Under the Wagner Act, how were unions viewed in relation to employers?

Under the Wagner Act, unions were viewed primarily as advocates for employees. The Act, formally known as the National Labor Relations Act of 1935, aimed to protect the rights of workers to organize and bargain collectively. It recognized the importance of unions in representing the interests and rights of employees in negotiations with employers. This framework established a legal foundation for unions to act on behalf of workers, ensuring that they had a voice in their employment conditions, wages, and overall treatment at the hands of their employers.

The Wagner Act also set forth the framework for collective bargaining, highlighting that unions were not merely third parties or neutral participants in the employment relationship but essential representatives for the workforce. As a result, labor organizations gained legitimacy and were empowered legally to participate in discussions with employers, thus reinforcing their role as advocates dedicated to enhancing the working conditions and rights of their members.

In summary, the Wagner Act solidified unions' role as vital representatives for employees, ensuring they could advocate for better treatment and negotiate more favorable terms of employment.