The Taft-Hartley Act was an act of Congress that was passed on June 23, 1947. It is also known as the Labor-Management Relations Act.

The main purpose of this act was to amend the Wagner Act by adding some provisions that were needed in order to make sure that employers and employees had equal rights when it came to unionization.


Taft-Hartley Act

What is the Taft-Hartley Act?

The Taft-Hartley Act of 1947 was a law that amended the National Labor Relations Act (NLRA) to prohibit employers from interfering with union organizing or collective bargaining.

The Taft-Hartley Act was introduced by President Harry S Truman after he vetoed a bill that would have made it illegal for unions to support political candidates.

It also outlawed closed shops, whereby workers must join a union in order to get a certain job. The act also prohibited secondary boycotts and strikes involving other industries if they were part of the same industry.



The act also allowed states to pass their own laws that would allow them to regulate labor unions in order to protect their citizens from unfair practices by those unions.

The act also created a Board of Mediation and Conciliation which would hear complaints from workers who felt that they had been treated unfairly by their employers. This board could then issue recommendations on how a particular case could be resolved or settled, depending on the circumstances involved.

What Is The Taft-Hartley Act Of 1947?

 The Taft-Hartley Act of 1947, also known as the Labor Management Relations Act, is a United States labor law that regulates labor-management relations in the private sector. The Act was passed by Congress on September 21, 1947 and signed into law by President Harry S.

Truman on October 23 of that year. The Act’s purpose was to regulate labor unions and to restrict union activities during times of national emergency.

The Taft-Hartley Act was originally proposed by Senator Robert Taft (R-OH) and Representative Arthur H. Dean (R-CT) as part of the National Labor Relations Act of 1935 (also known as the Wagner Act).

However, Congress rejected its proposal because it did not receive enough votes to pass in committee. After several revisions, it passed with bipartisan support in March 1947 as part of President Harry S. Truman’s Civil Rights Bill package.[1]

What Led To Taft-Hartley?

 In theory, the National Labor Relations Act of 1935 was a landmark piece of legislation. It guaranteed workers the right to organize and collectively bargain. It also gave them the right to strike in order to do so.

But in practice, things have been more complicated. The law has been interpreted by the courts to allow employers to hire scabs, who are often paid higher wages than strikers and have no incentive to return to work quickly after striking.


Employers can also force workers into arbitration instead of going through labor relations boards or courts if they feel like they’re being unfairly treated by their employer. This can sometimes result in longer delays during strikes than those imposed by other means (arbitration often takes place outside of public view).

The trouble with this setup is that it doesn’t always work as intended; sometimes employers are too powerful, sometimes workers aren’t powerful enough, and sometimes there’s just not a lot of legal recourse available if you’re caught up in it.

That’s where Taft-Hartley comes in: it was designed specifically to address these issues and make it easier for workers to take action against unfair treatment by their employers without having to worry about getting fired or losing their jobs entirely.

Taft-Hartley History

 Taft-Hartley was passed by Congress in 1947. It is the most important piece of labor legislation in American history.

The law amended the National Labor Relations Act (NLRA) of 1935, which made it illegal for employers to interfere with employees’ rights to organize and bargain collectively. The NLRA also provided for federal courts to hear disputes between employers and employees; Taft-Hartley gave Congress the power to limit this jurisdiction even further.

Taft-Hartley also amended the NLRA so that labor unions could not strike or picket unless they had received a secret ballot from their members. The law also required union leaders to be regular members of their organizational bodies and prevented them from striking down members who opposed strikes.

The bill’s sponsors, Republicans like Sen. Robert Taft (R-Ohio) and Reps. John McCormack (D-Mass.) and Emanuel Celler (D-New York), hoped that the changes would help restore labor peace after years of bitter industrial strife.

They also believed they would strengthen President Harry Truman’s hand in negotiating with Congress over more far-reaching reforms such as national health insurance, Social Security and civil rights legislation

Taft-Hartley Precursor

 The Taft-Hartley Act is the most important piece of legislation in U.S. labor history. It was passed by Congress in 1947, and it has had a profound effect on the American workplace.

The act made it illegal for unions to strike against employers who were not members of the National Labor Relations Board (NLRB). It also created a National Labor Relations Board (NLRB) to oversee union elections and disputes between employers and workers.

The NLRB set up shop in Washington, D.C., and has remained there ever since, with the exception of a few years when it was temporarily relocated to Chicago due to congressional disagreements over how long it should stay in Washington.

The act also prohibited unions from engaging in political activities like lobbying or contributing money to campaigns. It required them to publicize their finances and pick up membership dues from all non-members before any election took place.

The NLRB’s power grew over time, with more powers being added each year until today it has full control over both collective bargaining and elections at all levels of government including Congress itself!

