Labor Laws and Labor Relations

LaborLaws and Labor Relations


LaborLaws and Labor Relations

Thelabor laws cover all sphere concerning the legal relationships of theemployers, employed and the employees’ labor unions. In this, theemployers were resistance to recognizing employees’ rights toorganize and collectively bargain with the management about theirworking condition. Hence, a system of federal rules and regulationsthat is adversarial in nature was put in place to manage theserelations. The modern labor laws date back to the passage Wagner Actof 1935, also called the National Labor Relations Act. This law hasbeen amended several times to, and the Congress passed some majorrevisions of the law (Ray &amp Sharpe, 2014). These two majorrevisions are the management relations act and the Labor-ManagementReporting and Disclosure Act.

Thelabor laws are important as the guarantee the employee the rights toself-organization, join, form or assist labor organizations, engagein activities of mutual aid or protection and also to bargaincollectively through representatives of their own choosing. Throughthese laws, the employee are protected from the unfair practice ofthe employer or the labor unions that would violate his rights statedor any other civil rights. In addition, the employee is also entitledto refrain from any such activities stated (Ray &amp Sharpe, 2014).

Specificrules have been created to deal with scenarios in the rights of theemployers, or the employees may be compromised. These scenarios mayinclude the union may try to organize the employees of an employerand make the employer recognize it as the representative of theemployees. In addition, the union may seek to bargain a collectiveagreement or even, union disagrees with the terms and application ofa contract with the employer. In all these instances, the rights ofthe employee and employer are supposed to be protected. Hence,specials laws are there to protect the various rights of an employeror employee in every scenario.

Theunions or the employers are not supposed to coerce an employee fornot wanting to be in the union participates in a peaceful strike oreven any organizational rights. In this, the National Labor RelationAct forbids any physical coercions or job discrimination of eitherthe employer or the union to the employee (Ray &amp Sharpe, 2014).In addition, if the employees want to be represented by a union theymust hold elections of which will determine the collective interestof the employees. The union is entitled to look seek guidance andadvice from the parent organization.

In an effort to maintain industrial peace, the management, and theemployees’ representatives are to hold a collective agreement.These collective agreements are the ways in which the employers andaccredited employee representative collectively agree on wages, workhours and other term of employment. This in one of the ways ofsolving employee-employer disagreements. The employee representativesand the management are supposed to meet ad discuses in good faith asrequired by the NLRA.

TheNLRA also gives directions on how the union or the employer are topresser each other to make an employment contract. In this, there maybe no grounds obtained in the new terms required to make anemployment contract. Hence, the employees may strike boycott thework, etc. in order for their terms to be met.

In conclusion, the labor laws and relations have provided a basis inwhich the management problems about the employer and his employeescan be solved. In this, it has provided measures to protect theemployees and also regulate the union. Hence, it has coveredbasically what good practice should be among the employer andemployees and helped in maintaining industrial peace and good faith(Ray &amp Sharpe, 2014).


Ray,D. E., Sharpe, C. W., &amp Strassfeld, R. N. (2014). Understandinglabor law.