The Anti-Injunction Act of 1930 (Norris-LaGuardia Act):
Basic Premise: Sanctioned labor unions and restricted the federal courts authority to issue injunctions as a way to end strikes. Made 'yellow dog' contracts unenforceable.
Impact on HR decisions: Employees have the right to organize a union and bargain collectively.

National Labor Relations Act of 1935 (Wagner Act):
Basic Premise: Established the National Labor Relations Board (NLRB) to provide employees with a way to make employers respect their rights to organize and operate a union. Prohibited the following activities...

Interference with or coercing employees who are expressing their right to self-organization.
Dominating or interfering in union affairs.
Discriminating in regard to hire or tenure or any condition of employment for the purpose of encouraging or discouraging union membership.
Discriminating against or discharging any employee who has filed charges or given testimony under this act.
Refusing to bargain in good faith.

The NLRB monitors elections and investigates complaints of wrong-doing.
Impact on HR decisions: Management practices, procedures and policies must not inhibit the rights of employees to organize and operate as a union.

Labor-Management Relations Act of 1947 (Taft-Hartley Act):
Basic Premise: Restrained the power of unions by making it legal for states to enact Right to Work laws and by...

Including an employee's right NOT to join a union.
Prohibiting the 'closed shop.' 'Union shops' are still legal.
Broadened the employer's right of free speech.
Made it unnecessary for employers to bargain with a union made up of supervisory employees.
Gave employees the right to initiate the de certification process.
Provided for national intervention in case of 'national emergency' strikes.

In addition, labor unions were to refrain from...

Restraining or coercing employees from exercising their collective bargaining rights.
Causing an employer to discriminate in any way against employees in an effort to encourage or discourage union membership.
Refusing to bargain in good faith.
Engaging in certain types of strikes.
Requiring members to pay exorbitant initiation fees.
Featherbedding.

This act was later expanded to cover employees in public not for profit hospitals.
Impact on HR decisions: Union and management leaders must not interfere with each other and both must bargain in good faith.

Labor-Management Reporting Act of 1959 (Landrum-Griffin Act):
Basic Premise: Union management must make extensive annual reports which detail all financial activities, must not engage in activities that undermine collective bargaining and must adhere to the "Bill of Rights of Members of Labor Organizations."
Impact on HR decisions: None.

Civil Service Reform Act of 1978:
Basic Premise: Public employees have the right to organize to the extent their administrators permit. However, strikes are illegal. This act established the Federal Labor Relations Authority (FLRA) in oreder to enforce the provisions of this act.
Impact on HR decisions: Public employees have a limited right to collectively bargain.

The Family Medical Leave Act of 1993:
Basic Premise: Employers must provide an unpaid leave of absence of up to 12 weeks due to the birth or adoption of a child or serious illness of a family member.
Impact on HR decisions: A policy and procedure must be put in place if more than a given number of employees are hired. Employees are guaranteed a an equal level job upon return -- not the same job. The employee MUST provide proper documentation to receive this benefit.