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Exploring the Impact of the Labor Management Relations Act (
Transcript of Exploring the Impact of the Labor Management Relations Act (
History of LMRA
Also referred to as the Taft-Hartley Act, Labor Management Relations Act (LMRA) which was enacted in 1947 in response to growing power within unions and employee treatment (The Major Areas Of Dispute, 1953).
Purpose of LMRA
Gave individual employees protection from union pressures to join or engage in union activities
Gave employers protection and the ability to give information about unions
This Act still impacts employment laws surrounding unions and management relationships.
Impact of LMRA
Some strikes and boycotts were prohibited with the enactment of LMRA
Closed shops – the term “closed shops” refers to employers that have an agreement with a union to only hire union workers.
This Act is still currently in use and applicable to enforce unfair employee treatment.
(Labor Management Relations Act (LMRA) Law and Legal Resources, 2015)
Response to Question 1
According to NLRB (National Labor Relations Board), it is unacceptable to threaten employees with loss of job, benefits, or adverse impact for interest in, voting for, or joining a union (Basic Guide to the National Labor Relations Act, 1997, p. 15). Because of this, the firings of Brady and Dale was in violation of LMRA section 8 (a) (1).
Response to question 3
A recommendation for JTI would be to follow suit with the other firms and distribute the $1 per hour to the drivers. This would protect JTI from unhappy drivers and drivers questioning management relationship. This might also spark an interest in forming a union as to protect the employees and raise concerns and a need for collective bargaining.
Basic Guide to the National Labor Relations Act. (1997). Retrieved May 20, 2015, from http://www.nlrb.gov/sites/default/files/attachments/basic-page/node-3024/basicguide.pdf
Labor Management Relations Act (LMRA) Law and Legal Resources. (2015). Retrieved May 20, 2015, from http://www.lawinfo.com/labor-management-relations-act-lmra.html
The Major Areas Of Dispute. (1953). Congressional Digest, 32(11), 262.
Response to question 2
The allocation of safety program funds from ASC was worded to say that ASC "strongly encouraged" distributing the $1 per hour to the drivers directly as opposed to "requiring" JTI to give the $1 per hour the drivers.
Upholding LMRA rights is important to all organizations and displays to the employees that the organization is fair and happy to accommodate their employees. If a union is present within the organization, working along side the union to find a balanced and fair labor/management relationship is essential.