Before the National Labor Relations Act (NLRA) was enacted in 1935, employers could take advantage of employee’s ignorance to deny them rights. It took the intervention of the Labor Management Relations Act (LMRA) to customize the federal policy in such a way that it allows employees to voice concerns. The NLRA allows employees to legalize unions as bargaining chips to have their interests represented. Employees belonging to a union are also allowed to reject it as their representative.
What Does the NLRA Entail?
This labor law is clear on how employees should be paid and treated at their workplace, stating that: