What did the Norris-LaGuardia Act of 1932 establish regarding employment contracts?

The Norris-LaGuardia Act of 1932 primarily established that employers cannot force contracts upon employees, especially regarding agreements that would inhibit their right to join labor unions or engage in collective bargaining. This legislation was significant in protecting workers' rights by limiting the power of employers to impose "yellow-dog contracts," which were agreements whereby employees promised not to join a union as a condition of employment.

The act effectively promoted the freedom of workers to come together for collective action without the fear of being penalized or coerced by their employers. This framework laid the groundwork for labor rights in the United States, emphasizing that employees should have the autonomy to decide whether to join unions or participate in collective bargaining without undue influence from their employers.

Other options do not accurately reflect the intent or provisions of the Norris-LaGuardia Act. For instance, the requirement for employees to sign contracts to work or the idea that contracts must be reviewed annually does not align with the act's purpose. The option concerning contract termination at any time does not capture the essence of the act's protections for employees against coercive contractual obligations.