The National Labor Relations Board (hereinafter called the "Board") created by this subchapter prior to its amendment by the Labor Management Relations Act, 1947 [ 29 U.S.C. National Labor Relations Act, Section 7: RIGHTS OF EMPLOYEES. The broad range of issues includes both mandatory subjects of bargaining and business decisions that impact the employees of the bargaining unit. One of the cornerstones of the Act are what are referred to as employees’ Section 7 Rights. For those following labor law issues, each week seems to bring a new horror story about the Trump Labor Board dismantling rights under the National Labor Relations Act (NLRA).. In so doing, the Board reaffirmed its longstanding precedent … § 157. Section 7 of the National Labor Relations Act is essential for a clear understanding of Section 8 of the act. The NLRA also created the National Labor Relations Board. § 158) the law defines a set of prohibited actions by employers, employees, and unions, known as an unfair labor practice. Section 7 of the National Labor Relations Act: A) prohibits employers from discriminating against employees who support a labor organization. Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from … Sec. Answer 1. National Labor Relations Act, Section 2: DEFINITIONS Sec. Codification. National Labor Relations Act, Section 8: UNFAIR LABOR PRACTICES Sec. Section 7 of the National Labor Relations Act describes certain employee rights. Likewise, forbidding employees from discussing disciplinary actions the company takes against them could be a breach of their Section 7 rights. Congress enacted the National Labor Relations Act (NLRA) in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to limit certain labor and management practices that can harm the general welfare of workers, businesses, and the U.S. economy. Historian Alan Brinkley stated that by 1935 the NIRA was a "woeful failure, even a political embarrassment." Employers that interfere with those rights through disciplinary actions risk violating Section 8 of the NLRA. Section 8 of the NLRA makes it unlawful for employers to interfere with employees' Section 7 rights. National Labor Relations Act, Section 7: RIGHTS OF EMPLOYEES Sec. Congress passed the NLRA in 1935, during the New Deal era. This subchapter is comprised of the National Labor Relations Act, and is not part of the Labor Management Relations Act, 1947, which comprises this chapter. If employees vote to unionize, the employer has to bargain with the union in good faith. Employers found by the National Labor Relations Board (NLRB) to have violated the National Labor Relations Act (NLRA) can be subject to penalties. 140.) The National Labor Relations Act of 1935 (NLRA), also known as the Wagner Act, was passed in 1935 to strengthen the protections afforded private-sector employees to organize or bargain collectively. National Labor Relations Act ("NLRA") Rights of employees and employers in arena of employee organization, concerted activity, and collective bargaining between employers and unions Section 7 The NLRA Section 7 protects employee rights to form and join a union. Section 7 of the National Labor Relations Act: A) prohibits employers from discriminating against employees who support a labor organization. NLRA bans certain types of strikes. § 158. Employers Interfering with the Organization of Unions. 159) exist to assure to workers the fullest freedom in exercising the rights guaranteed by the Act. In doing so, the Board specifically approved a provision saying that the employee’s at … Section 7 of the National Labor Relations Act (NLRA) protects the rights of union and nonunion employees to engage in protected concerted activities that address working conditions, wages, or discipline. Section 7 clarifies employees' rights to act collectively in seeking representation by a labor union, and it also protects the rights of employees who don't want union representation. Passed by the United States Congress in 1935, the National Labor Relations Act (NLRA) is a federal law directed at regulating labor and management practices in the private sector. 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