Taft-Hartley Act

(Labor-Management Relations Act of 1947), a law passed in the USA in 1947 regulating labor activities. It is one of the principal statutes in the USA affecting labor, enacted under the pressure of reactionary, monopolistic circles with the object of undermining the trade-union and workers’ movement and infringing on the rights of workers. The act is named after its congressional sponsors, Senator R. A. Taft and Representative F. Hartley.

The Taft-Hartley Act, in effect, subjects trade unions to government control. Among its provisions, for example, is the requirement that unions submit annual reports to the Department of Labor on their organization and finances. (Originally, the act also required that union officers declare under oath that they did not belong to the Communist Party, but this provision was repealed in 1959.) More important, the right to strike is significantly restricted. Political strikes and sympathy strikes are outlawed, and courts are granted the right to issue injunctions against economic strikes. Otherwise, the Taft-Hartley Act stipulates that a union must notify an employer and the Federal Mediation and Conciliation Service 60 days before an economic strike begins. The workers’ right to conclude collective agreements in closed-shop conditions is also restricted.

Certain sections of the Taft-Hartley Act were amended in 1959 by the Landrum-Griffin Act (seeLANDRUM-GRIFFIN ACT).

Taft-Hartley Act

Over President Harry S. Truman's Veto, zthe Taft-Hartley Act—which is also called the Labor-Management Relations Act (29 U.S.C.A. § 141 et seq.)—was passed in 1947 to establish remedies for unfair labor practices committed by unions. It included amendments to the National Labor Relations Act, also known as the Wagner Act of 1935 (29 U.S.C.A. § 151 et seq.), which were crafted to counteract the advantage that labor unions had gained under the original legislation by imposing corresponding duties on unions. Prior to the amendments, the National Labor Relations Act had proscribed unfair labor practices committed by management.

The principal changes imposed by the act encompass the following: prohibiting secondary boycotts; abolishing the Closed Shop but allowing the union shop to exist under conditions specified in the act; exempting supervisors from coverage under the act; requiring the national labor relations board (NLRB) to accord equal treatment to both independent and affiliated unions; permitting the employer to file a representation petition even though only one union seeks to represent the employees; granting employees the right not only to organize and bargain collectively but also to refrain from such activities; allowing employees to file decertification petitions for elections to determine whether employees want to revoke the designation of a union as their bargaining agent; declaring certain union activities to constitute unfair labor practices; affording to employers, employees, and unions new guarantees of the right of free speech; proscribing strikes to compel an employer to discharge an employee due to his or her union affiliation, or lack of it; and providing for settlement by the NLRB of certain jurisdictional disputes.

The act also makes collective bargaining agreements enforceable in federal district court, and it provides a civil remedy for damages to private parties injured by secondary boycotts. The statute thereby marks a shift away from a federal policy encouraging unionization, which has been embodied in the Wagner Act, to a more neutral stance, which maintains the right of employees to be free from employer coercion.

Cross-references

Labor Law; Labor Union.

Taft-Hartley Act

a US statute (the Labor Management Relations Act) in the field of labour law that deals with unfair union practices like the secondary boycott. States were permitted to prohibit the closed shop by right-to-work legislation. If strikes affect national health or security, a court can order a cooling-off period of 80 days.

Taft-Hartley Act

Legislation in the United States, enacted in 1947, that amended and rolled back some of the provisions of the National Labor Relations Act. Specifically, the Act provided a list of "unfair labor practices" in which unions and other forms of organized labor could not engage. It prohibited jurisdictional strikes, wherein workers protest transfers to another division or role within the same company, and wildcat strikes, or strikes unauthorized by a union. It also forbade solidarity or other political strikes, and disallowed unions from donating to federal political campaigns. Importantly, the Taft-Hartley Act allowed individual states to pass right-to-work laws. See also: Featherbedding, National Labor Relations Board.

