National Labor Relations Act The National Labor Relations Act can be described as a largely commendable piece of legislation. However, it is also one that is narrow in scope and which places limitations upon what unions can do in the name of protecting the interests of their members. This act addresses the rights of employees to organize, bargain collectively, and to be members of unions. Employers are explicitly prohibited from thwarting the formation of unions and are prohibited from punishing or intimidating employees who embrace union formation and membership. In addition, employers cannot refuse to negotiate with the selected representatives of the workers. Further, employers cannot insist that employees refrain from having anything...The end:
.....he 1935 piece of legislation was a step forward – though its narrow scope must be viewed as a shortcoming. Works Cited Delaney, J.T., Lewin, D., & Sockell, D. (1985). The NLRA at fifty: a research appraisal and agenda. Industrial and Labour Relations Review, 39(1): 46-75. National Labour Relations Board. (1985). NLRB: the first 50 years. The story of the National Labour Relations Board, 1935-1985. Washington, DC: National Labour Relations Board. National Labour Relations Board. (n. d.). National Labor Relations Act. Retrieved December 7, 2009 from http://www.nlrb.gov/about_us/overview/national_labor_relations_act.aspx Woodiwiss, A. (1998). Globalization, human rights and labour law in Pacific Asia. Cambridge: Cambridge University Press.