Difference between revisions of "National Labor Relations Act"
(→Definitions) |
|||
| Line 4: | Line 4: | ||
==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)]], | ||
| − | :[[National Labor Relations Act]] (Wagner Act). The cornerstone of U.S. Federal labor law. The act was the first in history to give most private sector employees the right to organize into unions, to bargain collectively with employers, to define unfair labor practices by employers, and to create the [[NLRB]]. | + | :[[National Labor Relations Act]] ([[Wagner Act]]). The cornerstone of U.S. Federal labor law. The act was the first in history to give most private sector employees the right to organize into unions, to bargain collectively with employers, to define unfair labor practices by employers, and to create the [[NLRB]]. |
==Related concepts== | ==Related concepts== | ||
Revision as of 14:04, 18 March 2020
National Labor Relations Act (alternatively known as Wagner Act and National Labor Relations Act of 1935; also known by its acronym, NLRA; hereinafter, NLRA) is the cornerstone of U.S. Federal labor law. The act was the first in history to give most private sector employees the right to organize into unions, to bargain collectively with employers, to define unfair labor practices by employers, and to create the NLRB.
Definitions
According to Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition),
- National Labor Relations Act (Wagner Act). The cornerstone of U.S. Federal labor law. The act was the first in history to give most private sector employees the right to organize into unions, to bargain collectively with employers, to define unfair labor practices by employers, and to create the NLRB.
Related concepts
- Labor relations. The systematic study of attitudes, motivations, and behaviors which two or more job-market actors assume toward each another.
