What was a consequence of the Taft-Hartley Act?

The Taft-Hartley Act, officially known as the Labor Management Relations Act of 1947, was a significant piece of legislation that aimed to balance the power between labor unions and employers. One of its primary consequences was the restriction of union activities. The Act imposed limitations on the types of activities unions could engage in, including prohibiting secondary boycotts and jurisdictional strikes, which are tactics that unions often used to exert pressure on employers and other parties.

Additionally, the Taft-Hartley Act required union leaders to sign affidavits affirming that they were not members of the Communist Party and allowed states to pass "right-to-work" laws, which further diminishes the power of unions by allowing employees to work without being compelled to join a union or pay dues. Overall, the Act was designed to curb what was seen as the excessive power of labor unions during a period when they had been gaining influence.

In this context, while other choices might reflect aspects of labor relations, they do not accurately capture the primary consequence of the Taft-Hartley Act, which indeed focused on regulating and limiting union activities.