Secondary Boycotts

Definition

Secondary boycotts refer to a strategy used by labor unions where they encourage consumers or other businesses to avoid purchasing from or engaging with a third party that is not directly involved in a labor dispute. This tactic aims to exert pressure on an employer by targeting their business relationships and supply chains, thereby increasing the economic consequences of the primary labor conflict. Such actions can escalate tensions and mobilize community support for the striking workers, but they also raise legal questions regarding their permissibility under labor laws.

5 Must Know Facts For Your Next Test

1. Secondary boycotts are often used to amplify the impact of a strike by targeting the business relationships of the employer with other companies.
2. These boycotts can affect suppliers, customers, and other stakeholders connected to the primary employer, creating wider economic repercussions.
3. The legality of secondary boycotts can vary depending on jurisdiction and specific labor laws, making them a contentious issue in labor relations.
4. Labor unions typically use secondary boycotts as a strategic tool during negotiations or when primary employers refuse to comply with union demands.
5. Employers may seek injunctions against secondary boycotts if they believe these actions are causing undue harm to their business operations.

Review Questions

• How do secondary boycotts differ from primary boycotts in terms of their objectives and targets?
  • Secondary boycotts differ from primary boycotts primarily in their targets and objectives. While primary boycotts directly target an employer involved in a labor dispute, secondary boycotts focus on influencing third parties—such as suppliers or customers—associated with that employer. The objective of secondary boycotts is to increase pressure on the primary employer by disrupting their business connections and encouraging others to withdraw support, which can help amplify the effects of the strike.
• Discuss the potential legal challenges that secondary boycotts might face within labor law frameworks.
  • Secondary boycotts can encounter significant legal challenges due to differing interpretations of labor laws in various jurisdictions. In some areas, secondary boycotts may be deemed illegal under certain conditions, particularly if they violate anti-boycott provisions or lead to unfair competition claims. This creates a complex landscape for unions, as they must navigate both the strategic benefits of using secondary boycotts while remaining compliant with legal regulations that govern labor disputes and collective actions.
• Evaluate the effectiveness of secondary boycotts as a strategy for labor unions in negotiating better working conditions and wages.
  • The effectiveness of secondary boycotts as a strategy for labor unions largely depends on the context in which they are employed. When executed successfully, they can leverage significant economic pressure on employers by disrupting their supply chains and customer bases, thus increasing the urgency for negotiations. However, their success also hinges on community support and public perception; if consumers view these actions negatively, it could backfire. Ultimately, while secondary boycotts can be powerful tools for achieving union goals, they must be carefully planned and executed within the legal frameworks governing labor relations.

Related terms

Primary Boycotts: Primary boycotts involve the direct targeting of an employer by labor unions, urging consumers or other entities to refrain from doing business with that employer during a labor dispute.

Picketing:

Picketing is a form of protest where workers gather outside a workplace to inform others about their strike and persuade them not to cross the picket line, often accompanied by signs and chants.

Union Solidarity: Union solidarity refers to the collective support and unity among union members and other labor organizations during strikes or labor disputes, aimed at strengthening their bargaining power.