Bruce E. Kaufman. The Origins and Evolution of the Field of Industrial Relations in the United States. (Cornell Studies in Industrial and Labor Relations, number 25.) Ithaca, N.Y.: ILR Press. 1993. Pp. xv, 286. Cloth $40.00, paper $19.95

1994 ◽  
Keyword(s):  
United States ◽  
Labor Relations ◽  
Industrial Relations ◽  
The United States ◽  
Industrial And Labor Relations

Current Topics in Industrial and Labor Relations Research and Practice

1991 ◽  
Vol 17 (3) ◽  
pp. 515-551 ◽  
Author(s):  
Jeffrey B. Arthur ◽  
James B. Dworkin
Keyword(s):  
Labor Movement ◽  
Labor Relations ◽  
Industrial Relations ◽  
The United States ◽  
Future Scenarios ◽  
Major Research ◽  
Research And Practice ◽  
Research Findings ◽  
Industrial And Labor Relations ◽  
The U.S

Recent research on six current topics in industrial and labor relations is reviewed: (a) the decline in union membership in the United States, (b) concession bargaining, (c) unions and employee participation programs, (d) the effect of unions on productivity and profits, (e) dispute resolution, and (f) international industrial relations. For each topic, major research findings are summarized and evaluated along with suggestions forfuture research. The article concludes by considering future scenarios for the U.S. labor movement.

Worker Lawmaking, Sit-Down Strikes, and the Shaping of American Industrial Relations, 1935-1958

2006 ◽  
Vol 24 (1) ◽  
pp. 45-113 ◽  
Author(s):  
Jim Pope
Keyword(s):  
United States ◽  
Supreme Court ◽  
Legal Status ◽  
Labor Relations ◽  
Industrial Relations ◽  
United States Supreme Court ◽  
The United States ◽  
United States Supreme ◽  
National Labor Relations Act ◽  
Labor Practices

Between 1936 and 1939, American workers staged some 583 sit-down strikes of at least one day's duration. In the latter year, the United States Supreme Court issued its opinion inNLRB v. Fansteel Metallurgical Corporation, resolving the official legal status of the tactic.Fansteelmade it clear not only that a state could punish sit-downers for violating trespass laws, but also that an employer could lawfully discharge them—even if that employer had itself provoked the sit-down by committing unfair labor practices in violation of the National Labor Relations Act.

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