National Labor Relation Act

  • Post category:Post
  • Post comments:0 Comments

Discussion Topic – National Labor Relation Act

The Wagner or National Labor Relation Act was initially enacted and administered by the National Labor Relations Board (NLRB) in 1935 and thereafter has been emended significantly (Cornell Law School, 1992).  The most important provision of the act is that it grants the workers in the private sectors the federally protected right to form, assist and join labor unions in collective bargaining with their employers on matters regarding hours of work, wages, and other employment conditions.  The Act protects the employees against threats, coercion, or restraints by the employers in the exercise of those rights.  The Act also gives the National Labor Relation Board an authority to take actions for the employers who deny their employees the rights stipulated in the Act (National Labor Relations Board, 2019). The NLRB acts as the bargaining agent on behalf of the employees, and the employer is obliged to bargain in good faith with the union.


Selection of National Labor Relations Board

The NLRB comprise of 5 people who are nominated by the president and confirmed by the Senate to serve for a 5-year term.   The issue greatly depends on the Senate approval which has been the major drawback for application of the Act.  Due to the fact that the nomination is spaced out and the process also takes time, the board become half-filled and therefore cannot carry out their duties effectively (National Labor Relations Board, 2019). This is because the board requires the majority to make its final decision. In this regard, it is confirmed the selection of the NLRB is highly politicized. The politicizing of the board selection has led to the inability in the interpretation of the NLRA, and this is the main cause for the changing of the board every five years (Cornell Law School, 1992). Eventually, the continuous change of the board members every five years has negatively impacted the employers and employees covered by the law.

In conclusion, the National Labor Relation Act protects employees working in the private sector and is administered by the NLRB. The board is obligated to bargain on behalf of the employees regarding the matters of wages and other working conditions. However, the selection of the board is highly politicized, the act that greatly affects its effectiveness in fighting for the employees` rights.


Cornell Law School. (1992). Labor law: An overview. Retrieved from

National Labor Relations Board. (2019). Unfair Labor Practice Process Chart. New York: Retrieved from


Leave a Reply