Labor Management Relations Act (LMRA) Law and Legal Resources
The Labor Management Relations Act (LMRA) is a federal law that was passed in 1947 in order to amend certain provisions of the National Labor Relations Act (NLRA) of 1935. The bill, also known as the Taft-Hartley Act, was introduced in order to temper gains that had been made by the labor movement in the wake of the New Deal. The Act sought to mitigate the influence of unions by prohibiting what was as deemed unfair labor practices by unions. It is still in effect today.
Examples of What Is Prohibited by LMRA
Some of the types of conduct and policies that are prohibited by the act include the following:
- Jurisdictional strikes – these strikes occur when union members strike in order to protect members’ right to a particular job assignment and to prevent employers from assigning the work to members of another union or nonunion workers.
- Wildcat strikes – wildcats strikes are when workers walk of the job when the union leadership has not authorized a strike.
- Political strikes – strikes motivated by political motives like a particular candidate or official, and proposed legislation
- Secondary boycotts – strikes that occur when a union institutes a strike secondary to the dispute at issue; for example, a strike at the parent company of the company involved in a labor dispute
- Closed shops – the term “closed shops” refers to employers that have an agreement with a union to only hire union workers. The Act still allows for “union shops,” which require new hires to join the union in a certain amount of time and as part of a collective bargaining agreement.
Labor disputes can involve highly complicated legal issues that require equally specialized legal training and experience.