Labor Management Relations Act
The Labor Management Relations Act, also known as the Taft-Hartley Act, was enacted in 1947 to regulate the relationship between labor unions and employers. It aims to balance the rights of workers to organize and engage in collective bargaining with the need to protect employers and the public. Key provisions include prohibiting certain union practices, ensuring workers' rights to refrain from joining unions, and allowing states to pass "right-to-work" laws. Overall, the act seeks to promote fair labor practices while maintaining a healthy balance between employees' union activities and employers' rights.
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The Labor-Management Relations Act, also known as the Taft-Hartley Act, is a U.S. law enacted in 1947 that regulates the relationship between labor unions and employers. Its main purpose is to balance the power between unions and employers by protecting workers' rights to refrain from union activities, while also allowing unions to organize and bargain collectively. It restricts certain union practices deemed harmful, such as secondary boycotts and jurisdictional strikes. Overall, the Act aims to promote fair labor practices and prevent unfair labor actions on both sides.