Question

A nonunion company implemented a freeze on raises for the next 3 years. The tool and dye makers at this plant are unhappy with this decision and begin meeting in small groups to discuss confronting management and possibly forming a union. Which of the following would most likely be used to lead a discussion with management?

A. Labor Management Reporting and Disclosure Act
B. Labor Management Relations Act and Wagner Act
C. National Labor Relations Act
D. Wagner Act and the Norris-LaGuardia Act

Answer 1

The tool and dye makers would most likely use the National Labor Relations Act (Wagner Act) to discuss with management, as it protects workers' rights to unionize and engage in collective bargaining.

Step-by-step explanation:

The tool and dye makers at the nonunion company who are considering forming a union to confront management would most likely use the National Labor Relations Act (NLRA), also known as the Wagner Act, to lead a discussion with management.

The Wagner Act, passed in 1935, is a foundational statute in United States labor law which protects the rights of employees to organize, to engage in collective bargaining, and to take collective action such as strikes.

Moreover, this act established the National Labor Relations Board (NLRB) to resolve disputes between unions and employers. Therefore, the correct answer to the question is C. National Labor Relations Act.

The tool and dye makers, who are unhappy with the freeze on raises and are considering forming a union, would most likely lead a discussion with management using the National Labor Relations Act (NLRA).

The NLRA, also known as the Wagner Act, guarantees workers the right to join unions and collectively negotiate with their employers. It prohibits discrimination against union members and requires employers to recognize the legitimacy of a union if the majority of workers are members. The NLRA also created the National Labor Relations Board (NLRB) to settle disputes between unions and employers.