Legal Definitions - Labor–Management Relations Act

The Labor–Management Relations Act, commonly known as the Taft–Hartley Act, is a significant federal law enacted in 1947. This statute was designed to adjust the balance of power between labor unions and employers, building upon earlier labor legislation. It regulates various activities of labor unions, establishes rules for collective bargaining, and outlines specific circumstances under which certain strikes and boycotts are prohibited. Furthermore, the Act permits legal action to be taken against unions for engaging in unlawful actions and provides a framework for the government to intervene in strikes that could pose a threat to national health or safety.

Here are some examples illustrating how the Labor–Management Relations Act applies:

• Example 1: Prohibited Secondary Boycott

  Imagine a union representing employees at "Apex Manufacturing" is in a dispute over wages. Instead of only striking against Apex, the union also organizes a picket line at "Global Logistics," a trucking company that transports Apex's finished products. The union's goal is to pressure Global Logistics to stop doing business with Apex, thereby increasing pressure on Apex to meet the union's demands. The Taft–Hartley Act would likely prohibit this action because it constitutes a "secondary boycott"—an attempt to involve a neutral third party (Global Logistics) in a dispute that is primarily with another employer (Apex Manufacturing). The Act aims to prevent labor disputes from unfairly harming businesses not directly involved in the primary conflict.

• Example 2: National Emergency Strike Intervention

  Consider a scenario where a nationwide strike by port workers at all major shipping terminals brings the import and export of goods to a complete standstill. This disruption severely impacts the supply chain for essential medical supplies, critical manufacturing components, and food distribution, threatening the national economy and public health. In such a situation, the Labor–Management Relations Act grants the President of the United States the authority to seek a court injunction to temporarily halt the strike. This provision allows for a "cooling-off" period, typically 80 days, during which workers must return to their jobs while negotiations continue, thereby protecting the nation from severe harm caused by labor disputes in critical industries.

• Example 3: Union Unfair Labor Practices

  Suppose a union, during an organizing drive, threatens employees who do not wish to join the union with loss of their jobs or physical harm if they cross a picket line. Or, after successfully organizing, the union demands that the employer hire only individuals who are already union members for all new positions, effectively creating a "closed shop." The Labor–Management Relations Act prohibits unions from engaging in such "unfair labor practices," including coercion of employees or demanding a closed shop. Employees or employers affected by these actions can file complaints with the National Labor Relations Board or, in some cases, pursue legal action against the union, ensuring that unions operate within legal boundaries and respect individual worker rights.