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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 Labor Management Relations Act, 1947, better known as the Taft–Hartley Act, is a United States federal law that restricts the activities and power of labor unions. It was enacted by the 80th United States Congress over the veto of President Harry S. Truman , becoming law on June 23, 1947.
The 1992 Act was a major recodification of Acts passed since 1980 that had reduced the freedom of workers to organise, collectively bargain, and take collective action. [2] Before 1979, the Trade Union and Labour Relations Act 1974 had set the basic structure, which had itself reversed the major overhaul of the Industrial Relations Act 1971 ...
The Commission for Conciliation, Mediation and Arbitration (CCMA) is an independent tribunal which adjudicates labour disputes in South Africa. It was established in November 1996 in terms of Section 112 of the Labour Relations Act, 1995, which in turn implements the labour rights provided for in section 23 of the Constitution of South Africa.
The history of the National Labor Relations Board (NLRB) can be traced to enactment of the National Industrial Recovery Act in 1933. Section 7(a) of the act protected collective bargaining rights for unions, [6] but was difficult to enforce. The NLRB was not given monitoring powers.
Labour laws (also spelled as labor laws), labour code or employment laws are those that mediate the relationship between workers, employing entities, trade unions, and the government. Collective labour law relates to the tripartite relationship between employee, employer, and union.