Union Representation and Fair Treatment

The National Labor Relations Act of 1935 protects the rights of both union and non-union workers to engage in concerted activity, including electing union representation. The act sets out obligations and responsibilities for employers and labor unions to ensure fair treatment of workers. Employers are prohibited from making promises to employees in exchange for votes against union representation, and collective bargaining is encouraged as a negotiation process leading to labor union contracts.

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Human Resource Management: Employee and Labour Relation
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As per the National Labor Relations Act of the year 1935, it has protected the rights for both
the union as well as non-union workers for engaging the concerted activity in case of electing
the union representation. As there is the seniority provision which is needed to follow within
the union. Thus this act is needed to follow as it would set out the obligations as well as the
responsibilities for the employers and also the labour unions which are concerned for the fair
treatment of the workers. The employers will be prohibited for making the prohibited in
making the promises to the employees in case of exchanging for the vote against the union
representation (National Labor Relations Board, 2018). It is thus better to follow the
collective bargaining the negotiation process which is used by the labor unions and the
employers as it reach to the labor union contract.

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References
National Labor Relations Board. (2018). National Labor Relations Act. Retrieved from
https://www.nlrb.gov/: https://www.nlrb.gov/resources/national-labor-relations-act-
nlra