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Human Resources



The National Labor Relations Act- NLRA - is the Law Act that was created in 1935. It guarantees the rights of workers in forming, joining and assisting labor unions. At the same time, the NLRA gives the right to set negotiations with employers and participate in other forms of interesting activities to the employees. In case an employee decides to refrain from all the activities which are protected by Law, the NLRA protects that right either (Emerson, 2009). In addition, the NLRA prohibits certain kinds of behavior of employers and by unions. In order to be protected by the certain Law, the two or more workers must act together for their mutual aim. The National Labor Relations Act covers not all the workers, but those who affect interstate commerce. Thus, it makes employees of federal, state, and local governments, airline and railroad employees, spouses and children of employees, agricultural workers, in-home domestic servants, independent contractors, supervisors, managers or confidential employees not to be protected by this Law.

Section 8 of the NLRA sets certain acts by employers known as unfair labor practices. Any attempt to prevent the unionization and collective bargaining of the employees, dominate or contribute to unions, and discriminate employees due to their decision to take part in different events, arranged by unions, or their charges to testify under the NLRA is prohibited by the NRLA. Denial of an employer to negotiate conscientiously with those representatives who were elected for the bargaining by the other employees, is also considered as the act of unfair labor practices.

Research by Hernandez and O'Connor (2010) supports that amendments to the NLRA include the Taft-Hartley amendments of 1947 and the Labor-Management Reporting and Disclosure Act of 1959 (Hernandez&O'Connor, 2010). The Taft-Hartley Act (1947) (also known as the LaborManagement Relations Act), considers unfair the practices, set by unions. First is a denial of the unions to negotiate conscientiously with employers. Second is a requirement to hire more employees than it is needed. Third is an intention of the union to charge nonunion members who are presented by a union or, at the same time, impose fees for them. It is also forbidden to influence the workers’ selection of a union, going on the secondary strikes and boycotts, except enterprises which were joined with the employer in general business goals or other hints at an employer’s relations to the secondary business.

The NLRB is the National Labor Relations Board is an independent federal agency that manages, organizes and enforces the NLRA. Its main responsibility is to investigate the violations in unfair-labor-practices against the employers and unions.The NLRB consists of various entities that ensure the agency makes continuous control among all the required fields in its duties. The five Board members solve cases that were brought before the revision of the Board. The General Counsel investigates accusations executed by an unfair practice, brings to responsibility those charges before the Board and represents the agency in court. The Regional Directors and their staff examine and act unfair labor practices on behalf of the General Counsel. The administrative-law judges make proposed findings on fact and recommendations to the NLRB in contested unfair-labor-practice cases. The NLRB may also put in force secret voting elections in which employees can choose what union they want to represent.

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