Labor-Management Legislation As some have noted, business opposed early efforts to organize labor. The federal government generally
supported anti-union efforts through the court system, and in some cases federal troops were used to end
strikes. Generally, however, the government began to correct this imbalance through the legislative process.
Norris-LaGuardia Act
The first major piece of legislation to secure rights for unions, the Norris-LaGuardia Act of 1932, was
considered a landmark in labor management relations. This act made it difficult for businesses to obtain
court orders that banned strikes, picketing, or union membership drives. Previously, courts had issued such
orders readily as a means of curbing these activities.
National Labor Relations Act
The National Labor Relations Act, also known as the Wagner Act, was passed by Congress in 1935. It
established procedures by which employees decide whether they want to be represented by a union. If
workers choose to be represented, the Wagner Act requires management to negotiate with union
representatives. The Wagner Act also forbids certain unfair labor practices on the part of management, such
as firing or punishing workers because they are pro-union, spying on union meetings, and bribing employees
to vote against unionization.
Finally, the Wagner Act established the National Labor Relations board (NLRB) to enforce the provisions
of the law. The NLRB is primarily concerned with 1) overseeing the elections in which employees decided
whether they will be represented by a union and 2) investigating complaints lodged by union or employees.
For example, believing Wal-Mart management was treating their union organizing activities unfairly, some
employees of that company took their grievance to the National Labor Relations Board. The NLRB made a
ruling against Wal-Mart for improperly restricting the efforts of union organizers. Wal-Mart was forced to
allow the employees to post union informatinn the comnany's hullati