The National Labor Relations Act (NLRA) provides protection for union and non-union employees. Many employers wrongly assume the NLRA merely covers employees undergoing union campaigns and those already unionized. As set forth in detail below, all employers engaged in interstate commerce are covered and the NLRA protects all their employees.
Congress enacted the NLRA under its power to regulate interstate commerce. The NLRA was designed to govern employer/employee bargaining and union relationships on a national level. The NLRA was amended by the Labor Management Relations Act (Taft-Hartley) and the Labor Management Reporting and Disclosure Act (Landrum-Griffin). Most private employers and employees are covered by the NLRA by virtue of the fact they engage in some form of interstate commerce.
The NLRA established the National Labor Relations Board (NLRB) to hear disputes between employers and employees that arise under the NLRA and to determine which labor organization will represent particular units of employees. The NLRA also established a General Counsel to independently investigate and prosecute cases against violators of the NLRA before the NLRB. The NLRA ensures the rights of employees to join labor organizations and to collectively bargain.
The NLRA also prohibits employers and unions from...
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