Connecticut NLRA: What you need to know

The National Labor Relations Actof 1935 (NLRA), also known as the Wagner Act (29 USC 141), was designed to promote collective bargaining; it established the National Labor Relations Board (NLRB). In 1947, NLRA was amended by the Labor-Management Relations Act (LMRA), also known as the Taft-Hartley Act, which added a group of unfair practices by unions to the list of unfair practices acts of employers contained in the original NLRA. In 1959, the Labor-Management Reporting and Disclosure Act (LMRDA), also known as the Landrum-Griffin Act (29 USC 401) was passed requiring reports and disclosures both by unions and employers on financial matters affecting all activities by either group to persuade or dissuade employees from joining or continuing membership in labor unions.
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Connecticut has its own Labor Relations Act (CGS Sec. 31-101 to 31-111). The Connecticut law does not apply to any employer who is subject to the federal law, unless the NLRB has declined jurisdiction.
NLRA applies to all employers in interstate commerce, but for administrative purposes, the NLRB has limited NLRA coverage in the non-retail field to those employers whose gross volume in interstate commerce is at least $50,000 per year. For other sectors of the economy, the standard is based on yearly gross volume and may vary from as little as $50,000 to as much as $1 million, depending upon the industry. The Act guarantees employees the right to engage in “concerted activity” for mutual aid or protection. These activities are protected under the law:
• The attempt by one employee to solicit union support from another employee
• Discussion of unionization among employees
• Union organizing
NLRA further requires management to recognize unions that represent a majority of their employees. It also provides a system for conducting elections to determine who represents the employees, and procedures for adjudicating unfair practice charges.

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