Key Provisions Of Wagner Act

 The National Labor Relations Act (NLRA) of 1935 is the primary federal law regulating labor relations in the United States. The NLRA was passed by Congress in response to growing labor unrest following World War I, which ushered in a wave of industrial strikes and sit-down strikes that threatened the stability of American society.

The NLRA replaced the previous National Industrial Recovery Act (NIRA), which had been enacted during President Franklin D. Roosevelt’s administration.

The NLRA has four key provisions:

1) It establishes the rights of workers to organize and bargain collectively through labor unions and prohibits employers from interfering with those rights;

2) It protects employees’ right to strike;

3) It sets forth procedures for resolving disputes between workers and employers over wages, hours or other conditions of employment;

4) And it sets forth procedures for settling disputes between employers and unions over union representation election results.

What Did The Taft-Hartley Act Do?

 The Taft-Hartley Act was a law that federalized the economy by prohibiting unfair labor practices by employers and labor unions. It also expanded the role of government in regulating labor relations, which had been restricted under the Wagner Act.

The law was promoted by President Roosevelt as an effort to balance the interests of labor and management in an economy that was becoming increasingly industrialized.

The Taft-Hartley Act divided strikes into two types: sympathy strikes, in which employees went on strike to protest unfair treatment; and primary strikes, in which workers chose to strike for union recognition without first trying to negotiate with their employer.

The act also prohibited secondary boycotts, or picketing done at places other than the workplace. The purpose of these measures was to restrict the power of unions over private industry and limit their ability to organize workers.

Provisions Of The Taft-Hartley Act

The Taft-Hartley Act of 1947 is a law that provides for the regulation of labor unions after the Supreme Court decision in Beck v. Gonzales. The law was passed by Congress during the Truman administration and signed into law by President Harry S. Truman.

It was part of an effort to abolish the unionization of government workers, particularly teachers, who had been unionized since 1933 as part of the National Labor Relations Act (NLRA).

The Taft-Hartley Act prohibits employees from participating in strikes or picketing without first obtaining their employer’s written authorization. It also limits the right of employees to bargain collectively through labor unions, prohibiting them from using unfair labor practices against employers.

In addition, it prohibits strikes by employees who receive less than half their paychecks each month while working for their employer and requires employers to post notices warning that any employee who participates in a strike may be fired without cause.

Taft-Hartley also allows states to enact laws regulating collective bargaining agreements between employers and unions if they choose to do so; however, these laws cannot be more restrictive than those set forth in federal law.

Taft-Hartley Legacy

The Taft-Hartley Act is the most important piece of legislation in the history of labor relations. It was passed while America was in the midst of a postwar economic boom and as a result, most Americans supported it. This led to its passage by both houses of Congress with bipartisan support.

The Taft-Hartley Act had three main goals: (1) it sought to establish a balance between management and labor; (2) it sought to reduce the threat of militant strikes by prohibiting closed shops; (3) it sought to make it more difficult for unions to strike.

The Act’s intent was to prevent the use of general strikes (as opposed to selective strikes). The Act also sought to limit union power by making it very difficult for unions to organize new members or represent existing members in collective bargaining agreements with employers.

Taft-Hartley Act & Actors

 The Taft-Hartley Act of 1947 was a significant piece of legislation which was passed by Congress and was signed by President Harry Truman. The act was designed to limit the power of labor unions. The act prohibited employers from making deals with their employees that would bind the union, but it did not ban unions entirely.

The Taft-Hartley Act applied only to union contracts with employers who had more than 10 employees. It also applied only to private sector employees, not government employees. It did not apply to agricultural workers, who were covered by other provisions of federal law.

The Taft-Hartley Act created a new type of union called “dual membership,” in which a worker could be both a member of a union and a member of another organization at the same time. Dual membership would become an issue in later decades as well as today when workers are asked to support one or another cause for their employer or for themselves as individuals.

What Is The Taft-Hartley Act – Wrapping Up

The Taft-Hartley Act is a law that requires unions to be segregated from the general workforce, essentially making them illegal.

It was created by President Roosevelt, who was concerned about the growing influence of labor unions. The law was passed in March of 1947 and went into effect the following month.

The act was passed as part of a larger effort to regulate civil rights and keep unions out of the workplace.

The purpose of this legislation was to maintain racial segregation in employment practices and limit the power of organized labor.

The Act also prohibits any person or employer from making any agreement with any person or employer that will have the effect or tendency to cause or encourage membership in any labor organization or otherwise deprive an employee of employment opportunities because he is a member, has belonged to, been solicited for membership therein, or has engaged in concerted activities for purposes of collective bargaining with his employer.

This means that all agreements between employers and employees must be made openly and in writing.

This prevents employers from making agreements with their workers that are not revealed until after they have been signed by both parties involved in the agreement.


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