Secondary boycotts

Definition

Secondary boycotts refer to a form of protest in which a labor union encourages or pressures third parties, often businesses, not to do business with an employer involved in a labor dispute. This strategy aims to amplify the impact of the primary boycott against the targeted employer by extending the economic pressure through associated companies. Secondary boycotts can play a significant role in labor relations, as they attempt to leverage external entities to support the union's demands.

5 Must Know Facts For Your Next Test

1. Secondary boycotts can lead to legal challenges, as they may violate certain labor laws that protect businesses from indirect pressure during disputes.
2. These boycotts are often used when primary actions alone do not achieve the desired results or when unions seek to escalate pressure on an employer.
3. Secondary boycotts are generally considered more controversial than primary boycotts due to the involvement of third parties who may have no direct stake in the labor dispute.
4. The effectiveness of secondary boycotts relies heavily on the relationships and economic ties between the targeted employer and the third parties involved.
5. In some cases, secondary boycotts have been instrumental in achieving favorable outcomes for unions, such as improved contracts or settlement agreements.

Review Questions

• How do secondary boycotts enhance the effectiveness of labor unions in their negotiations with employers?
  • Secondary boycotts enhance the effectiveness of labor unions by increasing economic pressure on an employer through third-party businesses that are connected to them. By encouraging these external parties not to engage in business with the targeted employer, unions can amplify the impact of their primary boycott. This tactic can lead to greater visibility for the union's cause and potentially sway public opinion, thereby forcing the employer to reconsider their stance in negotiations.
• Discuss the legal implications surrounding secondary boycotts and how they differ from primary boycotts.
  • The legal implications surrounding secondary boycotts can be complex, as they may violate laws designed to protect businesses from indirect pressures during labor disputes. While primary boycotts are typically protected under labor laws as a legitimate exercise of workers' rights, secondary boycotts face scrutiny because they involve third parties who are not directly involved in the dispute. The legality can vary depending on jurisdiction and specific circumstances, leading unions to carefully consider the potential legal consequences before implementing such tactics.
• Evaluate the strategic considerations a labor union must weigh when deciding to implement a secondary boycott in a labor dispute.
  • When deciding to implement a secondary boycott, a labor union must evaluate several strategic considerations including potential legal repercussions, the likelihood of success, and the impact on community relations. They need to assess how interconnected their target employer is with other businesses and whether these third parties are willing to comply. Additionally, unions should consider public perception and support, as successful secondary boycotts often rely on gaining public sympathy for their cause. Ultimately, unions must balance the potential benefits against possible backlash or counterproductive outcomes that could arise from involving third parties.

Related terms

Primary Boycott: A direct boycott aimed at a specific company or employer by refusing to buy their products or services, often employed by unions during labor disputes.

Labor Unions: Organizations formed by workers to protect their rights and interests, negotiate wages, and improve working conditions through collective bargaining.

Collective Bargaining: The process through which labor unions and employers negotiate terms of employment, including wages, working conditions, and other benefits.