Rights of Management - Essay Example

Rights of Management This paper discusses three pieces of legislation that have been very crucial in the United s with regard to defining the rights of management and unions. More over, it accesses the roles they play and for what reason.Rights of ManagementIntroductionLabor laws have been present all over the worlds due to the presence of economies which require both employers and employees to maintain. This has further led to specific laws that pertain to these groups of people such as the Taft-Hartley Act, The Wagner Act and Landrum-Griffin Act of 1959 (Beik, 2005).

Taft-Hartley ActThe Taft-Hartley Act also known as The Labor Management Relation Act Of 1947 is law that marked a radical change in the federal regulation of industrial relations (Carper et al, 2008). This change was created after a vast number of large scale strikes were held to an extent of nearly disabling the steel, automobile and packing industries among others in the United States. These work mayhems severely affected the economy leading to panic from public. This act, which was an adjustment to the Wagner Act of 1935, was made to benefit all the parties that were involved in the labor agreement as the employees, employers and the labor union (Beik, 2005).

Its passage of 1947 added new necessities to the former ‘which meant that its actual meaning would now depend upon the interpretation by the National Labor Relations Board, as well as, the courts’. Taft –Hartley Act placed restrictions on unions that were already imposed on the employer which dictated that it was unlawful to contain workers who wanted to exercise their rights for self organization. (Dubinsky, 1994). Moreover, secondary strikes, boycotts and sympathy strikes especially those that were intended to influence employers, as opposed to those that the Union had contract with.

Its first amendment entailed right to free speech that had been severely limited by the former laws, giving chances to employers to air their ideas on unionization only if the ideas are not incisive with threats or promises to employees. It also restricted the liability of employers based on managers’ actions to those who would be considered as a section of supervisors’ official duty. Additionally, the Act allowed states to enact right to work laws which illegalized the setting of union membership as employment condition although some states chose it while others bargained for changes to avoid conflict of interest.

According to Carper, et al. 2008, the Act made recommendation for the contract of labor to on either sides to bargain in good faith on the agreement based upon issues that related to employment contract. Since its enactment, this law has continued to guard employees, employers and the labor union. It also reduces the rigorousness and occurrences of labor relate strikes.The Wagner ActThe Wagner Act of 1935 originally known as the National Labor Relation Act is one of the most imperative piece of labor legislation to be enacted in the United States.

Its main purpose was to get rid of employers’ interference with the organization of the workers into unions (Dubinsky, 1994). It gives workers and unions the right to involve themselves in defensive activity and gain union representation. Its main grievances included the interference and coercing of employees while they exercised their rights such as the freedom to join or organize labor organization, the interfering with formation or running of labor organization, discrimination against employees in a bid to deject or persuade them to support the labor organization.

More over, the Act fought against employees who had pressed charges or given testimony under the Act and the refusal to bargain collectively with council of employees (Beik, 2005).Landrum-Griffin Act of 1959The Landrum-Griffin Act of 1959 also referred to as the ‘Labor-Management Reporting and Disclosure Act’ (Carper, et al., 2008) is a supreme act in the federal law that deals with the liaison between a union and its members (Carper, et al., 2008). Its mandate is to grant certain rights to the union members plus protect their interest through promoting democratic measures within labor organization.

This Act has established a Bill that ensures all rights for union members and other necessities surrounding the labor organization, union officers and employees are fully implemented. It has been noted to provide tools for union democracy and great government control over the affairs of the union and their providence (Dubinsky, 1994).ConclusionThese three Labor Acts have been consistent in their sharing of rights and amendments that surround the employees, employers and the unions. In many case, they have been used to settle down the roar emerging from either sides.

References:Beik, M. (2005). Labor Relations. Westport, Conn.: Greenwood Press.Carper, D., et al. (2008). Understanding the Law. Mason, Ohio: Thomson/West.Dubofsky, M. (1994). The State & Labor in Modern America. Chapel Hill U.A: Univ. of North Carolina Press.