• Collective Bargaining Mba591Wk2
    also contain a clause that governs dispute resolution (p. 374). This paper, by examining the role of the National Labor Relations Board, the Taft-Hartley Act, the Right-to-Work doctrine, the role of Human Resources, and five different industries including both unionized and non-unionized industry, provides...
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  • Legislation of Management and Unions
    Legislation of Management and Unions Labor unions have been a staple in many different industries. The purpose of a union is to organize workers, to act cooperatively together, requesting to promote and protect their mutual interests through collective bargaining. With the rise of unions across the United...
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  • Collective Barganing
    hours, working conditions, and other matters of mutual interest” (Business Dictionary, 2009). The following paper will give insight into the Taft-Hartley Act, National Labor Relations Board, and the effects they have on the collective bargaining process. Union Membership Right to work laws have...
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  • Macroeconomics
    National Labor Relation’s Act (NLRA) or the Wagner Act. This legislation was the first effective and constitutional law that supported employees’ rights to unionize and collectively bargain. However, by 1947, Congress had evidently decided that major revisions in the Wagner Act were needed. This prompted...
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  • Collective Bargaining
    Three laws governing collective bargaining are the National Labor Relations Act(NLRA), the Taft Hartley Act, and the First Amendment of the Constitution. In the United States, the National Labor Relations Act or Wagner Act covers most collective agreements in the private sector. The NLRA was originally...
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  • Right
    Right To Work The Taft-Hartly Act of 1947 is what started most states to adopt the Right to Work laws we see today. There are currently 24 states that have become Right to Work. The Taftt-Hartley Act was enacted in response to the belief that the pro-union Wagner Act of 1935 gave unions too much...
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  • Labor Economics
    have both had positive and negative effects. The National Industrial Recovery Act (NIRA) and the Taft-Hartley Act were two famous anti-union laws that impacted union workers in a negative way, and the LaGuardia and Wagner Acts were also famous union laws that were pro-union that had good results on the...
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  • Case Study
    4. Describe the Clayton Act and its affect on Labor organization / worker rights? 5. What was the legal basis used by the courts and government to deny organization of labor / worker rights prior to the Clayton Act? 6. What court actions did the Norris-LaGuardia Act prohibit? Identify 5 prohibit...
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  • melaila
    by the Taft-Hartley Act also known as the Labor-Management Relations Act in June of 1947, a Federal labor law enacted by Congress. It was passed to amend the National Labor Relations Act of 1935 and also discontinued provisions of the Federal Anti-Injunction Act of 1932. Furthermore, the Taft-Hartley...
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  • Legal Implicaiotn of Hrm
    laws that have shaped much of the labor relations process. Wagner Act: Also knows as the National Labor Relations Act of 1935, this act gave employees that right to form and join unions and to engage in collective bargaining. The Wagner Act is cited a shifting the pendulum of power to favor unions for...
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  • Hrm Recruiting for Inuit’s Learning Facilitator
    laws could be broken because of these legal issues and why. The Wagner Act, passed in 1935, guaranteed workers the right to organize and strike. Modern labor relations date from the 1947 Taft-Hartley Act, which modified the Wagner Act mainly by defining the rights of employers in the framework it had...
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  • Labor Relations
    support collective bargaining are the Wagner Act of 1935 which “encourages collective bargaining in the private sector by protecting workers’ rights to join and form labor unions and also protects union activity” (Budd 119). As a New York legislature, Senator Robert Wagner was determined to change the ways...
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  • Hrm Final
    and activities that management can undertake that might make employees to feel less of a need to unionize but are also compatible with the Wagner and Taft-Hartley Acts? As a HR Director, the actions and activities that might make employees feel less of a need to unionize would be to take preventative...
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  • Collective Bargaining
    governing collective bargaining is the National Labor Relations Act of 1935 (NLRA) also known as the Wagner Act. One of the amendments to the NLRA is the Labor Management Relations Act of 1947 (Taft-Hartley Act). The Taft-Hartley Act has several provisions based on employees’ rights to organize unions...
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  • Industrial Relations
    CLOSED SHOP DEFINITION a business that will hire only union members by choice or by agreement with the unions, although the Labor-Management Relations Act prohibits closed shop practices. In a closed shop, a worker must be (or become) a member of the union before being hired. This is illegal except in...
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  • Labor Relations
    on organizations will be understood. Also, this paper will touch on the Wagner Act of 1935, the Taft Hartley Amendments of 1947, and the Landrum Griffin Amendments of 1959. In addition, I will discuss the Employee Free Choice Act and its motives. Lastly, I will give an oppionated summary of is unions...
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  • Collective Bargaining
    provisions of the Taft-Hartley Act, an explanation of the National Labor Board, and evaluate Human Resources, products, and services in collective bargaining. The Taft Hartley Act is another shield that protects a union in the organization. The Labor –Management Relations Act (Taft Hartley Act) of 1947,...
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  • Human Resource Management Term Paper
    encompasses significant aspects of law of contract, the law of torts, and constitutional law. (1) The implementation of the National Labor Relations Act (NLRA) that was passed in 1935 encourages the standard for policing the relationships between employees, and employers by elected official and employees’...
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  • History of U.S. Labour Relations
    forcing wages downward. Established a 100 year policy of boom times, unions strong. Poor times, employers welcomed strikes. National Labour Relations Act of 1935 slowed this pattern down some; but still some remains. Why? When prosperity returned in 1822, union strength rose. New England textile mills...
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  • Mg420 Research Assignment
    happy medium at the workplace for both employers and employees. One of the most promising directions that should be taken in achieving this balancing act would be through collective bargaining. The term collective bargaining can best be described as the negotiating process between representatives for...
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