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For most employers, unless the workforce was already unionized or unionization was an imminent or constant threat, the National Labor Relations Board (NLRB) traditionally had little impact on day-to-day operations or planning. The NLRB’s principal purpose is to enforce The National Labor Relations Act (NLRA), which is designed to protect workers who seek to engage in protected, concerted activity. Consequently, the NLRB rarely reached beyond activities that involved workers’ efforts to organize or bargain collectively with their employers.

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