Labor Laws and Labor Relations Labor management issues occur when the desires of the employer, overrule the equity of the employee. During the industrial revolution, factories focused on production to meet monetary needs. To do so, worker centralization was one-step in fulfilling these processes. However, prior to the industrial revolution, most were farmers, who based their work on Mother Nature and her unpredictability’s. Conversely, industrialization was alluring, because it meant steady wages with steady hours. However, since increased production meant increased profits, employees were vulnerable to employer demands. These demands often forced workers to work long hours, with little to no pay. Accordingly, workers began to collectively strike against employers demanding fair treatment. The following information will describe five labor laws enacted by the federal government, which deal with labor management problems and their effectiveness in today’s work environment.
Railway Labor Act of 1926
Beginning with the Railway Labor Act of
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According to Fossum (2009), the heart of the Wagner Act shall allow employees to form, join, or assist in labor organizations, to collectively bargain via representatives of their choosing. Furthermore, the act defines such terms as employee, employer, supervisor, and professional employee (Fossum, 2009). Additionally, the National Labor Relations Board focuses on the following items, which, in today’s environment, are extremely effective and relevant, unfair union and employee labor practices, bargaining, contract clauses, construction employment, and health care picketing (Fossum, 2009). Additionally, the Taft-Hartley Act of 1947 amended and added to the Wagner Act, which later introduced the next piece of