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In early labor and employment law history, employers enjoyed unfettered power under the at-will employment doctrine, which allowed employees to be terminated for any reason, so long as they were not hired for a fixed term. Seeking to remedy the harsh conditions imposed on working men, Congress altered the employment dynamics by equalizing the previously employer dominated at-will employment relationship. Congress enacted the National Labor Relations Act (NLRA) to safeguard employee rights and prevent abuse by employers who enjoyed greater bargaining power. Considered the heart of the NLRA, section 7 codifies the protections guaranteed to private sector employees—including the right to engage in protected concerted activity. Congress simultaneously created the National Labor Relations Board (NLRB) to ensure proper administration and enforcement of the NLRA and to provide employees with a forum to voice alleged violations. . . .