Question

Workers at Majestic Manufacturing have won the right to unionize, but management is unwilling to participate in the collective bargaining process and bargain in "good faith." This is a direct violation of the _______Act.

Answer 1

Management's refusal to bargain in good faith with workers seeking to unionize at Majestic Manufacturing violates the National Labor Relations Act of 1935, known as the Wagner Act. While the Taft-Hartley Act of 1947 imposed more restrictions on unions, it did not abolish the requirement for employers to engage in collective bargaining in good faith.

Step-by-step explanation:

Workers at Majestic Manufacturing who have won the right to unionize are facing management's unwillingness to bargain in "good faith," which is a direct violation of the National Labor Relations Act of 1935, also known as the Wagner Act. The Wagner Act was central to establishing the right of workers to organize and collectively bargain with their employers. It also set restrictions on how employers could respond to labor practices. However, the legal landscape for labor unions evolved with the passage of the Taft-Hartley Act of 1947, which rolled back some of the protections offered by the Wagner Act and allowed for more restrictions on union operations and strikes, even while retaining some mechanisms for dispute resolution such as the 80-day cooling-off period.

Given this historical context, the refusal of management to engage in collective bargaining in good faith is clearly against the initial intent of the Wagner Act, which defines the collective bargaining process as a right of workers. The Taft-Hartley Act, despite its restrictions on unions, also did not eliminate the duty of employers to engage in good-faith bargaining. This situation illustrates the tension between legislation aimed at protecting workers' rights, such as collective bargaining, and subsequent regulations that limit union power.

Answer 2

Answer: National Labor Relations Act

Step-by-step explanation:

Passed in 1935, this is a fundamental act in United States Labor law that grants private sector employees the right to join Unions and engage with employers in Collective Bargaining to better their employment conditions. This act even gave the employees the right to strike if their demands are not meant.

Most relevant is that in Section 8 of the Act, it is made clear that when an Employer refuses to engage in Collective Bargaining with the representative of their employees, that this is an unfair labor practice and under the Act, is considered to be illegal.