Employment & Labor Relations Law

Employment and labor relations law is based on the NLRB's governing regulations.

The field of legal employment and labor relations is regulated by the National Labor Relations Act (NLRA). The NLRA is governed by the NLRB or the National Labor Relations Board.

History

Historically, union workers represented a large number of the employment labor force and made up over one-third of the private workforce. In 2001, union employees made up only about 10 percent of the workforce. Since union affiliation represented such a large percentage of the private sector, lawmakers sought to control the power union leaders had over non-union workers.

Significance

The NLRB is a federal agency that was set up to ensure that both union and non-union employees had equal rights and bargaining powers. The agency promotes fair labor practices under collective bargaining agreements.

Employers are not allowed to retaliate against its employees who join unions by cutting off their benefits or decreasing their wages. Unions may not threaten workers for not joining union activities.

Effects

Labor relations law typically covers employees governed by the NLRB. The NLRB does not protect domestic servants, independent contractors and household employees. It provides covered workers with protection by investigating any potential violations and fining the alleged labor law offender.

References

• The National Labor Relations Board: Employees Not Covered by NLRA
• The National Labor Relations Board: Unfair Labor Practices
• Cato Handbook for Congress