Hrm In 1930s

Between 1880 and 1932, the government and the courts were more sympathetic towards management, and not towards employees. The labor movement suffered a setback in 1905, when the Supreme Court said the government could not limit the number of hours a laborer worked. The 1920s were not productive years for organizers, but they were getting better and wages were rising. It came to an end in 1929, when the Great Depression hit. The Great Depression of the 1930s changed Americans' view of unions about one-third of the American work force was unemployed. With the election of President Franklin D. Roosevelt in 1932, the government and eventually the courts started to look more at the labor force.

In 1932, Congress passed the Norris-La Guardia Act, which made yellow-dog contracts

Kennedy issued an executive order giving federal employees the right to organize and to bargain collectively. States passed similar legislation, and a few even allowed state government workers to strike. Prior to the passage of comprehensive federal labor legislation in the 20th century, U.S. labor relations were regulated by state law. The centerpiece of U.S. federal labor law is the National Labor Relations Act of 1935. The act was declared constitutional by the Supreme Court in 1937 and established employee rights and employer unfair labor practices. The National Labor Relations Board (NLRB) was established to administrate the NLRA. Besides the NLRB, other government agencies play an important role in the administration of labor law. For instance, the U.S. Department of Labor administers portions of the Labor Management Reporting and Disclosure Act 1959, the Fair Labor Standards Act of 1938, the Occupational Safety and Health Act of 1970, and the Employee Retirement Income Security Act of 1974 (ERISA). The Equal Employment Opportunity Commission (EEOC) of the Civil Rights Act, as well as the Equal Pay and Age Discrimination in Employment