Labor Management Relation Act of 1947

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Table of Contents

About the Act
The Act’s Provisions
Policy and purpose declaration
Federal Mediation and Conciliation Service
Roles of management, representatives, and employees
National Labor Management Panel
Lending or payment
Labor management
Progress Development

About the Act

The Taft- Hartley Act or Labor Management Relations Act (1947) terminated the “closed shop” requirement where people were required to join unions before being employed.

The Act’s Provisions

The Labor Management Relations Act (1947) prevented unions from participating in biased labor practices. The Federal Mediation Service was established as the substitute method through which labor disputes could be settled. The Act made authorizations to the president to declare a “cooling off” period. This would take place for sixty days and during this period, there would be no strikes. The strikes specified during this period included industrial strikes and those that affected national security, safety and health. Another provision barred unions from making direct contributions to politicians. However, contributions could be made through distinct political action committees. Employers were not supposed to loan or give funds to any union. This also included the union’s welfare and officials.

Policy and purpose declaration

According to the act, it was US policy to promote an unchanging and comprehensive peace. Moreover, the Act would enhance the overall nation’s safety, health, and welfare. Tranquility would be promoted between workers and employers since disputes would be solved via collective bargaining and conferences.

There would be advancements to collective bargaining where sufficient and whole government facilities would be available for intercession, conciliation, and intentional arbitration. This would ensure that employee representatives and employers abided by the agreements regarding workplace conditions, hours and pay rate. Moreover, controversies would be settled through mutual agreement.

Disagreements that were related to collective bargaining treaties would be reduced or prevented through easy accessibility to sufficient and full governmental facilities.

Federal Mediation and Conciliation Service

To ensure that the rights of laborers were catered for adequately, the Federal Mediation and Conciliation Service was charged with the responsibility of ensuring that the goals of the Act were met. The president would appoint the director. The president would seek the Senate’s consent and advice to enable him accomplish this. The director was not required to involve in other employments, vocation, or business.

The director had the authority to elect clericals, mediators, conciliators, as well as other personnel who would assist in executing other roles stipulated in the Act. The Act authorized the director to plan for all expenditures.

The director was permitted to establish regional offices in places where labor disagreements were likely to occur. The director was supposed to make yearly reports to the Congress.

The Federal Mediation and Conciliation Service was initiated as a separate US government’s agency with the objective of reducing or preventing the consequences of labor- management disputes. This was in regard to free commerce flow and would be accomplished though voluntary arbitration, conciliation, and mediation.

Roles of management, representatives, and employees

The management, employee representatives, and employees had equal roles in preventing disputes. Their principal role was preventing and solving disputes. There was a need to reduce and prevent labor disputes, which resulted to ineffective commerce. Efforts would be made to maintain and effect treaties in regard to employees’ welfare. Amendments would be made whenever necessary. Conferences would be arranged promptly whenever there were disputes. Whenever disputes were not solved amicably, meetings would be arranged by the service for mediation.

National Labor Management Panel

The National Labor Management Panel would be composed of 12 members. Each member would stay in office for a period of three years. The key role of the twelve members was intervening whenever there was industrial controversies, particularly controversies that interfered with the overall welfare of the nation. The panel would also engage in voluntary adjustment and mediation. Therefore, the National Labor Management Panel had a key role in ensuring the successful implementation of the Act’s goals.

Lending or payment

Employers or groups of employers were barred from delivering, lending, paying, and engaging in any financial issues with representatives, labor organizations, committees, and employees. Moreover, it was illegal to for employers to engage in activities where money was demanded or requested. The available motor vehicles were not to be used for illegal activities. Exceptions were only allowed when the labor organization was involved. Labor union’s funds was not to be misused so as to benefit laborers.

Labor management

There will be the establishment and management of committees at the industry, area, and plant level. The Act will assist in establishing the committees. The committees will have a key role in promoting labor management linkages. As a result, there will be better communication and relationship, which will reduce labor disputes. The Act would permit involvement in grants and contracts only when the committee participated in labor organizations.

Progress Development

Labor Management Relation Act was replaced by Labor Management Reporting and Disclosure Act (Landrum- Griffin Act). The Landrum- Griffin Act permitted members of the union to sue unions, have a say in union affairs, and regulate escalation of dues. The Act was used many times by presidents in a bid to end labor strikes. Out of the thirty five times that the Act was invoked, it was successful thirty three times. This implies the effectiveness of the Act.

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