Question

Please explain and outline the major components of the national labor relations act

Answer 1

answer-

Congress enacted the National Labor Relations Act ("NLRA") in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy.

the major components of national labor relations act are-

national labor relations act protect the rights of employees or workers -

The NLRA, in general covers the rights of employees, such as the rights to self-organization and collective bargaining. It also contains provisions regarding the requirements for union-security agreements. Additionally, the right to strike, the right to picket, the obligations of collective bargaining, and selection of employee representatives, and a definition of ULPs are covered. The NLRA also contains provisions that protect what is known as protected concerted activity- when two or more employees acting together protest or complain about wages, benefits, or other terms and conditions of employment.

jurisdiction over employers

In general, the NLRA applies only to those who act as employers or as direct or indirect agents of employers. However, the following employers are not covered:

• Government or Union Employers. Certain employers are specifically are specifically excluded by the NLRA: federal and state offices, Federal Reserve Banks, employers subject to the Railway Labor Act, and labor unions and their officers and agents (except when they are acting as employers).
• Companies that have a municipal function. A privately-owned company with an essentially municipal function is exempted from the NLRA.  
• Religious schools. (An exception here is schools that are largely secular and not pervaded by a religious purpose).
• Healthcare workers were previously exempted but are now included

NLRB rules-

An employer work rule prohibiting organization in the work place, during work hours, is presumptively valid, so long as that prohibition does not extend itself to non-working hours.

Authority of the National Labor Relations Board -

National Labor Relations Board Has authority under congress to engage in quasi legislative (rule making power) and quasi-judicial interpretation powers .

They monitor union organization elections, and investigate and prosecute any unfair labor practices.

The Wagner Act and Unfair labor practice-

Any interference, coercion, or restraints against any employee in their rightful exercise to formally organize and to engage in the collective bargaining process;or, any discrimination against any employee for participating in any union based activities;or, any refusal to bargain in good faith on the part of management will now be considered an unfair labor practice (ULP).