Wagner Act


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Wagner Act

The Wagner Act, also known as the National Labor Relations Act of 1935 (29 U.S.C.A. § 151 et seq.), is the most important piece of labor legislation enacted in U.S. history. It made the federal government the arbiter of employer-employee relations through the creation of the national labor relations board (NLRB) and recognized for the first time the right of workers to organize and bargain collectively with their employers. The act overturned decades of court decisions that asserted that labor unions violated an employee's liberty of contract.

Senator robert f. wagner, a Democrat from New York, introduced the legislation in 1935, when the United States was in the midst of the Great Depression. President franklin d. roosevelt initially opposed the legislation out of fear that labor organizing might interfere with economic recovery, but gave his support when passage became inevitable.

Congress based its right to pass national labor-management legislation on the U.S. Con stitution's Commerce Clause. The act states that unequal bargaining power between employees and employers leads to economic instability, whereas the refusal of employers to recognize the right to bargain collectively leads to strikes. Because these disturbances impede the flow of interstate commerce, Congress may take steps to continue the free flow of commerce by encouraging Collective Bargaining and unionizing.

The Wagner Act established the rights of employees to organize, join, or aid labor unions and to participate in collective bargaining through their representatives. The act also authorized unions to take "concerted action" for these purposes. This meant that workers could lawfully strike and take other peaceful action as a way of placing pressure on an employer. This provision was coupled with another that prohibited employers from engaging in unfair labor practices that interfere with the union rights of employees. Unfair labor practices include prohibiting employees from joining unions, firing employees because of their union membership, or establishing a company-dominated union. In addition to requiring employers to bargain col lectively with the union duly selected by the employees, the act set up procedures for establishing appropriate bargaining units (homoge neous groups of employees) where employees can elect a bargaining agent (a representative for labor negotiations) by a secret ballot.

The act also created the NLRB, a federal Administrative Agency, to administer and enforce its unfair labor practice and representation provisions. The NLRB hears cases involving unfair labor practices and makes decisions that the federal courts of appeals may review.At the time of its enactment, some observers doubted that the Wagner Act would be found constitutional by the U.S. Supreme Court. The Court had struck down numerous New Deal statutes on the basis that business and labor laws were matters that should be left to the marketplace or to state legislatures. In nlrb v. jones & laughlin steel corp., 301 U.S. 1, 57 S. Ct. 615, 81 L. Ed. 893 (1937), however, the Court reversed course and held that the Wagner Act was constitutional.

The Wagner Act was one of the most dramatic legislative measures of the New Deal. Not only did the legislation indicate that the federal government was prepared to move against employers to enforce the rights of labor to unionize and to bargain collectively, but it imposed no reciprocal obligations on unions.

The law was amended by the Taft-Hartley Act of 1947, also known as the Labor Management Relations Act (29 U.S.C.A. § 141 et seq.), which balanced some of the advantages given to unions under the Wagner Act by imposing corresponding duties upon unions to deal fairly with management. The act was further modified by the Landrum-Griffin Act of 1959 (29 U.S.C.A. § 401 et seq.), which sought to end abuses of power by union officials in handling union funds and internal affairs.

Further readings

Hardin, Patrick, et al., eds. 2002. The Developing Labor Law: The Board, the Courts, and the National Labor Relations Act. 4th ed. Washington, D.C.: Bureau of National Affairs.

National Labor Relations Board. 1997. Basic Guide to the National Labor Relations Act. Rev. ed. Washington, D.C.: GPO. (Also available online at <www.nlrb.gov/nlrb/shared_files/brochures/basicguide.asp>; accessed February 24, 2004.)

Cross-references

Labor Law; Labor Union.

Wagner Act

a US statute of 1935 called properly the National Labor Relations Act. It established a board that supervised elections deciding upon acceptance of a union as a collective bargaining agent and it dealt with employee complaints regarding unfair practices by employers.
References in periodicals archive ?
The chief cornerstone of the Wagner Act is the right to engage in "protected concerted activity," which, more simply stated, gave employees a legally protected right to act together to try to improve their pay and working conditions, with or without a union.
Roger Baldwin of the ACLU, on the other hand, opposed the Wagner Act because he saw how Lewis would use the mechanism of exclusive representation to squeeze the life out of the Progressive Miners in southern Illinois, the union actually preferred by the membership.
Within a decade of the passage of the Wagner Act, the Canadian federal government had enacted labour relations legislation based on the key elements of the "Wagner model".
Vedder and Gallaway (1993) claim that the persistence of unemployment during the 1930s can be traced to the wage-increasing New Deal policies such as the NIRA and the Wagner Act.
The NLRA, also called the Wagner Act, is a 1935 law that established the rights and obligations of workers and employers regarding union elections, strikes and collective bargaining.
The Wagner Act removed the ability of employers to resist unionization by defining various unfair labor practices, all of which were directed at employers.
Franklin Roosevelt signed into law the National Labor Relations Act, commonly referred to as the Wagner Act after its Senate sponsor Robert Wagner (D.
Modern labor relations date from the 1947 Taft-Hartley Act, which modified the Wagner Act mainly by defining the rights of employers in the framework it had provided.
Further, the two nations generally share a common labor law blueprint -- in the US, it is the Wagner Act of 1935, the general principles of which were also adopted in most Canadian jurisdictions.
The point here is that the Wagner model might refer to any statutory regime of collective bargaining that includes some provisions for substantiating the principles that were elucidated in the last paragraph of the preamble of the 1935 Wagner Act from which it gets its name.