Employment Law Practice Exam 2025 – Comprehensive Prep Resource

The Labor-Management Relations Act, commonly known as the Taft-Hartley Act, is the correct answer because it specifically aims to protect employees' rights to organize and engage in collective bargaining. Enacted in 1947, this legislation sought to balance the power between unions and employers and included several provisions that reinforced the rights of employees to form unions and engage in collective bargaining for better terms of employment.

The Taft-Hartley Act addressed issues such as preventing unfair labor practices by unions and ensuring that employees have the right to refrain from union activity if they choose. It also provided mechanisms for resolving disputes between unions and employers, ensuring that collective bargaining processes are respected and adhered to.

In contrast, the Fair Labor Standards Act primarily focuses on wage and hour regulations, such as establishing minimum wage and overtime pay. The Occupational Safety and Health Act centers on workplace safety and health standards. The Family and Medical Leave Act provides employees with the right to take unpaid leave for specific family and medical reasons rather than addressing collective bargaining rights. Each of these acts serves important functions in employment law, but none of them specifically expand employees' rights to organize and bargain collectively like the Taft-Hartley Act does.