Secondary Boycotts

Definition

Secondary boycotts occur when a labor union encourages others, such as consumers or other businesses, to refrain from doing business with a company that is not directly involved in a labor dispute. This tactic aims to increase pressure on the primary employer by impacting its business relationships and can be seen as an extension of the union's efforts to secure better working conditions or contracts.

5 Must Know Facts For Your Next Test

1. Secondary boycotts are often deemed illegal under the National Labor Relations Act (NLRA) if they target neutral parties that are not part of the labor dispute.
2. These boycotts are seen as a strategy to extend the influence of unions beyond the immediate employer, affecting businesses that have a relationship with them.
3. The legality of secondary boycotts varies by jurisdiction and can lead to significant legal challenges for unions.
4. Secondary boycotts can create pressure on the primary employer by affecting their supply chain or customer base, which may compel them to negotiate.
5. While secondary boycotts can be effective in amplifying a union's message, they can also lead to backlash from the public or other businesses who may view them as overly aggressive.

Review Questions

• What are the potential impacts of secondary boycotts on the businesses involved and the overall labor movement?
  • Secondary boycotts can significantly impact businesses by disrupting their operations and customer relationships. This pressure might force employers into negotiations with unions to resolve disputes. Additionally, while these boycotts can strengthen the labor movement by showcasing solidarity and drawing public attention to grievances, they can also alienate neutral parties and provoke negative reactions from consumers or other businesses.
• How do secondary boycotts differ legally from primary boycotts under labor law?
  • Legally, secondary boycotts are more contentious than primary boycotts. While primary boycotts target employers directly involved in disputes and are generally protected under the National Labor Relations Act, secondary boycotts often involve neutral parties and may violate labor laws. This distinction means that unions must navigate complex legal landscapes when organizing secondary boycotts, as they risk facing penalties or injunctions for actions deemed unlawful.
• Evaluate the effectiveness of secondary boycotts as a strategy for unions in achieving their objectives compared to other forms of labor action.
  • Secondary boycotts can be an effective strategy for unions as they amplify pressure on employers beyond direct confrontation, potentially impacting their financial interests significantly. However, their effectiveness may vary based on public perception and legal limitations. Unlike strikes that directly halt production and gain immediate attention, secondary boycotts require broader community support to succeed. Unions must balance the potential benefits with risks such as backlash or legal challenges that could undermine their objectives in the long run.

Related terms

Primary Boycott: A primary boycott is a direct action taken by a labor union against an employer involved in a labor dispute, urging others to not buy products or services from that employer.

Labor Strike: A labor strike is a work stoppage initiated by employees as a protest against their employer, typically aiming for improved working conditions, wages, or other employment terms.

Union Solidarity: Union solidarity refers to the mutual support and collective action of union members to achieve common goals, often manifesting in protests, strikes, or boycotts.