Labor Management Relations Act


variants popularly Taft-Hartley Act
29 U.S.C. § 141 et seq.  | (1947)
law—enacted over the veto of President Harry S. Truman—amending much of the pro-union National Labor Relations (Wagner) Act of 1935. While preserving the rights of labor to organize and to bargain collectively, the Labor Management Relations Act of 1947 additionally guaranteed employees the right not to join unions (outlawing the closed shop); permitted union shops only where state law allowed and where a majority of workers voted for them; required unions to give 60 days' advance notification of a strike; authorized 80-day federal injunctions when a strike threatened to imperil national health or safety; narrowed the definition of unfair labor practices; specified unfair union practices; restricted union political contributions; and required union officers to deny under oath any Communist affiliations. The Labor Management Reporting and Disclosure (Landrum-Griffin) Act of 1959 set further union restrictions, barring secondary boycotts and limiting the right to picket.

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“Labor Management Relations Act.” Legal Dictionary, Merriam-Webster, Accessed 9 Jun. 2023.

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