yellow-dog clause," is a type of employment contract that requires an employee to promise that they will not become a member or support a union before the employer guarantees employment (Pulliam, 2019). The Norris–LaGuardia Act of 1932 declared that yellow-dog contracts were illegal and could not be enforced in the United States, effectively making it illegal for employers to require employees to sign such contracts.
Overall, the Wagner Act was intended to promote fair labor practices and offer workers the political space to advocate for their interests. The Wagner Act established the National Labor Relations Board (NLRB) and tasked the Board with oversight and enforcement roles. The NLRB has the authority to hold elections to determine whether employees want a union to advocate for their rights, review reports of unfair labor practices in the workplace and institute the resulting remedies, and provide a mechanism for resolving disputes between unions and employers. The Wagner Act also accorded employees the right to establish and join unions, negotiate with their employers, and use strikes as a potential tool to advocate for their demands (Crain & Matheny, 2018). As per the Act, employers should not interfere with, restrain, or force employees who are acting within the provisions of the Act, and provides remedies for workers who have ...