Secondary picketing, also referred to as secondary boycotts or secondary strikes, occurs when individuals protest outside a business or organisation that is not directly engaged in a labor dispute but has some affiliation with the company or organisation being protested against.
Secondary picketing is a form of picketing in which workers protest outside a business that is not their employer but has some connection to their employer. For instance, if factory workers go on strike, they may picket the offices of the company that supplies materials to the factory. This is known as secondary picketing. In a recent teacher’s strike, the teachers picketed outside the school district’s headquarters and also outside the offices of a company that supplied textbooks to the district. This serves as an example of secondary picketing. While secondary picketing can be controversial due to its potential disruption of non-involved businesses, it can also be an effective means for workers to exert pressure on their employer to meet their demands.
Secondary picketing is when a union pickets a business that is not directly involved in the labor dispute, such as a supplier or customer of the primary employer.
In some jurisdictions, secondary picketing is legal as long as it meets certain criteria, such as being related to the primary labor dispute and not causing undue harm to the secondary business.
If secondary picketing involves aggressive or intimidating behavior, it may be considered unlawful harassment and could result in legal action against the picketers.
Yes, a business that is being targeted by secondary picketers may be able to seek legal remedies, such as obtaining a court injunction to stop the picketing.
In some cases, secondary picketing may be considered a form of free speech and therefore protected under the First Amendment, but this can vary depending on the specific circumstances and local laws.
Yes, secondary picketing can have a negative impact on the reputation of a business, especially if it leads to disruptions or public relations issues.
If secondary picketing results in harm to the secondary business, the primary union may be held legally liable for any damages caused.
Yes, secondary picketing is often used as a bargaining tactic to put pressure on a secondary business to influence the primary employer in a labor dispute.
Yes, the NLRB may impose restrictions on secondary picketing if it is deemed to be unfair labor practice or if it violates the National Labor Relations Act.
Yes, secondary picketing is often used as a form of solidarity action to show support for the primary labor dispute and to put pressure on other businesses connected to the primary employer.
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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