The Taft-Hartley Act banned the store closed in the United States in 1947. The trade union shop was declared illegal by the Supreme Court. [9] States that have the right to work go even further by not allowing employers to impose a form of union fees on workers, known as agency fees. An employer cannot legally agree with a union to recruit only union members, but it may agree to require workers to be members of the union or to pay the equivalent of union taxes within a specified period of time after the start of employment. Similarly, a union could ask an employer who had accepted a store contract before 1947 to dismiss a worker who had been excluded from the union for any reason, but it cannot require an employer to lay off an employee of a union contract, other than the non-payment of taxes that are required of all workers. If an employee is not exempt from overtime, there are many cases where overtime is not properly paid, for example. B when an employee is not paid for travel time between construction sites, activities prior to the start of the position or after the end of the position, and work-preparation activities that are essential to the work. When a worker is entitled to overtime, he or she must receive one and a half times the worker`s „regular wage rate“ for all hours over 40 hours during the same work week. Congress also amended the National Labor Relations Act under the same law created by the LMRDA by strengthening the Taft-Hartley Act`s prohibitions against secondary boycotts, banning certain types of „hot cargo“ agreements, under which an employer agreed to cease operations with other employers and authorized the General Counsel of the National Labor Relations Board to obtain an injunction against a union , filing an application for representation with the NLRB. The law found that yellow dog contracts were unenforceable in the Federal Court. It also found, as a U.S. law, that workers should be free to form unions without employer interference and also withdrew from federal jurisdiction with respect to the granting of restraining orders in non-violent workplace disputes.

No federal court can offer jurisdiction. The three provisions include the protection of self-organization and workers` freedom, the removal of jurisdiction in federal courts and the prohibition of the „yellow dog“. Section 13A of the Act was fully enforced by the United States Supreme Court in New Negro Alliance v. Sanitary Grocery Co., in which the court held that the law prohibits employers from prohibiting the peaceful dissemination of employment conditions by those involved in an active conflict, even if such dissemination takes place on Demener`s property. This is an unfair labour practice for an employer—… (3) by discrimination with respect to the employment or employment of a job, or by a clause or condition of employment intended to promote or prevent affiliation with a labour organization: provided that nothing in that sub-chapter or in any other U.S. status prevents an employer from entering into an agreement with a labour organization … as a condition of employment affiliation on or after the thirtieth day following the start of this activity or the entry into force of such an agreement … if such a work organization is the staff representative….

In addition, provided that no employer justifies discrimination against a worker for non-affiliation with a labour organization (A) if he has legitimate reason to believe that such affiliation was not available to the worker under the same conditions as those generally applied to other members, or (B) if there are legitimate reasons to believe that the affiliation is based on grounds other than the worker`s omission, periodic levies and opening taxes have been is the subject of a uniform tender, refused or terminated. Conditions for acquiring or maintaining membership.