Difference between revisions of "Hatch Act"
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| − | [[Hatch Act]] limited the political activities of federal employees to shield workers from political pressure and ensure that the resources of the | + | [[Hatch Act]] is a law that limited the political activities of federal employees to shield workers from political pressure and ensure that the resources of the [[United States Federal Government]] were not used to favor a political party. |
==Definitions== | ==Definitions== | ||
According to [[Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition)]], | According to [[Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition)]], | ||
| − | :[[Hatch Act]]. Passed in 1939, amended in 1993, the Hatch Act limited the political activities of federal employees to shield workers from political pressure and ensure that the resources of the federal government were not used to favor a political party. | + | :[[Hatch Act]]. Passed in 1939, amended in 1993, the Hatch Act limited the political activities of federal employees to shield workers from political pressure and ensure that the resources of the [[United States Federal Government|federal government]] were not used to favor a political party. |
==Related concepts== | ==Related concepts== | ||
Latest revision as of 00:58, 5 November 2019
Hatch Act is a law that limited the political activities of federal employees to shield workers from political pressure and ensure that the resources of the United States Federal Government were not used to favor a political party.
Definitions
According to Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition),
- Hatch Act. Passed in 1939, amended in 1993, the Hatch Act limited the political activities of federal employees to shield workers from political pressure and ensure that the resources of the federal government were not used to favor a political party.
Related concepts
- Labor relations. The systematic study of attitudes, motivations, and behaviors which two or more job-market actors assume toward each another.
