The historical background of this act is deeply rooted in that heart-rending incident of 1914 during the Iron and Fuel Strike in Colorado. However, pressurized by the labour secretary of Canada finally tried to convince the strikers to seat into a settlement, which gave birth to the Management-Labour Reconciliation Board. This reconciliation board started operating like a governing authority that used to solve several workers’ issues. As a result, when the discrimination began between white and black people, this authoritative board became extra conscious and finally enforced NLRA. However, it overlooked the necessity of bringing non-discriminatory regulation and protecting employees of government sectors even after multiple pushes by the NAACP and National Urban League. During that period, no such law could drive out the discrimination between black and white people. In NLRA, the function of amendments became only a word that did not work. Even after submitting multiple bills to establish a strong protection circle surrounding employees, it remained unfulfilled except for one amendment. After the last unsuccessful bill in 1978, the ABC test was finally included in the NLRA, which brought the essence of working independently into the law.
It has been observed that no new law ever passed without a long struggle which ultimately increased its historical importance. Similarly, this National Labour Relations Act also has a historical background without which it may remain impossible. The history begins in 1914, where a strike was going on in Colorado between the higher authority of the mine and laborers. As the higher authority had no intention to make any move, it continued for a long time. After a long gap, a new department was finally established, namely, Management-Labour Conciliation Board, which took the oath to work as a protective authority if there arose any issues regarding workers.
But this governing body was incomplete without imposing laws because only after law enforcement the managing authority can judge a person. Therefore, this fire of requirement initially opened the way of establishing NLRA. After 1914, construction National War Labour Board started, and finally, in 1918, that process was completed. In 1935, to increase the importance of this board in the constitution and protect workers, the 74th Congress Government passed the NLR Act. Franklin D. Roosevelt signed it.
After the implementation of NLRA, it has been observed that some points were left, and for this reason, it failed to provide the ultimate protection to the workers. Therefore, the requirement of an amendment became necessary for this law. Major factors that remained unaddressed within this act are as follows:The act failed to address government issues and people who work in the railway department. Moreover, the employees working in those mentioned organizations could never fight for their financial rights or religious issues. Racism was deeply rooted in the conservative Europeans for a long period. For this reason, during that period, no black person could have become a member of the American Federation of Labour. Even the higher posts were always reserved for white people. Although several times the bill regarding non-discrimination was placed, every time it got rejected.Â Many people cannot get into stable jobs and, for this reason, work independently. But there is no such protective law for those independent workers., when these faults became prominent, numerous bills were submitted to bring transparency to this act. But unfortunately, none of them got a seal of approval from either court or Labour Management Board. However, after many fights, only one bill was approved, which is supposed to fulfill some criteria. When the democratic party has proposed to allow independent workers to enter under the coverage of NLRA, then after evolution, the governing body finally approved the bill, but only if a worker meets these following ABC factors.Â A person must not be working under any supervisor or should not have any controlling powerThe person should be engaged with work excluded from other employers’ interests.
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