In the beginning there was chaos, inconsistent, and unfair labor practices in the workforce that weren’t challenged nor regulated. Business laws and Common laws governed the workforce. Under the duress of the aforementioned decrees the working conditions were deplorable and punitive. Chapter four took me on a journey from the beginning of the lack of empathy for the common worker, to the fighting forces of legislative laws that brought order out of chaos. All throughout the chapter there were case studies, and passionate advocates that were highlighted for their contributions to promote viable and equitable employment policies. For their due diligence, employees like me no longer are subjected to the archaic employment practices that contributed to a plethora of brutal unorganized strikes and deaths.
The chapter started off with the Common Law of Labor Relations. …show more content…
Therefore, the yellow dog contract was an intimidating strategy that worked in the favor of the employers and suppressed the fruition of unions. The first piece of legislation to protect union employees from harsh injunctions was the Norris–LaGuardia Act in 1932, according to the textbook, the act sought to remove the courts from labor relations (Budd, 2013, p. 115). By doing so, this allowed workers the freedom to join unions and to have a union representative advocated for the best interest of the employee. Moreover, it put an end to the illegal actions of the employers and courts. Naturally, the Norris–LaGuardia Act of 1932 ushered in other pieces of legislation to restructure the laws governing the workforce legally. The Wagner Act clarified Labor as more than a commodity, and notated that collective bargaining is essential to workers’ best interest, and employee have a right to have a voice (Budd, 2013,
The chapter started off with the Common Law of Labor Relations. …show more content…
Therefore, the yellow dog contract was an intimidating strategy that worked in the favor of the employers and suppressed the fruition of unions. The first piece of legislation to protect union employees from harsh injunctions was the Norris–LaGuardia Act in 1932, according to the textbook, the act sought to remove the courts from labor relations (Budd, 2013, p. 115). By doing so, this allowed workers the freedom to join unions and to have a union representative advocated for the best interest of the employee. Moreover, it put an end to the illegal actions of the employers and courts. Naturally, the Norris–LaGuardia Act of 1932 ushered in other pieces of legislation to restructure the laws governing the workforce legally. The Wagner Act clarified Labor as more than a commodity, and notated that collective bargaining is essential to workers’ best interest, and employee have a right to have a voice (Budd, 2013,