The National Labor Relations Board refers to an agency with a task to protect the rights of private-sector employees engaged in interstate commerce (Holley, Wolters & Ross, 2017). Besides, the body focuses on improving the wages and working conditions of private-sector employees. If labor laws were repealed, the formation of unions might be affected. A labor union refers to a binding agreement between workers where the union’s representatives negotiate with the management on issues concerning employee benefits and higher wages. Union formation might be affected because there would be no right to bargain collectively. With collective bargaining, representatives from the management and union form an agreement for workers to protect their interest (Holley, Wolters & Ross, 2017). In a situation where the formation of unions is affected, workers would not have a chance to negotiate with the management at the same power levels. Therefore, employees will experience possible wage inequality, poor working conditions and lack of job security.

Additionally, repealing labor law would conflict with the vital principles of a democratic society. According to Corrada (2011), a democratic society allows all citizens to exercise power and civic responsibility through the elected representatives. Since a union forms a binding agreement between workers and the group’s representatives, it would be difficult to form a union in a situation where labor laws are repealed. With the lack of unions, workers would be deprived of their rights to participate in electing representatives that would look into their interests in the organizations or job market. Moreover, repealing LMRA would have an adverse impact on the prescription of the legitimate rights of both the employee and the employer since that is the purpose of the policy.

Another impact is that there would be incidences of union corruption. Citing Corrada (2011), the purpose of LMRA is to protect the public rights in relation to the labor disputes that impact trade or business. Although unions are known for their protective benefits but without the support of laws, they have increasingly become a zone for corruption and gaining political power. Leaders in unions focus on helping individuals closer to them or favorite politicians instead of fighting for the rights of their members. The lack of labor laws indicates that the rights of individual employees would not be protected (Klauser, Salvatore & Sherwyn, 2013). Their relationship with labor organizations will have limited protection. Therefore, union corruption is an issue that would have an adverse impact on employees thus limiting their progress in the business sector.

Regarding terms and conditions of employment for employees, the impact of repealing the labor laws is that there would be changes in the terms and conditions. The changes in the terms and conditions of employment would encompass no right to bargain or give assistance. Under the NLRA Act, employees’ terms and condition covered include the right to join and assist a labor organization (Klauser, Salvatore & Sherwyn, 2013). Similarly, the employee has the right to engage in a collective bargaining through their own representatives. Although an employee has the right to work under fair and non-discriminatory terms and conditions, repealing the labor laws would mean that he/she will not enjoy certain rights.

In a situation when there is no any right to assist the labor organization or bargain, the interests of the employee may be affected. Besides, changing the terms and conditions implies organization might propose terms and conditions that do not favor employees. One of the roles of LMRA is to ensure that labor organizations comply with the rights of individual employees. Although the terms and conditions of employees can still be improved without a union, the existence of labor laws is critical in ensuring that justice is served. Klauser, Salvatore and Sherwyn (2013) argue that the lack of collective bargaining right might result in employees experiencing a decline in wages and benefits. With wage inequality, most employees will feel demoralized thus decreasing their production and engage in strikes (Holley, Wolters & Ross, 2017). Moreover, changes in the terms and conditions mean that employees will have to resort to lawsuits in case they experience problems with their employers or other measures fail to materialize.

The Labor Management Relations Act should not be repealed because of its primary purposes. One of the roles of the act is to decrease industrial disputes. Industrial disputes will only decline if certain laws are put in place to govern the rights of employees. The law protects the rights of individual employees by ensuring that labor organizations with their interests. Unionized workers need to have fair and non-discriminatory working conditions. Second, the law ensures that employers are in equal power level with unions in bargaining. Similarly, it ensures that employers and unions are in equal positions in labor relation procedures. With collective bargaining, employer and a union engage in a joint activity for mutual aid and protection.

References

Corrada, R. L. (2011). Labour Law in the USA. Alphen aan den Rijn: Kluwer Law International.

Holley, W. H., Wolters, R. S., & Ross, W. (2017). The labor relations process. Boston, MA: Cengage Learning.

Klauser, J. D., Salvatore, P., & Sherwyn, J. D. (2013). The National Labor Relations Act Is Not Just for Unionized Employers Anymore. Cornell Hospitality Labor and Employment Law Report, 1(2), 3-8.

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