3:2 Labor Management Relations Act of 1947 (Taft-Hartley Act)

The Taft-Hartley Act, an amendment to the National Labor Relations Act (NLRA) of 1932, was passed in 1947 to restore a more balanced relationship between labor and management. It gives employees the right to refrain from participating in union activities and adds a series of prohibited unfair labor practices by unions. In addition, it creates the Federal Mediation Service to assist management and unions in settling disputes. It also establishes certain Presidential powers to be used to retain order in certain emergency situations (such as a strike or lockout that would likely cause adverse effects on an entire industry or would threaten national health, safety or security).

Taft-Hartley also forbids an employer from giving/loaning money to a union, union official, union welfare fund or employee involved in a labor dispute and forbids both employers and unions from contributing to political candidates.

The above information is a summary only and is in no way intended to be legal advice. Furthermore, this should be read in concert with University policies and procedures. Requests for further information should be directed to your Human Resources Region Manager.