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Union Labor Laws Overview
The call for labor rights in the United States began during the Industrial Revolution, picked up steam around the turn of the 20th century, and finally came to a head with the passage of the National Labor Relations Act in 1935.
In passing the NLRA, Congress recognized that industrial strife interferes with production and is contrary to the national interest. It therefore sought to define and protect the rights of employers and employees, to encourage collective bargaining, and to prevent certain unfair labor practices. In addition to fixing these rights, the NLRA created the National Labor Relations Board (NLRB)--an independent federal agency that enforces the Act.
The NLRA does not cover all workers. It specifically excludes managers and supervisors, as well as all individuals who work:
- as agricultural laborers;
- in domestic service in a home;
- for parents or spouses;
- as independent contractors;
- for railroads or airlines;
- for federal, state or local government entities; or
- for certain small employers not engaged in interstate commerce.
Railroad and airline employees are covered under the Railway Labor Act, federal government employees are covered under the Federal Service Labor Management Relations Statute, and certain state and local government employees are covered under state labor-relations statutes.
These laws are all designed to give individual employees the right to organize for the purpose of negotiating labor contracts with their employers and to act together to protect their rights and protest unfair treatment.
For more information
To find out more about your union rights, or to get information on filing a representation petition or unfair labor practice charge, contact the National Labor Relations Board at (202) 273-1991 or visit the Board's website. If you are not covered under the National Labor Relations Act, the NLRB can refer you to the appropriate federal or state agency.