It may also include interference in the formation or creation of the labor unions and the discouraging or encouraging the laborers from their involvement in the labor unions. If the employer refuses to bargain with a particular group of chosen employee representative, then also it may be said that the employer is having unfair practices with the laborers. But the Act does not give the power to the National Labor Relation Board take up cases which involve real estate brokers, domestic workers, agricultural employees, family workers, church-run schools and government employees. Thus the Labor Relations Act is meant for the benefit of the Laborers and not the employees.
On the other hand the Taft-Hartley Labor Act of 1947, which was passed by the US Congress, and which is officially known as the Labor Management Relations Act, was sponsored by the Senator Robert Alphonso Taft and the Representative Fred Allen Hartley. The Act was the Amended version of the Labor Relation (Wagner) Act of 1935. The main provision of this Act had is that it has brought about newer means of controlling labor disputes by the enlargement of the National Labor Relations Board. It had also included the provision that before any employer or the labor union terminates the agreement of collective bargaining; it has to serve a notice to the other party and that also in a government mediation service. Another provision of the Act is that it has prohibited the jurisdictional strikes and the boycotts of secondary nature. But the Act has clearly declared that it does not extend its provisions to the wild cat strikes. It also made the closed shops outlawed and only gave permission for the union shop when majority of the employees had voted for it. The Act retained most of the collective bargaining provisions that were there in the earlier Act. But it had added in its provisions that before a union use the