What are the key provisions of the National Labor Relations Act?
The National Labor Relations Act (NLRA), also known as the Wagner Act, was passed by Congress in 1935 to protect the rights of workers to unionize. The Act does this by ensuring that workers have the right to bargain collectively and be protected from any unfair practices by employers. The NLRA applies to most private-sector employers and employees. One of the key provisions of the NLRA is that it guarantees workers the right to organize into unions, bargain collectively, and strike if necessary. The Act also creates the National Labor Relations Board (NLRB) to enforce the law and resolve disputes between employers and employees. The NLRB is authorized to investigate unfair labor practices, such as when an employer attempts to prevent its employees from joining or forming a union. The NLRA also prohibits certain activities by employers that are considered unfair labor practices. This includes, but is not limited to, interfering with, restraining, or coercing employees in their exercise of their rights under the Act, discriminating against employees for union activities, and firing or otherwise discriminating against employees based on their union membership. The NLRA also requires employers to bargain in good faith with their employees. This means that employers must make reasonable efforts to resolve disputes through negotiation. Employers must also provide information to the employees regarding their collective bargaining rights and cannot refuse to provide such information. Tennessee is not a “right to work” (RTW) state, meaning that employers in Tennessee can require employees to be members of a union. However, employers cannot force employees to join a union or to pay dues and other membership fees. The NLRA also provides additional protections for employees in Tennessee such as the right to be informed of their collective bargaining rights.
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