Define: Work Stoppage

No, employees must typically give their employer advance notice before going on strike, as required by labor laws and any applicable collective bargaining agreements.

It depends on the circumstances and the applicable laws. Generally, employers cannot retaliate against employees for engaging in protected work stoppages, such as strikes organized by labor unions.

Employers may have the right to hire replacement workers during a work stoppage, but this can vary depending on the specific situation and any applicable labor laws or collective bargaining agreements.

Employees may face disciplinary action for participating in an unauthorized or illegal work stoppage, but they are generally protected from retaliation for engaging in protected work stoppages under labor laws.

Employers may have the right to lock out employees during a work stoppage, but this is subject to specific legal requirements and any applicable labor laws or collective bargaining agreements.

Employees may not receive pay during a work stoppage, as they are typically not performing their regular job duties. However, they may be eligible for strike pay from their union or other sources.

Employers can choose to negotiate with employees during a work stoppage, but this is not required. Negotiations may occur through collective bargaining or other means.

Employees generally cannot be forced to participate in a work stoppage, as this would violate their rights under labor laws and any applicable collective bargaining agreements.

Yes, work stoppages can be resolved through mediation or arbitration, which may be required under certain labor laws or collective bargaining agreements.

Work stoppages can lead to legal action if they violate labor laws or any applicable collective bargaining agreements. This can include lawsuits, unfair labor practice charges, or other legal proceedings.