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This compilation of selected labor laws is a document that will be extremely useful to Members of Congress and their staff in the consideration of pending and future legislation in the labor-management area. Other interested individuals will also find this an excellent publication.
It includes in most cases a summary and description which explains in laymen's language what the particular law is and how it works. The series consists of three parts: Labor Relatons; Labor Standards and Equal Empliyment Opportunity; and Employee Benefits and Safety and Health.
HARRISON A. WILLIAMS, Jr.,
Labor Management Relations Act, 1947 (Taft-Hartley)
Labor-Management Reporting and Disclosure Act of 1959 (Landrum-
Executive Order 11247-Providing for the coordination by the At-
torney General of enforcement of title VI of the Civil Rights Act
Executive Order 11375-Amending Executive Order No. 11246, re-
Executive Order 11478-Equal employment opportunity in the Fed-
Rail Passenger Service Act of 1970 (Pertinent provisions).
EMPLOYEE BENEFITS AND SAFETY AND HEALTH:
Occupational Safety and Health Act of 1970_.
Executive Order 11612-Occupational safety and health programs for
THE NORRIS-LA GUARDIA (ANTI-INJUNCTION)
Act of March 23, 1932, 47 Stat. 70; 62 Stat. 991 (1948); 63 Stat. 107 (1949) 29 U.S.C. §§ 101-15; F.C.A. 29 §§ 101–15
Summary and Description
The Anti-Injunction Act declares it to be a public policy that the worker shall have full freedom of association, self-organization, and designation of representatives of his own choosing to negotiate the terms and conditions of his employment, free from employer interference in these or other concerted activities for mutual aid or protection.
The act defines and limits the powers of the Federal courts to issue injunctions in labor disputes, in conformity with this policy.
Employment contracts whereby a worker agrees not to join a union, or to resign if he is a union member (yellow-dog contracts), are declared contrary to public policy and unenforceable in Federal courts.
WHEN INJUNCTIONS MAY NOT BE ISSUED
No Federal court may issue an injunction, temporary or permanent, in any case involving or growing out of a labor dispute, to prohibit any individual worker or group of workers acting in concert from doing any of the following acts, except as modified by the LaborManagement Relations Act.
1. Ceasing or refusing to work.
2. Joining or continuing membership in a union.
3. Aiding or refusing to aid financially or by other lawful means any person participating in or interested in a labor dispute. 4. Giving publicity to the existence of or the facts involved in any labor dispute whether by advertising, speaking, patrolling, or by any other method not involving fraud or violence.
5. Assembling peaceably to act or to organize to act in promotion of their interests in a labor dispute.
6. Advising or notifying any person of intent to do any of the above, agreeing or refusing to do any of the above, or inducing others to do any of the above acts, without fraud or violence. The act defines a labor dispute as any dispute over terms and conditions of employment or matters of employee representation in collective bargaining, even though the persons involved are not in the relation of employer and employee.