National Labor Relations Act (NLRA)

National Labor Relations Act (NLRA) (1935)

1) Link to the Text of the Act
Read the statute (29 U.S.C. § 151 et seq.)

2) Why It Was Done
The NLRA was enacted to protect employees’ rights to organize, form unions, engage in collective bargaining, and take collective action, including strikes, in order to balance the power between employers and workers.

3) Pre-existing Law or Constitutional Rights
Before the NLRA, union activity was often suppressed through injunctions and antitrust laws. The 1926 Railway Labor Act gave some protections, but coverage was limited. The NLRA provided nationwide labor rights for most private-sector employees.

Acts

Fair Labor Standards Act (FLSA)

Fair Labor Standards Act (FLSA) (1938)

1) Link to the Text of the Act
Read the statute (29 U.S.C. § 201 et seq.)

2) Why It Was Done
The FLSA was enacted during the New Deal to establish minimum wage, overtime pay, recordkeeping, and youth employment standards, addressing abusive labor practices and exploitation.

3) Pre-existing Law or Constitutional Rights
Before FLSA, there was no comprehensive federal wage or hour law. States had patchwork labor laws, but enforcement was inconsistent and often weak.

Acts

Age Discrimination in Employment Act (ADEA)

Age Discrimination in Employment Act (ADEA) (1967)

1) Link to the Text of the Act
Read the statute (29 U.S.C. § 621 et seq.)

2) Why It Was Done
The ADEA was enacted to protect workers aged 40 and older from employment discrimination, addressing widespread workplace bias against older employees.

3) Pre-existing Law or Constitutional Rights
The Civil Rights Act of 1964 prohibited discrimination based on race, color, religion, sex, and national origin—but not age. The ADEA filled this gap in employment protections.

Acts

Family and Medical Leave Act (FMLA)

Family and Medical Leave Act (FMLA) (1993)

1) Link to the Text of the Act
Read the statute (29 U.S.C. § 2601 et seq.)

2) Why It Was Done
Congress enacted FMLA to provide eligible employees with job-protected, unpaid leave for family and medical reasons, recognizing the need to balance work demands with family responsibilities.

3) Pre-existing Law or Constitutional Rights
Before FMLA, there was no federal requirement for family or medical leave. Some states and employers had policies, but coverage was inconsistent and limited.