单词	taft-hartley act
释义	Taft-Hartley Act Taft-Hartley Act (Labor-Management Relations Act of 1947), a law passed in the USA in 1947 regulating labor activities. It is one of the principal statutes in the USA affecting labor, enacted under the pressure of reactionary, monopolistic circles with the object of undermining the trade-union and workers’ movement and infringing on the rights of workers. The act is named after its congressional sponsors, Senator R. A. Taft and Representative F. Hartley. The Taft-Hartley Act, in effect, subjects trade unions to government control. Among its provisions, for example, is the requirement that unions submit annual reports to the Department of Labor on their organization and finances. (Originally, the act also required that union officers declare under oath that they did not belong to the Communist Party, but this provision was repealed in 1959.) More important, the right to strike is significantly restricted. Political strikes and sympathy strikes are outlawed, and courts are granted the right to issue injunctions against economic strikes. Otherwise, the Taft-Hartley Act stipulates that a union must notify an employer and the Federal Mediation and Conciliation Service 60 days before an economic strike begins. The workers’ right to conclude collective agreements in closed-shop conditions is also restricted. Certain sections of the Taft-Hartley Act were amended in 1959 by the Landrum-Griffin Act (seeLANDRUM-GRIFFIN ACT). Taft-Hartley Act Taft-Hartley Act Over President Harry S. Truman's Veto, zthe Taft-Hartley Act—which is also called the Labor-Management Relations Act (29 U.S.C.A. § 141 et seq.)—was passed in 1947 to establish remedies for unfair labor practices committed by unions. It included amendments to the National Labor Relations Act, also known as the Wagner Act of 1935 (29 U.S.C.A. § 151 et seq.), which were crafted to counteract the advantage that labor unions had gained under the original legislation by imposing corresponding duties on unions. Prior to the amendments, the National Labor Relations Act had proscribed unfair labor practices committed by management. The principal changes imposed by the act encompass the following: prohibiting secondary boycotts; abolishing the Closed Shop but allowing the union shop to exist under conditions specified in the act; exempting supervisors from coverage under the act; requiring the national labor relations board (NLRB) to accord equal treatment to both independent and affiliated unions; permitting the employer to file a representation petition even though only one union seeks to represent the employees; granting employees the right not only to organize and bargain collectively but also to refrain from such activities; allowing employees to file decertification petitions for elections to determine whether employees want to revoke the designation of a union as their bargaining agent; declaring certain union activities to constitute unfair labor practices; affording to employers, employees, and unions new guarantees of the right of free speech; proscribing strikes to compel an employer to discharge an employee due to his or her union affiliation, or lack of it; and providing for settlement by the NLRB of certain jurisdictional disputes. The act also makes collective bargaining agreements enforceable in federal district court, and it provides a civil remedy for damages to private parties injured by secondary boycotts. The statute thereby marks a shift away from a federal policy encouraging unionization, which has been embodied in the Wagner Act, to a more neutral stance, which maintains the right of employees to be free from employer coercion. Cross-references Labor Law; Labor Union. Taft-Hartley Act a US statute (the Labor Management Relations Act) in the field of labour law that deals with unfair union practices like the secondary boycott. States were permitted to prohibit the closed shop by right-to-work legislation. If strikes affect national health or security, a court can order a cooling-off period of 80 days. Taft-Hartley Act Taft-Hartley Act Legislation in the United States, enacted in 1947, that amended and rolled back some of the provisions of the National Labor Relations Act. Specifically, the Act provided a list of "unfair labor practices" in which unions and other forms of organized labor could not engage. It prohibited jurisdictional strikes, wherein workers protest transfers to another division or role within the same company, and wildcat strikes, or strikes unauthorized by a union. It also forbade solidarity or other political strikes, and disallowed unions from donating to federal political campaigns. Importantly, the Taft-Hartley Act allowed individual states to pass right-to-work laws. See also: Featherbedding, National Labor Relations Board.
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