Amazon Labor Law

Improved Essays
Amazon’s compliance with labor law does not end with the agencies discussed previously, rather, it continues with a number of federal acts that will impact in some way any unions established at Human resource managers at this company can stay ahead of the curve by not only complying completely with the applicable tenants of these laws, but by gleaning insights from the spirit and intent of their passage.
Railway Labor Act
The Railway Labor Act, passed in 1926, regulates labor relations in railroad and airline industries. To employees in these industries, it offers bargaining, arbitration, and mediation as alternatives to strikes as a means to work out labor feuds. It promotes stable worker-management relations in crucial industries
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These pledges, known as yellow-dog contracts, led to managers firing workers if those individuals joined unions during the course of employment. The Norris-LaGuardia Act protected workers from the threat of yellow-dog contracts, gave unions freedom to associate without molestation by employers, and barred federal courts from issuing injunctions preventing strikes, boycotts, and picketing. If Amazon learns anything from this act, it is that the federal government takes a worker’s right to engage in unionizing activities seriously. While organized labor at may cause an inconvenience to the company at first, managers commit a grievous error when they engage in unfair or illegal activities to prevent workers from organizing. As much as the internet giant wants to avoid unions, they must take heed of the restrictions in the Norris-LaGuardia Act, which plays a roll in enabling workers throughout the labor relations process, from the day they want to join a union to the evening they decide to strike over pay …show more content…
Furthermore, it grants them the ability to engage in collective bargaining and other collective actions (like striking or picketing). The act created the aforementioned National Labor Relations Board. Those covered by the Railway Labor Act, public employees, independent contractors, and agricultural employees do not receive coverage by the Wagner Act. In 1947, the Taft-Hartley Act amended the Wagner Act, reigning in power of labor unions. Where the original National Labor Relations Act restricted employers from engaging in coercive behavior, this amendment extended those restrictions to union organizers and leadership. Additionally, the Taft-Hartley Act permitted states to create right-to-work laws, statutes that outlaw union membership as a condition of

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