Final answer:
Employers have the legal obligation to inform employees of their rights under the National Labor Relations Act, which includes discussing wages and working conditions. The Wagner Act of 1935 reinforced these rights and established the NLRB to enforce them. Laws like the NLRA help correct the power imbalance between employers and employees, impacting union membership and negotiations.
Step-by-step explanation:
Employers do indeed have a legal obligation to inform employees of their rights under the National Labor Relations Act (NLRA), which includes the ability to discuss wages and working conditions with coworkers. The Wagner Act of 1935 was a significant New Deal legislation that reinforced the rights granted to workers under the previous National Industrial Recovery Act, including the right to organize, bargain collectively, and engage in other concerted activities for mutual aid or protection. The act also created the National Labor Relations Board (NLRB) to enforce these rights and mediate disputes between unions and employers.
The Wagner Act expressly prohibits employers from interfering with, restraining, or coercing employees in the exercise of their rights. Therefore, not only should employers not prevent employees from discussing these matters, but they also have a duty to proactively ensure that employees are aware of such rights. Other important laws that protect employee rights include the Fair Labor Standards Act, which sets minimum wages and maximum hours, and various anti-discrimination, health and safety, and family leave laws.
In summary, legal measures like the NLRA were put in place to correct the innate power imbalance that existed between employers and employees, exemplified by unilateral decision-making regarding wages and working conditions. With the rise of these laws, employees obtained a more level playing field to negotiate better terms for their labor, directly impacting the long-term trend in American union membership and the changing dynamics of workplace negotiations.