National Labor Relations Act of 1935

The National Labor Relations Act (NLRA) of 1935 was a pivotal law that empowered employees by granting them the right to unionize and engage in collective bargaining. It established protections for union activities like boycotts and picketing, provided they did not harm the employer's products or services. The NLRA imposed limitations on employers, preventing them from refusing to negotiate with employee-elected representatives or retaliating against unionizing employees. It also created a system for employees to file grievances with the National Labor Relations Board (NLRB) if employers violated these rights.

What was the primary purpose of the NLRA when it was enacted in 1935?

• To promote employer-led negotiations

• To allow employers to form unions

• To strengthen employee rights in collective bargaining

• To limit government intervention in labor disputes

Which of the following activities is NOT typically associated with union actions under the NLRA?

• Picketing

• Collective bargaining

• Boycotts

• Disparaging employer's products

According to the NLRA, what is one action that employers are prohibited from doing?

• Hiring new employees

• Negotiating with employee-elected representatives

• Forming their own unions

• Providing benefits to union members

What is the role of the National Labor Relations Board (NLRB) as established by the NLRA?

• To provide financial support to unions

• To organize union activities

• To handle employee grievances and ensure compliance

• To represent employers in negotiations

How does the NLRA protect employees from employer retaliation?

• By allowing employers to form unions

• By prohibiting collective bargaining

• By preventing retaliation against unionizing employees

• By limiting employee rights