# Understanding the 1947 Taft-Hartley Act: Impacts and Key Amendments

## What Is the Taft-Hartley Act?

The Taft-Hartley Act, also known as the Labor Management Relations Act of 1947, amended the 1935 Wagner Act to curb union practices and mandate financial transparency. Passed over President Truman's veto, this act was designed to balance union power following major post-World War II strikes and address concerns about Communist influence in labor movements.

### Key Takeaways

*   The Taft-Hartley Act, enacted in 1947, limits the activities and power of labor unions and requires them to disclose financial and political activities.  
    
*   It introduced key amendments to the Wagner Act of 1935, extending protections against unfair labor practices from employers to also include unions.  
    
*   Right-to-work laws, stemming from the Taft-Hartley Act, allow states to prohibit compulsory union membership as a condition of employment.  
    
*   The Act prohibits various union practices, including jurisdictional strikes and secondary boycotts, aiming to balance power between unions, employees, and employers.  
    
*   Despite being vetoed by President Truman, the Taft-Hartley Act was passed by Congress and continues to be in effect, with ongoing debates over union influence and worker rights.  
    

## Key Aspects of the Taft-Hartley Act 

The Labor Management Relations Act (LMRA), commonly known as the Taft-Hartley Act, amended the 1935 [National Labor Relations Act (NLRA)](https://www.investopedia.com/the-national-labor-relations-board-nlrb-5211749), or Wagner Act. Congress passed the Taft-Hartley Act in 1947, overriding President Harry Truman's veto.

Critics called it the "slave-labor bill," but Congress saw it as necessary to counter union abuses, end post-WWII strikes, and curb Communist influence.

> **Important**
>
> The Taft-Hartley Act, like the Wagner Act before it, does not cover domestic help or farmworkers.

## Significant Amendments to the Taft-Hartley Act 

Taft-Hartley outlined six unfair practices by [labor unions](https://www.investopedia.com/terms/l/labor-union.asp) and provided remedies, in the form of amendments, for protecting employees from harm resulting from these practices.

Previously, the Wagner Act only addressed unfair labor practices by employers. In 1947, President Harry Truman amended parts of the NLRA when he passed the Taft-Hartley Act. This Act created current [right-to-work laws](https://www.investopedia.com/terms/r/righttowork-law.asp), which allow states to prohibit compulsory membership in a union as a condition for employment in the public and private sectors of the country.

1.  One amendment protected employees' rights to form unions and engage in [collective bargaining](https://www.investopedia.com/terms/c/collective-bargaining.asp). This amendment protected employees from unfair coercion by unions that could result in discrimination against employees.
2.  Another amendment prevents employers from rejecting candidates who won't join a union. However, an employer has the right to sign an agreement with a union that requires an employee to join the union on or before the employee's 30th day of employment.
3.  A third amendment stipulated that unions have a requirement to bargain in good faith with employers. This amendment balanced the provisions of the Wagner Act, which required good faith bargaining by employers.
4.  A fourth amendment prohibited secondary boycotts by unions. For example, if a union has a dispute with an employer, the union cannot, under the law, coerce or urge another entity to stop doing business with that employer.
5.  A fifth amendment prohibited unions from taking advantage of their members or employers. Unions were prohibited from charging their members excessive initiation fees or membership dues. Also, unions were prohibited from causing employers to pay for work that its members did not perform.
7.  A sixth amendment added a free speech clause for employers. Employers have the right to express their views and opinions about labor issues, and these views do not constitute unfair labor practices, provided the employer is not threatening to withhold benefits or engage in other retribution against employees.

In February 2021, Congress reintroduced an act letting employees nationwide decide not to join or pay dues to unions. The Act was also introduced in 2019 and 2017 but stalled.

In March 2021, the United States House of Representatives passed the Protecting the Right to Organize Act (PRO Act). The pro-union legislation overrides right-to-work laws and would make it easier to form unions. As of November 2022, the PRO Act of 2021 has not been voted upon in Congress.

> **Fast Fact**
>
> The following states have right-to-work laws: Alabama, Arizona, Arkansas, Kansas, Florida, Georgia, Idaho, Indiana, Iowa, Kentucky, Louisiana, Michigan, Mississippi, Nebraska, Nevada, North Carolina, North Dakota, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, Wisconsin, and Wyoming. The most recent state to enact legislation was Wisconsin in 2015.

### Impact of the Taft-Hartley Act on Union Elections 

The Taft-Hartley Act changed union election rules by excluding supervisors and giving special treatment to some professional employees.

The Taft-Hartley Act also created four new types of elections. One gave employers the right to vote on union demands. The other three gave employees the right to hold elections on the status of [incumbent](https://www.investopedia.com/terms/i/incumbent.asp) unions, to determine whether a union has the power to enter into agreements for employees, and to withdraw union representation after it's granted. In 1951, Congress repealed the provisions governing union shop elections.

## Why Was Taft-Hartley Act Passed?

The Taft-Hartley Act's purpose was to regulate labor unions and restrict what unions can do during periods of national emergency, The act prohibits unions from engaging in several unfair practices.

## What Did the Taft-Hartley Act Make Illegal?

The Taft-Hartley Act made a number of different union practices prohibited. These practices include jurisdictional strikes, wildcat strikes, political strikes, solidarity strikes, and secondary boycotts. It also outlawed discrimination against nonunion members by union hiring halls and closed shops.

## Is the Taft-Hartley Act Still in Effect?

The Taft-Hartley Act was vetoed by President Harry S. Truman in 1947. Still, the act was enacted by the 80th U.S. Congress after receiving support from both congressional representatives from both the Democrat and Republican parties. The act continues to be strongly opposed by many, though the act remains in effect.

## The Bottom Line

Enacted in 1947, the Taft-Hartley Act, also known as the Labor Management Relations Act, was designed to limit union practices and requires unions to disclose their financial and political activities. It aimed to protect employees from potential abuses by unions, such as excessive fees and unfair practices, while balancing employer rights with provisions like the free speech clause. Despite its intent to foster fair labor practices, the act remains controversial, with critics arguing that it undermines union power and diminishes worker rights.

> **Article Sources**
>
> 1.  National Labor Relations Board_. "_[1947 Taft-Hartley Substantive Provisions](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions)."
>     
> 2.  GovTrack. "[H.R. 1275: National Right-to-Work Act](https://www.govtrack.us/congress/bills/117/hr1275/text)."
>     
> 3.  The New York Times. "[House Passes Labor Rights Expansion, but Senate Chances Are Slim](https://www.nytimes.com/2021/03/09/us/politics/house-labor-rights-bill.html)."
>     
> 4.  National Right to Work Legal Defense Foundation. "[Right to Work Frequently-Asked Questions](https://www.nrtw.org/right-to-work-frequently-asked-questions/)."
>     
> 5.  National Conference of State Legislatures. "[Right-to-Work Resources](https://www.ncsl.org/research/labor-and-employment/right-to-work-laws-and-bills.aspx)."