Part 1: Impasses, Strikes and Dispute Resolution

good day to each and everyone am mrs marjorie, ple

bo and I am going to percent to you my

report, which is about emphasis, strikes and desperate resolution in

labor relations.

First, as I'm going to give you the defending mission

of bargaining impasse, bargaining impasse or an impact occurs when

labor and management negotiators failed to agree on a mutually

acceptable set of terms and conditions of employment bargaining emphasis

are rare.

Of the thousands of intent to bargain notices filed annually,

Only around 1% resulted strikes.

Nevertheless, bargaining disputes are emphasis and methods for its resolutions

are central topics in labor relations for several reasons.

First, the possibility of bargaining dispute underlies all labor negotiations

because the threat of strikes, lockouts and other pressure tactics,

also known as the economic equipment, can be used to

try to force the other side to make additional concessions

at the bargaining table.

Second, bargaining in good faith to an impact fulfills each

side's legal party bargaining obligation.

This is significant because the employer is then free to

implement the terms of its final offer.

3rd, even though this is very infrequent, major strikes can

have devastating consequences for workers, employers in the public and

are therefore important to understand its nature.

Companies can lose customers and profits and see their stock

prices decline.

Public sector agencies can lose the support of taxpayers and

voters. Workers can lose income and face several emotional and

financial strain, including struggling to pay for food and rent.

Communities might be divided and saw for economic loses and

the public can be deprived of important goods, services and

sources of transportation.

Four is that some dispute resolution methods can be used

before an impasse is rich and others are designed to

prevent an impasse from occurring.

Thus, their significance is greater than a low dispute rate

might otherwise indicate.

And finally, number five, The methods used in bargaining disputes

is a defining picture of different labor relations systems and

laws in the public sector.

For example, striking is often illegal, and bargaining impacts typically

triggers a mandatory dispute resolution mechanism, especially mediation arbitration or

fact finding.

Students of labor relations should therefore understand the alternative methods

of dispute resolution along with their advantages and disadvantages.

Now, I'll give to you the two broad categories of

dispute number one, as we have the interest disputes.

This actually pertained to conflicts of interest, like, for example,

higher wages on the side of the employees now, because

it is the employee's interests versus lower cost or lower

labor costs on the employer's side.

Also, for example, seniority based layoffs versus merit based layoffs.

Broad union into managerial issues versus trick management rights to

conduct business without interference.

These conflicts of interests are the focus of contract negotiations,

compromises on these conflicts result and specific contractual terms, a

wage and benefits package and language governing layoffs and management

rights. For example, in contrast, we have this right dispute.

These are agreements over whether someone's rights have been violated

in labor relations.

These rights are specified in the union, contract rights disputes

are therefore grievances, conflicts over the application and interpretation of

a contract.

Now, let's proceed through strikes and lack out.

A strike occurs when employees refuse to work until an

employer changes exposition on one or more issues.

A strike is fundamentally an expression of protests and this

satisfaction, but it is also frequently intended to enhance laborers

bargaining power by pressuring an employer by withholding very.

Labeler strikers set to increase the employer's costs of disagreement

by depriving the employer of profits or the ability to

satisfy the demands of taxpayers and voters.

If such options are closely enough, the employer will exact

the employees demands to avoid a threatened strike are settled,

an ongoing strike To continue.

I'll give to you the different types of strikes.

We have number one for economic strike.

These are strikes over wages, benefits and what rules private

sector strikers protected by the N.

L. R.

A. Or the National Labor Relations Act?

Yes, they are protected.

Workers cannot be disciplined.

This kind of strike discipline or discharge, but workers can

be replaced with both permanent and temporary strike replacements.

We have the second one the unfair labor practice strikes.

These are strikes in protest against an employer's unfair labor

practices, so they are actually protected.

Yes, they are protected by the N.

L. R.

A. Workers can be disciplined or discharge or permanently replaced,

but the N.

L. R.

A. Must find that an unfairly more practice was committed.

Third s recognition strikes, we have strikes.

These are strikes to force an employer to recognize and

bargaining with the union occurred frequently in labor history, but

the N.

L. R.

A. Encourages the use of representation elections So yes, they

are protected but can pick up only for 30 days.

Workers are protected but can be permanently replaced.

Picketing for recognition is essentially limited to 30 days only.

So after 30 days workers can strike but not be

kept. So we have The 4th 1 The Sympathy Strikes.

These are strikes in support of other workers on strike.

Maybe they can be protected.

A no strike clause in contract might be a waiver

of protection if the clauses clearly or if the clause

clearly includes sympathy strikes.

In this case, workers are not protected and can be

disciplined or discharge.

Otherwise, sympathy strikes are protected, but strikers can be replaced.

We have the 5th one wildcat strikes.

These are the strikers or strikes over Gribbon says while

a contract is still in force occasionally.

Yes they can be protected and no strike clause in

the contract usually waves protection so workers can be disciplined

or discharge.

Otherwise grievance strikes are protected but strikers can be replaced.

We have the 61 jurisdictional strikes, strikes over the assignment

of work to bargaining unit employees.

So no, they are not protected.

No are prohibited by that.

N. L.

R. A.

Nexus. We have the non economic strikes strikes over permissive

bargaining items during contract negotiations.

So they are also uh not protected.

Are prohibited by the N.

L. R.

A. But tax workers no efforts but the Apotex workers

know their their efforts to improve only there we just

hours and other terms and conditions of employment.

And we have the 81 general or political strikes.

These are mass protests against government policies.

So no, they are not protected, but they are only

protected by their efforts, not the strikers, and only protected

by their by their efforts to improve the terms and

conditions of employment by bargaining with their employer.

Next as we have a lock out.

So what is a lack out left out is similar

to an economic strike, in that it is work stoppage

that results from a bargaining dispute.

But a left out is actually initiated by the employer

rather than the employees.

So we have here to uh kinds of like us,

we have number one defensive lack out this occur when

an employer locks out employees to prevent from unexpected strike.

So an example of this is if an employer handles

perishable goods and expects the strike, but the union will

not reveal the timing of its strike plans.

The employer can lock out the employees to prevent loses

stemming from the spoilage of it's perishable products.

So this is a defensive action to protest the employer

from significant economic loses.

Next as we have the other one.

The offensive blackout occurs when an employer takes the initiative

to pressure the union for a more favorable settlement.

A common reason for taking this initiative is to control

the timing of the works package.

For example, baseball players trapped in 1994 just before the

playoffs, so they had been paid for much for disease

and while the owners would lose significant revenue during this

time of big fun interest, to avoid this situation in

subsequent bargaining around, the owners in the professional sports leg

have instead locked out their players when negotiations have reached

an impasse, including both the NBA and and F.

L. in 2011.

While these professional sports blackouts at the most visible blackouts

have been recently occurred in multiple industries, including sugar processing,

tire manufacturing, hospitals and the performing arts.

The annual member of um number of laps outs is

still small, but the recent increase seems to suggest increase

employer militancy in pursuing their bargaining goals.

So both this defensive and offensive lap out our legal

now as long as they protect or support the employers

um bargaining position.

So lap out are not legal if they are overly

aggressive and appeared to be an attempt to destroy the

union.

Part 1: Impasses, Strikes and Dispute Resolution

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