Final answer:
The statement that not-for-profit hospitals were exempt from all provisions of the Labor-Management Relations Act (Taft-Hartley) before 1975 is false. The Taft-Hartley Act of 1947 affected various unions through restrictions and policy changes and applied to most employers engaged in interstate commerce.
Step-by-step explanation:
The statement that before 1975, not-for-profit hospitals were exempt from all provisions of the Labor-Management Relations Act (Taft-Hartley) is False. The Taft-Hartley Act, passed in 1947, generally applied to all employers engaged in interstate commerce, which could include not-for-profit hospitals. However, the Act had several amendments since it was originally passed, which can lead to confusion about which entities were covered at different points in time.
By introducing significant restrictions on unions, the Taft-Hartley Act affected many aspects of labor relations. It banned closed shops and union shops, stopped secondary boycotts, and required union leaders to disavow any communist affiliations. Moreover, it placed limits on union funds in political campaigns and allowed states to enforce 'right-to-work' laws.