Chapter 3 Summary The Railway and Airline Labor Act (RLA) was passed in 1926 in order to encourage a more stable link between labor-management relations. The RLA encompassed an assortment of provisions and a tough policy statement, intended to evade or postpone any disturbance to business caused by a strike. The RLA applies to all employees of railroads, airlines and anything associated with the transportation of cargo or passengers. The RLA avoids or postpones stoppages by prolonging the collective bargaining process. The RLA dictates that status quo must be obliged for 30-60 days before a stoppage can occur. The RLA classify disputes in two ways, major and minor. The RLA’s major disputes are that they cannot change the rules, working
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The purpose of the NLRA is to guarantee the right to organize and bargain collectively with employers along with other protected concerted activity. The NLRA protects the workers from different types of misconducts from both the union and management. The National Labor Relations Board governs and enforces those rules set forth by the NLRA. The NLRA was amended twice. The first amendment was Taft-Hartley Labor Act in 1957 which added the new language in section 7 stating that workers have the right to abstain from joining union activities but can be required to become members of a union as a condition of employment. The second amendment was the Labor-Management Reporting and Disclosure Act, also known as the Landrum-Griffin Act, in 1959 which tried to prevent union fraudulence and run unions fairly. The NLRA applies to a certain case and during the process of investigation the courts look at the a few factors. One factor being whether the labor dispute is defined under the Act. Another factor that they will look at is whether the business activities are “commerce” under the NLRA. The third factor would be whether the activity fell under activity that is disturbing “commerce.” The NLRB has the option to decline the use of ruling if activities are minimal and leave ruling of disputes to local
The purpose of the NLRA is to guarantee the right to organize and bargain collectively with employers along with other protected concerted activity. The NLRA protects the workers from different types of misconducts from both the union and management. The National Labor Relations Board governs and enforces those rules set forth by the NLRA. The NLRA was amended twice. The first amendment was Taft-Hartley Labor Act in 1957 which added the new language in section 7 stating that workers have the right to abstain from joining union activities but can be required to become members of a union as a condition of employment. The second amendment was the Labor-Management Reporting and Disclosure Act, also known as the Landrum-Griffin Act, in 1959 which tried to prevent union fraudulence and run unions fairly. The NLRA applies to a certain case and during the process of investigation the courts look at the a few factors. One factor being whether the labor dispute is defined under the Act. Another factor that they will look at is whether the business activities are “commerce” under the NLRA. The third factor would be whether the activity fell under activity that is disturbing “commerce.” The NLRB has the option to decline the use of ruling if activities are minimal and leave ruling of disputes to local