National Labor Relations Act Pros And Cons

“To be free, the workers must have choice. To have choice they must retain in their own hands the right to determine under what conditions they will work” (Gompers). Although this was said in 1878, this quote from Samuel Gompers sparked a movement that would later greatly—and briefly—benefit the working class. He, along with the Knights of Labor, founded the American Federation of Labor—or the A.F.L.—in 1886. Initially, the focus of this new federation was accommodation between employees and employers on the issues of work hours, wages, benefits and conditions. While the A.F.L. initially had spread the idea of unions across the nation successfully, union membership growth slowed in the 1920s and the 1930s. This decrease was due to Great Depression
Franklin Roosevelt proposed the National Labor Relations Act and in 1935, the United States Congress passed the act. This bill is informally known as the Wagner Act due to the senator who introduced the act. Initially, the intention of the National Labor Relations Act was to establish the legal right of workers and employers to collectively bargain, to organize unions, and to also join unions. The National Labor Relations Act consists of several principles that protect the freedoms and rights of employees. Because of these principles, employers are prevented by law from forcing their employees to either join or not join a union. More specifically, if an employer opposes unions, it is legal for the employer to threaten the loss of benefits of an employee who wants to join a union. Under the National Labor Relations Act, employers also can not fire an employee if they make a decision about union membership with which the employer does not agree. Employees can feel protected by the National Labor of Relations Act; due to this, it may seem more appealing or easier to organize a union. After 83 years, the National Labor Relations Act continues to impact the ability of workers to organize unions