A no-strike clause is a provision in a workers’ contract that prohibits them from going on strike. Instead, they are required to utilise arbitration, a specialized system, to address any issues that may arise.
A no-strike clause is a provision in a labor agreement that prohibits employees from striking and instead requires them to resolve disputes through arbitration. For example, if a union and a company have a labor agreement with a no-strike clause, they must use the arbitration process to address any conflicts rather than resorting to a strike. This clause aims to prevent work stoppages and maintain a stable and productive work environment by promoting collaboration and issue resolution through arbitration.
A no-strike clause is a provision in a labor contract that prohibits employees from engaging in strikes or work stoppages during the term of the contract.
Yes, no-strike clauses are legal and enforceable under federal labor law.
Yes, an employer can require employees to sign a no-strike clause as a condition of employment.
If employees violate a no-strike clause, they may be subject to disciplinary action, including termination of employment.
Yes, a union can agree to a no-strike clause as part of a collective bargaining agreement.
Yes, a no-strike clause can be waived by mutual agreement of the employer and the union.
Yes, an employer can lock out employees during a no-strike clause if the lockout is in response to a strike or work stoppage.
Yes, an employer can hire replacement workers during a no-strike clause if the strike or work stoppage is ongoing.
Yes, an employer can sue employees for damages caused by a strike during a no-strike clause.
Yes, employees can challenge the validity of a no-strike clause if they believe it violates their rights under federal labor law.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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