Secondary Boycott

Definition

A secondary boycott occurs when a labor union encourages individuals or other unions to stop doing business with a company that is not directly involved in a labor dispute. This tactic is often used to apply pressure on an employer to address the union's demands by targeting the employer’s suppliers or customers. It serves as a strategy to amplify the impact of a primary dispute by affecting related businesses and their economic interests.

5 Must Know Facts For Your Next Test

1. Secondary boycotts are generally considered illegal under the National Labor Relations Act if they are aimed at an employer that is not directly involved in a labor dispute.
2. These boycotts can create significant economic pressure on targeted companies by disrupting their supply chains and customer relationships.
3. Labor unions may use secondary boycotts as a way to gain leverage during negotiations, especially when a primary employer is resistant to union demands.
4. There are legal limitations on how unions can conduct secondary boycotts, and violations can lead to penalties or legal actions against the union.
5. The effectiveness of secondary boycotts can vary based on public support, the economic importance of the targeted company, and the media coverage surrounding the labor dispute.

Review Questions

• How does a secondary boycott differ from a primary boycott in terms of its targets and objectives?
  • A secondary boycott targets businesses that are not directly involved in a labor dispute, whereas a primary boycott focuses on the employer with whom the labor union has a direct conflict. The objective of a secondary boycott is to exert pressure on the primary employer by affecting its suppliers or customers, thereby amplifying the impact of the labor dispute. This tactic aims to create broader economic repercussions to motivate the primary employer to negotiate with the union.
• What legal challenges do unions face when organizing secondary boycotts, and how do these challenges impact their strategies?
  • Unions face significant legal challenges when organizing secondary boycotts due to restrictions set forth by the National Labor Relations Act. These laws typically make secondary boycotts illegal if they target businesses not directly involved in a dispute. This impacts union strategies as they must find ways to apply pressure without crossing legal boundaries, often requiring them to focus more on public relations campaigns or creative forms of solidarity without direct boycotting.
• Evaluate the overall effectiveness of secondary boycotts as a tool for labor unions in achieving their goals in labor disputes.
  • The overall effectiveness of secondary boycotts as a tool for labor unions can be mixed, depending on various factors such as public sentiment, media coverage, and the economic significance of affected companies. While these boycotts can generate substantial pressure and influence negotiations, they also risk backlash and potential legal repercussions for the unions. Success often hinges on uniting public support around the cause and maintaining strategic communication throughout the process, allowing unions to leverage broader community engagement while navigating complex legal frameworks.

Related terms

Primary Boycott: A primary boycott is when a union directly persuades workers or others not to do business with an employer that is involved in a labor dispute with the union.

Unfair Labor Practices: Unfair labor practices refer to actions taken by employers or unions that violate the National Labor Relations Act, such as discriminating against employees for union activities or interfering with the formation of unions.

Collective Bargaining: Collective bargaining is the process through which unions negotiate contracts and agreements with employers regarding wages, benefits, and working conditions for their members.