Final answer:
It is true that employers must provide relevant and necessary information to labor unions for representation purposes in contract negotiations and grievance handling, according to labor laws like the National Labor Relations Act of 1935.
Step-by-step explanation:
It is true that it is unlawful for an employer to refuse to comply with a union's request to furnish information, such as basic financial information, which is relevant and necessary for the union to represent bargaining unit members in contract negotiations or grievance handling duties. Under labor law, particularly the National Labor Relations Act of 1935, labor unions have a right to act as a representative for workers in negotiating terms of employment with an employer. Furthermore, employers are obligated to bargain in good faith with the unions that represent their employees, which includes providing necessary information for the union to adequately perform its duties.
The history of labor relations in the U.S. indicates that labor unions have had periods of strong government support contrasted with periods where laws have become less favorable to them. After World War II, the Taft-Hartley Act of 1947 granted states the authority to pass right-to-work laws, which allowed workers to opt out of joining a union, thereby weakening the bargaining power of unions. Nonetheless, when it comes to collective bargaining and representing members' interests, unions still have specific rights that employers must respect.