Unprotected and Protected Conducts

The National Labor Relations Act, often known as the Wagner Act, was introduced and passed by the Senate in 1935. The passage of this labor law altered the national discourse on worker rights and policies. The federal government now shielded employees in their ability to organize and negotiate collaboratively through representatives they chose and who acted in their best interests. Because employees were forced to long hours, hazardous working conditions, and poor salaries before unions and the NLRA, the NLRA provided raises to unions, which were important in fighting for fair wages, safe working conditions, and regular working hours for union members. The NLRA, on the other hand, protects workers who aren’t members of a union. The National Labor Relations Board (NLRB) explicitly safeguards employees’ rights to participate in “concerted action” when employees act for mutual assistance or protection regarding work conditions and circumstances.

Freedom of expression under the National Labor Relations Act (NLRA) can be problematic in the digital age, and employers are seeking to limit how workers communicate regarding their work environment and how they view their employers.

Under the NLRA, protected practices include resolving pay equity with the firm, employers addressing security issues, and other employment topics such as compensation. Employees of the national, state, or municipal government and contract workers and employees covered by the Railway Labor Act, which protects railway and airport staff, are not covered by these safeguards.