Introduction
The employers of the past centuries would enforce the yellow-dog contracts and labor injunctions (interventions against labor protest) in an attempt to set boundaries as to how employees could respond to dissatisfaction in their work environment. The resistance to the formation of labor unions by employers only led to their persistence even to the extent of having Acts that would support their course. A major milestone was achieved by the passing of the Norris-La Guardia Act in 1932 and also the enactment of The Wagner Act in 1935. In this paper, the relief experienced by employees due to the end of the yellow-dog contract has explored a luxury that is enjoyed up to date.
The Yellow-dog contract and Labor Injunctions
The yellow-dog contract was very popular among the American employers especially in the years before 1930’s. Its name evolved from “infamous document” in 1870’s to “iron clad document” thereafter and finally to “the yellow dog contract” in about 1921. It was a contract of employment that restricted the employees from being members of labor unions and if per chance they were already members, then they would be employed on condition that they terminate their membership. This gave an upper hand to the employers and in many ways infringed the rights of the employees.
Many view the concept of employees not being able to demand their rights as a negative thing. Not so with Dr. Block (LewRockwell 1). He suggested that employers should have the right to associate with whom they please i.e. only those employees who would not be members of labor unions. This may be seen as one of the reasons why the yellow dog contracts were initiated. However, this attitude does not foster good working relations between the two parties.
Conflicting interests between the two are what inherently brings about tension. This is because the employer seeks to make profits while the employees want better pay (Holley, Jennings and Wolters 14). A balance maintaining the work rules (Holley, Jennings and Wolters 7) will create a conducive work environment that will negate the use of contracts belittling employee’s rights.
Initial attempts to form labor unions by employers was met with hostility and they were not only unsuccessful but also prone to legal action on account of “criminal conspiracy” (Seidman 15). So in many ways than one the courts also aided in the prevention of the unions expressive ways. In some instances the employees were blacklisted meaning that they could not even look for employment.
What was seen as a breakthrough by labor unions came about in the year 1932 and 1935. The Norris-La Guardia Act that was passed in 1932 that saw the banning of contracts that stopped employees from joining labor unions (Jrank 1). It also stopped federal courts from issuing injunctions. The Wagner Act of 1935 on the other hand saw the formation of the National Labor Relations Board which intervened on the employer-employee relations (Wagner Act 1).
My Opinion
I believe in a fair system which makes a consideration for everybody. Workers Unions are meant to protect workers from being exploited by their employers. The workers Unions may at times set conditions which might not be very appealing to the employers thus setting forth a platform for conflicts between the employers and the unions. I do not support union activities especially when they make arguments which do not accommodate the interest of the employers.
It is obvious that with the yellow dog contract, the employers were at vantage point and could easily or rather did abuse their employees. It is a kind of a contract that demanded the employees to drop their shields which they could easily use during times of storms leaving them vulnerable at the mercy of their employers. The employers required their employees and not the other way round. This is unfair and such kind of acts should be discouraged by all means.
Conclusion
Though the yellow dog contracts went on for almost a decade, the breakthrough initiated by the Acts saw the rights of employees being acted upon not only by the employers but also the courts. These efforts did not end in those times but current labor unions are actively involved in employee’s affairs even to date, promising a better work environment for employees.
Works Cited
Holley, William., Jennings, Kenneth and Wolters, Roger. The Labor Relations Process. New York, NY: Cengage Learning, 2008. Print.
Jrank. Norris-La Guardia Act. Jrank Org, 2011. Web.
LewRockwell, Block. The Yellow Dog Contract. LewRockwell, 2005. Web.
Seidman, Jan. The Yellow Dog Contract. The Johns Hopkins Press, 1932. Web.
Wagners Act. Wagner’s Act- Further Readings. Jrank, 2011. Web.