Wagner Act Signed into Law - July 5, 1935

On July 5, 1935, President Franklin D. Roosevelt signed the National Labor Relations Act (NLRA) into law, a pivotal piece of legislation in United States labor history. Commonly known as the Wagner Act, after its sponsor, Senator Robert F. Wagner of New York, this statute significantly shaped labor relations in the country.

Background

During the early 1930s, the Great Depression intensely strained labor relations in the United States. With skyrocketing unemployment and widespread labor unrest, the need for comprehensive labor reform became apparent. The Norris-LaGuardia Act of 1932 had already begun curbing court rulings against labor strikes and picketing, but stronger legislation was necessary to effectively empower workers.

Key Provisions

The Wagner Act established several fundamental rights for workers:

• Right to Organize: It guaranteed the right of private sector employees to form and join trade unions.
• Collective Bargaining: It ensured employees could engage in collective bargaining through representatives of their own choosing.
• Protections Against Unfair Labor Practices: The Act prohibited employers from engaging in unfair labor practices such as interfering with the formation or administration of any labor organization or discriminating against employees for their union activities.

Creation of the National Labor Relations Board (NLRB)

One of the Act’s cornerstone achievements was the creation of the National Labor Relations Board. The NLRB was tasked with enforcing the rights guaranteed by the Act, investigating and adjudicating labor disputes and conducting elections for labor union representation.

Impact and Significance

The Wagner Act laid the groundwork for substantial increases in union membership and empowered workers to negotiate better wages and working conditions. It marked a major commitment by the federal government to support labor rights, which contributed to a more organized labor movement and improved labor-management relations. Its long-term impact included greater political influence for labor unions and the stabilization of industrial relations.

Aftermath

The Wagner Act faced challenges, notably from the Supreme Court, but was upheld in 1937 in the landmark case NLRB v. Jones & Laughlin Steel Corporation, solidifying its constitutional legitimacy. The legislation inspired future labor laws and remains a bedrock of labor relations in the United States, though modified by subsequent legislation such as the Taft-Hartley Act of 1947.

In summary, the signing of the Wagner Act on July 5, 1935, marked a turning point in American labor history, enshrining workers’ rights and transforming the landscape of labor relations in the country.