Labor and Employment Law Norris-LaGuardia Act

Question: Identify how the Norris-LaGuardia Act should be revised to better support the dynamics of the 21st-century management/union relationship. What changes would you make to this law? Why are these important? Answer: The Norris La Guradia Act, 1932 is an Anti injunction Bill that barred the yellow dog contracts and barred the federal courts from issuing injunctions against non-violent labour disagreements. This Act created a constructive impact of non-interference of employers against workers who were part of trade unions. The Act came into existence formally in the year 1932 on March 23 (Dworkin, 2014). According to the Act, yellow dog contracts were banned, wherein workers consent as a pre condition of service of not joining the labour union. The Federal Court considered it as unenforceable. This Act gives unrestricted power to the employees to form unions devoid of employer intervention and prevent federal Courts from issuing injunctions against disputes that are non-violent in nature. However, this Act needs immediate revision as it gives unrestrained power in the hands of employees for collective bargaining. The Act gave lot of attention to disputes; however, it failed to lay restrictions on the demand of the workers that is it is not unreasonable in nature (Finkin, 2014). This Act needs to be revised to better support the dynamics of 21st century management/union relationship. In the modern management/union relationship, there is a need of collaborative approach. A collaborative approach allows good communication between management and union. Good communication increases level of trust and this is very essential in todays management/union relationship. Hence, this Act should focus on development of unity between management/union relationships to achieve high productivity outcomes. The use of high performance work systems requiring committed employee contribution and elasticity should be used widely to address issues related to competitiveness within the organisations. This means there is a need of immediate revision of the law if analysed in the 21st century management / union relationship. References: Dworkin, R. (2014). Norris-Laguardia Act. Finkin, M. W. (2014). Meaning and Contemporary Vitality of the Norris-LaGuardia Act, The.Neb. L. Rev.,93, 6.