Human Resources Management

Ravika Putri Nur Adha 14311158

Lisca Anastasya 14311163

Risye Dwike Andhila 14311164

Human Resources Management.

Chapter 14: The Dynamics of Labor Relations

Government Regulation of Labor Relations

Major laws that affect labor relations in the private sector are the Norris-LaGuardia Act, Wagner Act, Taft-Hartley Act, and Landrum-Griffin Act.

* Railway Labor Act

The primary purpose of the Railway Labor Act (RLA) is to avoid service interruptions resulting from disputes between railroads and their operating unions. To achieve this end, the RLA contains two extensive procedures to handle these labor-management disputes. First, a National Mediation Board exists to resolve conflicts by using mediation and/or arbitration. Second, the National Railway Adjustment Board handles grievance and arbitration disputes arising during the life of an agreement.

* Norris-LaGuardia Act

The Norris-LaGuardia Act, or Anti-Injunction Act, of 1932 severely restricts the ability of employers to obtain an injunction forbidding a union from engaging in peaceful picketing, boycotts, or various striking activities.

* Wagner Act

The Wagner Act of 1935 (or National Labor Relations Act) has had by far the most significant impact on union-management relations. It placed the protective power of the federal government firmly behind employee efforts to organize and bargain collectively through representatives of their choice.

* Taft-Hartley Act

By passing the Taft-Hartley Act, Congress balanced the rights and duties of labor and management in the collective bargaining arena. No longer could the law be criticized as favoring unions.

* Landrum-Griffin Act

One of the most important provisions of the Landrum-Griffin Act is the Bill of Rights of Union Members, which requires that every union member must be given the right to :

(1) nominate candidates for union office

(2) vote in union elections or referendums

(3) attend union meetings

(4) participate in union meetings and vote on...