|
Legislation Passed |
Year It was Passed |
Description of What The Law Covered |
Amended by Another Law |
| Clayton Antitrust Act | 1914 | The legislation was an amendment to the Sherman Antitrust Act that legitimized labor unions in the US by purposively using words that excluded them from being considered a part of a conspiracy. | |
| Federal Possession and Control Act | 1916 | The legislation accorded the government legal control over the operations of the railroad services to allow them mitigation strategies during employee strikes including the use of the US military to avoid the adverse impacts of a rail road closure (Goldman & Corrada, 2018). The law was put in place to ensure limited economic impact that the threat of employee strikes posed to the country at the time. | It was repealed by the Transport Act 1920 |
| Transportation Act | 1920 | The legislation primary established “The Railroad Labor Board” tasked with oversight and mediation of employee related issues prevalent at the time. Essentially, it role included ensuring an amicable settling of the differences between the workers and shareholders of the railroad companies of the US (Goldman & Corrada, 2018). | It was amended by the Creation of the The Adjustment Board which was tasked with the mandate of overseeing the management of all the issues that arose between railroad workers and those who owned the operations in the sector. |
| Railway Labor act | 1926 | The legislation allowed for the fair treatment of employee who were members of labor unions despite being actively employed by the Railroad companies and airlines in the US. The provisions discouraged any for discrimination against labor unions members working in the aforementioned sectors. | |
| Norris LaGuardia Act | 1932 | The law illegalized any formal employee labor relations policies that banned employees from being active members of a labor union group or an outfit that represented their interests on their behalf. More so, it prevented employers from creating injuctions against the labor movements without prior notice or a form of mediation process to address their claims or issues that they presented to them | |
| National Industrial Recovery Act | 1933 | The law primarily was created to disallow unethical business practices by entities or their employees such as anti-competitive practices, commodity price fixing that posed a considerable to the overall economy of the country(Archer, 2017). However, it was challenged by a Supreme court ruling | The Act was declared unconstitutional by Schechter Poultr,based on the ruling that it accorded the executive to much power contrary to the provision of the US constitution(Archer, 2017) |
| Federal Social Security Act | 1935 | This was the first legislation that created a Federal-level social welfare system for employees to insure the working class and their families form unanticipated risks associated with their work environment by providing them with insurance packages (Archer, 2017). | |
| National Labor Relations Act | 1935 | The legislation allowed for the protection of the employee rights to engage in elections for representatives during CBA process when issues arised in their work place. These representatives would engage in the negotiations with the employers with no potential disciplinary actions to the employee which had been a common practice at the time. It also created the NLRB (National Relations Board) mandated to oversee labor movements elections | |
| Fair Labor Standards Act | 1938 | Abbreviated the FLSA Act, the new legislation established the minimum wage for employee at different Job Groups among the working class population. Also it created employee equality, minimum working hours and anti-child labor | |
| Labor Management Relations Act | 1947 | The legislation arising from the increased employee strikes across the country to help minimize the increased tensions and economic impacts on the country. It provisions included legitimizing anti-union behavior among the workers by allowing those employees who had no interests in joining the movements the freedom to do so with retribution at the work place. Precisely, it illegalized policy framework such mandatory labor movement membership prior to employment. | The legislation was an amendment of the LMRA act |
| Welfare and Pension Disclosure Act | 1958 | The legislation established the legal frameworks that made it necessary for organizations to forward all their employee related work plans and financial forecasts to the Department of Labor. It included provisions for specific fields related to social welfare such medical care insurance, the pension contributions and renemenaration plans adopted by employers as a way of ensuring that they adhered to the existing labor laws. | |
| Landrum Griffin Act | 1959 | The legislation was created as a repeal to the LMRA by introducing new clauses for incorporation of democratic principles in the management of labor unions affairs. It also helped to protect the welfare of employees that were not interested in joining the labor movements by disallowing forceful management practices that set conditions for employees to join the labor movement and remain loyal to their commitments. In a way the new laws helped to create a sense of accountability for the management practices that being used to run the affairs of the unions movements across the country at the time. . | |
| Equal Pay Act | 1963 | The new law helped to create new policy frameworks that advanced the equal pay for employees in total disregard of gender or race. | |
| Civil Rights Act | 1964 | The act introduced new provisions that made it illegal for employers to discriminate against their employees on the basis of their race, gender, religions or other non-related issue to their qualifications or capacity to deliver on the assigned tasks within their work environment. Under this law, any such form of discrimination was illegal. | |
| Age Discrimination and Employment Act | 1968 | The provisions of the act illegalized the common practices of discriminating against employees on the basis of their age especially those who over the age of 40 years. It helped to protect the interests of employee in their advanced age of their careers. | |
| Pregnancy Discrimination Act | 1978 | In part, the legislation helped to repeal section of the Civil Rights that stipulated that employers should not discriminate against women employees who were pregnant by providing that they receive equal treatment with other employees and receive fringe benefits to help them transition through child birth. | The law was a repeal of the Civil Rights Act- Title VII Section |
| Consolidated Omnibus Budget Reconciliation Act | 1985 | Abbreviated as COBRA, the new law established that organizations continue to meet the particular health coverage packages of employee upon their expiry albeit for certain agreed upon period. | |
| Family and medical leave act | 1993 | The provisions of the Act established the legal frameworks requiring the employers to adopt policy frameworks that included leave uncompensable due to family related issues or health needs of the employees. | |
| Americans With Disabilities Act | 1990 | The provisions of the Act allowed for the equal employment opportunity for employee with special needs by employers as long as they were in a position to deliver on the work. It discouraged any forms of discrimination for people with disability. |
References
Goldman, A. L., & Corrada, R. L. (2018). Labour law in the USA . Kluwer Law International B.V.
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Archer, J. (2017). Laws that Changed America. Simon and Schuster.
