What law, passed in 1947, restricted the power of labor unions in the United States?

After World War II, the United States experienced a significant wave of labor strikes as workers sought better wages and conditions. This period of labor unrest, coupled with a shifting political climate, led many business leaders and legislators to believe that labor unions had become too powerful. In response, the Labor Management Relations Act of 1947 was enacted, commonly known as the Taft-Hartley Act. This federal law aimed to curb the influence of organized labor and restore a perceived balance between employers and unions.

The Taft-Hartley Act introduced several key restrictions on union activities. It outlawed "closed shops," which required employers to hire only union members, and allowed states to pass "right-to-work" laws, which prohibit mandatory union membership or the payment of union dues as a condition of employment. The act also banned secondary boycotts, jurisdictional strikes, and placed limits on unions' political contributions. Furthermore, it gave the President the authority to seek an injunction to halt strikes that threatened national health or safety.

Despite a veto from President Harry S. Truman, who called it a "dangerous intrusion of free speech," Congress overrode his veto, and the Taft-Hartley Act became law on June 23, 1947. The legislation significantly amended the earlier Wagner Act of 1935, which had been highly supportive of labor unions. While proponents argued it was necessary to prevent union abuses and ensure economic stability, critics contended that it weakened the labor movement and favored corporate interests. The Taft-Hartley Act remains a foundational, and often controversial, part of U.S. labor law, continuing to shape the landscape of union-employer relations today.