National Labor Relations Act of 1935

The National Labor Relations Act (NLRA) of 1935 was a pivotal law that empowered employees by granting them the right to unionize and engage in collective bargaining. It established protections for union activities like boycotts and picketing, provided they did not harm the employer's products or services. The NLRA imposed limitations on employers, preventing them from refusing to negotiate with employee-elected representatives or retaliating against unionizing employees. It also created a system for employees to file grievances with the National Labor Relations Board (NLRB) if employers violated these rights.

What was the primary purpose of the National Labor Relations Act (NLRA)?

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How did the NLRA empower employees in relation to collective bargaining?

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What limitations did the NLRA impose on employers regarding union activities?

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In what ways could employees seek redress if their rights under the NLRA were violated?

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What role did the National Labor Relations Board play in the context of the NLRA?

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