Labor Management Relations Act (Taft Hartley Act)
Amendments to the National Labor Relations Act
If you still have questions or prefer to get help directly from an agent, please submit a request.
We’ll get back to you as soon as possible.
- Marketing, Advertising, Sales & PR
- Accounting, Taxation, and Reporting
- Professionalism & Career Development
Law, Transactions, & Risk Management
Government, Legal System, Administrative Law, & Constitutional Law Legal Disputes - Civil & Criminal Law Agency Law HR, Employment, Labor, & Discrimination Business Entities, Corporate Governance & Ownership Business Transactions, Antitrust, & Securities Law Real Estate, Personal, & Intellectual Property Commercial Law: Contract, Payments, Security Interests, & Bankruptcy Consumer Protection Insurance & Risk Management Immigration Law Environmental Protection Law Inheritance, Estates, and Trusts
- Business Management & Operations
- Economics, Finance, & Analytics
What is the Taft-Hartley Act?
The Taft-Hartley Act of 1947 is a group of amendments to the NLRA. Since the passage of these amendments, the NLRA is commonly known as the Labor Management Relations Act (LMRA). Though the name is modified, the provisions of the NLRA make up the core of the LMRA, which is still administered by the NLRB.
Next Article: Labor Management Reporting and Disclosure Act (LMRDA) Back to: EMPLOYMENT LAWS
What did the Taft-Hartley Act do?
The major additions of the Taft-Hartley Act to the NLRA include:
Right to Work Laws - Perhaps most notable addition of the Taft Hartley Act was Section 14(b). This provision allows states to pass laws prohibiting mandatory membership in a union or mandatory union dues for an employee. These state laws are known as right-to-work laws. These statutes are a huge detriment to unions, which depend on employee dues. Approximately 25 states have passed these types of laws.
Unfair Discharge - The Taft-Hartley Act added Section 8(b) to prohibit additional unfair labor practices by employers and employees. Section 8(b)(2) prohibited union employees from causing an employee to be fired for any union-related reason.
Employer Protections - Many of the provisions of the Taft-Hartley Act offer protections to employers, as well as employees. Notably, Section 8(b)(7) prohibits employees of one company from picketing on behalf of the employees of another company (known as a secondary boycott). Another example is Section 301, which recognizes a collective bargaining agreement as a valid contract. Also, employers may sue a unionized group for failure to comply with the terms of a previously executed agreement. So, if an agreement contains provisions prescribing a procedure for dealing with disputes (such as an arbitration clause) or strikes in violation of a no-strike clause, the employer may seek an injunction against the strike and recover any monetary damages suffered as a result.
Do you notice a different tone and purpose behind the Taft-Hartley amendments in comparison to the objectives of the NLRA? Why do you think the Federal Government took these steps to curtail the protections granted organized labor in existing law?
State A is concerned that union activity is likely to cause large corporations that resent union activity to locate in other states. State A passes a right-to-work law that prohibits unions from mandating all corporate employees pay union dues. ABC Corp is located in State A and has an active union. ABC is concerned that the union is unduly pressuring employees to join the union, pay union dues, and are threatening negative actions if the employee fails to comply. What are the ABC and employee rights in this situation?
- Employment Law (Intro)
- Who is an employee under the employment law?
- What characterizes the employer-employee, At-Will relationship?
- What are the major employment laws?
- What are the taxation requirements imposed upon employers?
- What is the Fair Labor Standards Act (FLSA)?
- Exempt Employee
- NonExempt Employees
- Family Medical Leave Act (FMLA)?
- Worker Adjustment and Retraining Act (WARN Act)?
- Occupational Safety and Health Act (OSHA)?
- Employee Retirement Income Security Act (ERISA)?
- Active Participant Status
- Defined Benefit Plan
- Pension Plan
- Accumulated Benefit Obligation
- Defined Contribution Plan
- Cash Balance Plan
- Pension Benefit Guaranty Corporation
- Blackout Period
- Benefit Allocation Method
- Multinational Pooling
- DB(k) Plan Definition
- Employee Contribution Plan
- Unit Benefit Plan
- Top Hat Plan
- Non-Discrimination Rule
- Alternative Minimum Cost Method
- Consolidated Omnibus Budget Reconciliation Act (COBRA)?
- Health Insurance Portability and Accountability Act (HIPAA)
- Workers Compensation Laws?
- Workers Compensation Coverage A Definition
- Workers Compensation Coverage B Definition
- Federal Unemployment Tax Act
- State Unemployment Tax Act
- Voluntary Termination
- Employment Verification Laws?
- Form I-9
- Workplace Privacy Laws?
- Background Checks
- Davis-Bacon Act
- Loudermill Rights
- Work Opportunity Tax Credit
- Work for Hire Agreement (Independent Contractor Agreement)
- Engagement Letter Definition
- Non-Compete Agreement
- Non-Solicitation Clause
Wrongful Termination Claim
- What are labor laws?
- Organized Labor
- Collective Bargaining Agreement
- Labor Union
- What are the major labor laws?
- Department of Labor
- What is the National Labor Relations Act?
- Unfair Labor Practice
- Right to Work Laws
- Labor Management Relations Act
- Labor Management Reporting and Disclosure Act