Final answer:
It is true that the Labor-Management Relations Act, also known as the Taft-Hartley Act of 1947, obliged unions to fairly represent all bargaining unit employees. It provided various measures to regulate union activities and labor-management relations.
Step-by-step explanation:
The statement that the Labor-Management Relations Act (LMRA) contained explicit provisions obligating the union to represent fairly all bargaining unit employees is true. The LMRA, more commonly known as the Taft-Hartley Act of 1947, was a significant law that impacted union activities and labor management relations.
One of its provisions was the requirement of unions to represent all members of a bargaining unit fairly, without discrimination. This Act also imposed constraints on both union and employer tactics in labor disputes, gave states the power to enact right-to-work laws, and established mechanisms such as the 80-day cooling-off period to be used in cases where a strike could affect national health or safety.
The Labor-Management Relations Act, also known as the Taft-Hartley Act of 1947, did contain explicit provisions obligating the union to represent fairly all bargaining unit employees.
This law was enacted to balance the power between labor unions and employers, and it prohibited unfair labor practices such as discrimination against union members and firing workers after a strike.