The Labor Management Relations Act of 1947, commonly known as the Taft-Hartley Act, amended the National Labor Relations Act of 1935 (NLRA), limiting labor unions’ activities and influence.
Its introduction followed a wave of major strikes in 1945 and 1946. While enacted by the Republican-controlled 80th Congress, it garnered Democratic support, helping to override President Harry S. Truman’s veto. The law took effect on June 23, 1947.
It introduced new regulations on union activities and designated certain union practices as unfair labor practices. Key restrictions include prohibitions on jurisdictional strikes, wildcat strikes, solidarity or political strikes, secondary boycotts, mass picketing and closed shops.
It also barred unions from contributing to federal political campaigns. It permitted states to enact right-to-work laws, prohibiting agreements requiring union membership as a condition of employment.
The law, passed during the early stages of the Cold War, also mandated that union leaders sign affidavits affirming they were not affiliated with the Communist Party. While opposed by many, including unions, lawmakers have not repealed the law.
