Economist Robert Samuelson describes the relationship between labor and business as three eras.

He says that over the past century, there were three broad labor regimes.

“The first, in the early 1900s, featured “unfettered labor markets,” as economic historian Price Fishback of the University of Arizona puts it. Competition set wages and working conditions. There was no federal unemployment insurance or union protection. Workers were fired if they offended bosses or the economy slumped; they quit if they thought they could do better. Turnover was high: Fewer than a third of manufacturing workers in 1913 had been at their current jobs for more than five years.” (Sound familiar?)

Then:

“After World War II, labor relations became more regulated and administered — the second regime. The Wagner Act of 1935 gave workers the right to organize; decisions of the National War Labor Board also favored unions. By 1945, unions represented about a third of private workers, up from 10 percent in 1929. Health insurance, pensions and job protections proliferated. Factory workers laid off during recessions could expect to be recalled when the economy recovered. Job security improved. By 1973, half of manufacturing workers had been at the same job for more than five years.

“To avoid unionization and retain skilled workers, large nonunion companies emulated these practices. Career jobs were often the norm. If you went to work for IBM at 25, you could expect to retire from IBM at 65. Fringe benefits expanded. Corporate America, unionized or not, created a private welfare state to protect millions from job and income loss.”

After the recession of the early 1980s, after President Reagan broke the air traffic controllers’ strike, things changed.

“Now comes the third labor regime: a confusing mix of old and new. The private safety net is shredding, though the public safety net (unemployment insurance, Social Security, anti-poverty programs, anti-discrimination laws) remains. Economist Fishback suggests we may be drifting back toward “unfettered labor markets” with greater personal instability, insecurity — and responsibility. Workers are often referred to as “free agents.” An article in the Harvard Business Review argues that lifetime employment at one company is dead and proposes the following compact: Companies invest in workers’ skills to make them more employable when they inevitably leave; workers reciprocate by devoting those skills to improving corporate profitability.”

Surely ALEC, funded by major corporations, deserves some credit here for rolling back state laws that protect collective bargaining.