Human Resource Management

Legislation

Veronica Poulin

Grantham University

Legislation

The rights of management and unions are important. There are three pieces of legislation that have been most important in defining those rights. Without legislation to protect the rights and management of unions there would not be such thing as a union. Unions make it possible for the big corporations to take care of their employees. They are there to protect the employees from big corporations who would normally take advantage of them. These laws also help to protect the employees from unsafe labor practices.

The first act of legislation is the Wagner Act. “The National Labor Relations Act of 1935, commonly referred to as the Wagner Act, is the basic bill of rights for unions. This law guarantees workers the right to organize and join unions, bargain collectively, strike, and pursue activities that support their objectives” (Labor Legislation, 2010, 2007, 2005, 2002). This act has helped to move the power in favor of the unions. Most employers oppose the purpose of the Wagner Act. Most employers find is difficult to live up to the requirements of the Wagner Act. This act is the reason it is possible for employees to form and join a union and engage in collective bargaining.

The Taft-Hartley Act was an amendment to the Wagner Act because it addressed employers’ concerns in terms of specifying unfair union labor practices (Labor Legislation, 2010, 2007, 2005, 2002). The Taft-Hartley Act set procedures so workers can vote out their union representatives. Some of the unfair labor practices under the Taft-Hartley Act include things such as it is unfair for unions to restrain or coerce employees in joining the union or coerce the employer in selecting bargaining or grievance representatives (Labor Legislation, 2010, 2007, 2005, 2002). With this act is makes it hard for employers to discriminate against the employees who have been denied for membership in the union. The idea for a closed shop is...