The History of Labor Law

President Franklin D. Roosevelt signed the National Labor Relations Act of 1935, also known as the Wagner Act, which established the right of employees to organize and bargain collectively.

The Fair Labor Standards Act of 1938 aimed to establish a minimum wage, maximum work hours, and overtime pay for employees engaged in interstate commerce or producing goods for interstate commerce.

In NLRB v. Jones & Laughlin Steel Corporation (1937), the U.S. Supreme Court upheld the constitutionality of the National Labor Relations Act, affirming the federal government's authority to regulate labor relations in industries affecting interstate commerce.

The Labor-Management Relations Act of 1947, also known as the Taft-Hartley Act, aimed to restrict the power of labor unions by introducing provisions such as the prohibition of closed shops and secondary boycotts.

President Lyndon B. Johnson signed the Civil Rights Act of 1964, which included Title VII prohibiting employment discrimination based on race, color, religion, sex, or national origin.

The Occupational Safety and Health Act of 1970 aimed to regulate workplace safety and health standards to ensure safe and healthful working conditions for employees.

In Griggs v. Duke Power Company (1971), the U.S. Supreme Court established the principle of disparate impact discrimination, holding that employment practices that have a disproportionate adverse impact on a protected group are unlawful even if they are not intended to discriminate.

The Employee Retirement Income Security Act of 1974 (ERISA) aimed to regulate pension and employee benefit plans to ensure the protection of employee benefits and retirement savings.

President Bill Clinton signed the Family and Medical Leave Act of 1993, which allows eligible employees to take unpaid, job-protected leave for certain family and medical reasons.

The Lilly Ledbetter Fair Pay Act of 2009 aimed to address gender-based wage discrimination by resetting the statute of limitations for equal pay claims each time a discriminatory paycheck is issued.

In Regents of the University of California v. Bakke (1978), the U.S. Supreme Court established the principle of affirmative action in employment, allowing race-conscious admissions policies to address past discrimination.

The Americans with Disabilities Act of 1990 aimed to prohibit discrimination against individuals with disabilities in employment, public accommodations, transportation, and other areas.

In Meritor Savings Bank v. Vinson (1986), the U.S. Supreme Court established the principle of hostile work environment harassment, holding that sexual harassment that creates an intimidating, hostile, or offensive work environment is unlawful.

The Equal Pay Act of 1963 aimed to prohibit gender-based wage discrimination by requiring equal pay for equal work performed by men and women.

In McDonnell Douglas Corp. v. Green (1973), the U.S. Supreme Court established the principle of disparate treatment discrimination in employment, holding that employers cannot intentionally discriminate against employees based on race, color, religion, sex, or national origin.