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How did the National Labor Relations Act of 1935 support trade unions and collective bargaining?
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Labour law
Diorite stela inscribed with the Code of Hammurabi, 18th century bce.
The National Labor Relations Act of 1935, commonly known as the Wagner Act, fundamentally transformed labour law by establishing the legal right of most workers to organize or join trade unions and engage in collective bargaining.1
To support these rights, the act created the National Labor Relations Board (NLRB), which served as a federal regulator and arbiter. The act empowered the NLRB to:12
- Determine Representation: Conduct secret-ballot elections to allow employees to decide if they wish to be represented by a union.12
- Define Bargaining Units: Decide which groups of employees constitute an appropriate unit for collective bargaining.12
- Prevent Unfair Practices: Prohibit employers from engaging in unfair labour practices, such as firing or discriminating against workers for union activities or establishing company-controlled unions.1
- Mandate Bargaining: Require employers to negotiate in good faith with unions certified as the choice of a majority of employees.1
By providing this legal framework, the act established the federal government's role in protecting the collective interests of workers against employer interference.1