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National Labor Relations Board v Jones & Laughlin Steel Corporation, 301 U.S. 1 (1937), was a United States Supreme Court case that upheld the constitutionality of the National Labor Relations Act of 1935, also known as the Wagner Act.
The National Labor Relations Act of 1935, also known as the Wagner Act, is a foundational statute of United States labor law that guarantees the right of private sector employees to organize into trade unions, engage in collective bargaining, and take collective action such as strikes. Central to the act was a ban on company unions. [1]
The National Labor Relations Act, generally known as the Wagner Act, was passed in 1935 as part of President Franklin D. Roosevelt's "Second New Deal". Among other things, the act provided that a company could lawfully agree to be any of the following: A closed shop, in which employees must be members of the union as a condition of employment ...
The National Labor Relations Act (NLRA), [141] often referred to as the Wagner Act, was passed by Congress July 5, 1935. It established the right to organize unions. The Wagner Act was the most important labor law in American history and earned the nickname "labor's bill of rights". It forbade employers from engaging in five types of labor ...
The NRA quickly stopped operations, but many of its labor provisions reappeared in the National Labor Relations Act (Wagner Act), passed later the same year. The long-term result was a surge in the growth and power of unions , which became a core of the New Deal Coalition that dominated national politics for the next three decades.
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The qui tam rules are part of the False Claims Act, a Civil War-era law that was enacted in response to reports of wholesale plundering by suppliers of military goods and ammo to the War Department.
National Labor Relations Act National Labor Relations Board v. Sands Manufacturing Co. , 306 U.S. 332 (1939), is United States labor law case, decided by a majority of 5 to 2 by the Supreme Court of the United States , which overturned a decision by the National Labor Relations Board because it was not supported by substantial evidence.