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Transcript of Employment Law History of Labor Laws. Early American Law Common Law Compilation of previous...
Employment Law
History of Labor Laws
Early American Law
Common Law Compilation of previous decisions and
principles that judges base decisions Early to mid 1800’s illegal for workers band
together to apply pressure on employers Constitution
Allows Congress to pass laws to regulate commerce
Employees banding together an impedance on free flow of commerce
Commonwealth v Hunt (1842)
Massachusetts Supreme Court Right to combine in pursuit of lawful goals,
utilizing lawful means Ended criminal conspiracy
Courts interpret picketing, threats of violence as unlawful means
Civil conspiracy
Sherman Anti-Trust Act (1890)
Curb concentration of power that interferes with trade and economic competition
The Act did not specifically address unions The Act was utilized against unions
Unions seen as illegal combinations that could interfere with commerce
Loewe v Lawlor (1908)a.k.a.Danbury Hatters Case
U.S. Supreme Court ruled that union was subject to the Sherman Anti-Trust Act Secondary boycott tactic illegal
Clayton Act (1914) Growing concern over control of money, power
Provided greater definition of illegal business practices Created the Federal Trade Commission to investigate
unfair competition practices “The labor of the human being is not a commodity or
article of commerce” believed to mean: Not subject to Sherman Anti Trust Act Intent to limit use of injunctions in labor disputes Provide legal basis for:
Strikes Boycotts Peaceful picketing
Subsequent court rulings contradict legal provision to limit injunctions, secondary boycotts
Railway Labor Act (1926)
Provided Railway workers right to form union Established mediation board Framework in place for resolving disputes
Norris-LaGuardia Act (1932)
Stock market crash of 1929 drives Congress to take steps to regulate economy
Need for reform recognized Act provides:
Unions have “full freedom of association” without interference from employers
Declares yellow-dog contracts unenforceable in Federal Court
Barred federal courts from issuing injunctions in certain labor related issues
A call for neutrality by the courts
Wagner Act (1935)a.k.a. National Labor Relations Act
Eliminates employer interference with employees attempting to unionize
Outlines unfair employer labor practices Clarifies right to form or join a union, bargain
collectively, right to concerted activity Establishes NLRB to:
Protect rights of workers; encourage bargaining Order elections whereby workers choose which
union the want to represent them Enforce employers must bargain
Taft-Hartley Act (1947)Renamed Labor Mgmt Relations Act
Guaranteed employees the right NOT to join a union
Closed shops unlawful Require union to give 60 days notice of strike Allowed for 80 day federal injunction to a strike
Threats to national health or safety Outlines unfair union practices Requires union officers to deny communist
affiliation under oath Restrictions on union political contributions
Landrum-Griffin Act (1959)a.k.a. Labor Management Reporting & Disclosure
Act Institutes federal penalties for union officials
who: Misuse union funds Are found guilty of crimes Prevented their members from exercising their
legal rights
OSH Act (1970)
Addresses health and safety for almost the entire work force
Organized labor strong advocate for Act Established the Occupational Health and
Safety Administration (OSHA)
“If this law isn’t fully and effectively implemented, we will scream bloody murder”
George Meaning, President AFL-CIO
WARN (1988)
Requires 60 day notice to employees impacted by major layoff or plant closing (100 employees)
Requires notice to union, local and state government officials 50 or more workers at one site within 30 day
period 33% of workforce laid off within 30 day period 500 or more employees within a 30 day period
Civil Service Reform Act (1978)
Establishes legislative action to guarantee bargaining rights to federal employees