Which labor law aims to provide fairness in labor management relations?

The Wagner Act, also known as the National Labor Relations Act (NLRA), was enacted in 1935 and is focused on promoting fairness in labor management relations. This law established the legal right for employees to form or join labor unions, engage in collective bargaining, and engage in concerted activities for mutual aid or protection. Its primary goal is to protect the rights of workers and to promote balanced and fair negotiations between employees and employers, which is fundamental to maintaining a healthy labor-management relationship. This act created the National Labor Relations Board (NLRB) to oversee and enforce the provisions related to union activities and resolve disputes between labor and management, thus ensuring the process is fair and equitable for all parties involved.

The other options, while significant components of labor law, focus on different aspects such as restricting labor union power (Taft-Hartley), protecting the rights of union members (Landrum-Griffin), or preventing non-violent labor disputes (Norris LaGuardia). These laws contribute to the broader landscape of labor relations but do not specifically emphasize fairness in labor management relations in the way the Wagner Act does.