Which legislation aims to protect employees' rights to organize and engage in collective bargaining?

The National Labor Relations Act (NLRA) is the legislation designed primarily to protect employees' rights to organize and engage in collective bargaining. Enacted in 1935, the NLRA establishes the rights of workers to form unions, participate in collective bargaining, and take collective action to improve their working conditions. It aims to ensure that employees have a voice in the workplace and can negotiate with employers as part of a collective group.

This statute also created the National Labor Relations Board (NLRB), which oversees elections for union representation and addresses unfair labor practices by employers or unions. The NLRA is a foundational law in labor relations in the United States, distinguishing itself from the other legislation mentioned, which focuses on different areas of employment law.

The Fair Labor Standards Act (FLSA) regulates minimum wage, overtime pay, and child labor laws but does not specifically address collective bargaining rights. The Employee Retirement Income Security Act (ERISA) deals with pension and health plans, providing protections for employee benefits rather than encompassing labor organizing rights. The Occupational Safety and Health Act (OSHA) targets workplace safety and health standards, with no provisions related to employees' rights to organize or bargain collectively. Thus, the NLRA is uniquely positioned as the legal framework