Which act aimed to protect the rights of both employees and employers through collective bargaining?

The National Labor Relations Act (NLRA), enacted in 1935, is specifically designed to protect the rights of both employees and employers in the context of collective bargaining. This landmark legislation allows employees to organize and engage in collective bargaining with their employers, thereby promoting fair negotiations over labor conditions, wages, and other employment-related matters. One of the key aspects of the NLRA is its emphasis on maintaining a balance of power in labor relations, ensuring that employees can negotiate their rights and interests without fear of employer retaliation.

The NLRA also established the National Labor Relations Board (NLRB), which serves as a federal agency to oversee and enforce the provisions of the Act. This body plays a crucial role in addressing unfair labor practices by employers or unions, thereby upholding the rights encased within the legislation.

This unique focus on both employee and employer rights distinguishes the NLRA from other acts, which may primarily focus on one group over the other. For example, while the Wagner Act is often considered synonymous with the NLRA, it primarily refers to the initial legislation that laid the groundwork for union rights, whereas the NLRA encompasses the broader protections available under its umbrella.