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Literature & Language
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Discussion Forum 3. History of Labor Laws and Unions in the United States

Essay Instructions:

NOTE: ATTACH YOUR FIRST POST AS A WORD DOCUMENT to the discussion forum. In the text box, briefly summarize in two or three sentences, the essence of your answer. In responding to your colleague's posts, type your answer directly in the text box.
What do you know about the history of labor laws and unions in the United States? What is the NLRA? What is the NLRB? What effect does the decline of unionization have on the economy? What does the NLRA say about an employee's participation with social media? Does the law give complete freedom to employees and protect them from employment consequences for social media participation?
These questions are a prompt to start the discussion: do not try to answer all of the listed questions; focus your response so that your post may be a starting point for your classmates to discuss. You might address other points that you have gleaned from the readings, videos, etc.
Your original post should address the question in no more than two paragraphs please. Your comments to your peers should be no less than one paragraph.

Essay Sample Content Preview:

History of Labor Laws and Unions in the United States
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History of Labor Laws and Unions in the United States
Labor unions and laws are dating back to the 19th century in the United States after the industrial revolution. Since then, they underwent growth periods and faced several challenges and reforms. The renowned unions are formed within government sector workers who have control over the labor market. The labor unions in the US are part of two large corporations that have political links. The labor unions of the private sector are controlled by NLRA, which was approved in 1935, whereas the labor laws are administered by the NLRB (Makhlouf, 2016).  The NLRA has been established for the protection of rights of employees and employers.
Employee participation is protected through section 7 of NLRA for both the unionized and non-unionized workforce. It grants the rights to form unions and involve in the activities to safeguarding their mutual interests as per their job terms and conditions. Social media activities have made it challenging to identify the unionization within groups. NLRA protects the rights of employees to communicate through social media by specifying the discipline for social media postings. Employee's social media conversation is not protected if they are not part of any group activity. The social participation of employee is guided by law which allows them to engage in Protected Concerted Activity, providing them...
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