Lock Out During Labor Strike

What is a lock-out?
A lock-out occurs when an employer closes a workplace, suspends work or refuses to continue
employing a number of employees during a labor dispute.
Section 1 (1) of the Labour Relations Act, 1995 defines a lock-out as the closing of a place of
employment, a suspension of work or a refusal by an employer to continue to employ a number
of employees, with a view to compel or induce the employees, or to aid another employer to
compel or induce that employer's employees, to refrain from exercising any rights or privileges
under this Act or to agree to provisions or changes in provisions respecting terms or conditions
of employment or the rights, privileges or duties of the employer, an employers' organization, the
trade union, or the employees.
What is a strike?
A strike is a collective action by employees to stop or curtail work. Section 1 (1) of the Labour
Relations Act, 1995 defines a strike as a cessation of work, a refusal to work or to continue to
work by employees in combination or in concert or in accordance with a common understanding,
or a slow-down or other concerted activity on the part of employees designed to restrict or limit
output.

Strike action (or simply strike) describes collective action undertaken by groups of workers in the form of
a refusal to perform work. This is a tactic often employed by labor unions during collective bargaining with
an employer. However, it is also common for workers to strike without the sanction of a labor union, either
because the union refuses to endorse such a tactic, or because the workers concerned are not unionised.
Such strikes are often described as unofficial. Under some circumstances, strikes may be take place in
order to put pressure on the State or other authorities.
In ordinary usage, the term 'strike' is often used to describe all work stoppages, regardless of the origin of
the dispute. In other contexts, however, a strike can be distinguished from a lockout. The former
describes a stoppage initiated by workers or unions in an attempt to win improved pay or conditions; the
latter describes a stoppage prompted by the employers' action in reducing pay, removing benefits, or in
some other respect modifying conditions in a manner detrimental to the interests of workers and unions.
The latter is sometimes also described as a defensive strike. In many stoppages, the precise origins of
the dispute are unclear, or are contested by the different sides involved. For this reason, the decision to
describe a stoppage as a 'strike' or as a 'lockout' may be influenced by one's perspective or political
outlook.
A strike may consist of workers refusing to attend work or picketing outside the workplace so as to
prevent or dissuade other people from working in their place or conducting business with their employer.
Or, a strike may consist of workers attending or occupying the workplace, but refusing either to do their
jobs or to leave. This is known as a sit-down strike.
Strikes may be specific to a particular workplace, employer, or unit within a workplace, or they may
encompass an entire industry, or every worker within a city or country. Strikes that involve all workers, or
a number of large and important groups of workers, are known as general strikes.


Strike breakers, Chicago Tribune strike, 1986, Chicago, Illinois
People in certain professions, particularly those regarded as critical to society, are sometimes prohibited
by law from striking. Police, firefighters, and air traffic controllers are among the groups sometimes
affected. Occasionally, people in these professions will try to circumvent strike restrictions, such as by
falsely claiming inability to work due to illness this is sometimes called a "sickout". The term "blue flu"
has sometimes been used to describe this action when taken by police officers.
Strikes first became important during the industrial revolution, when mass labour became important in
factories and mines. In most countries they were quickly made illegal as factory owners had far more
political power than the workers. Most western countries legalized striking partially in the late nineteenth
or early twentieth century.
In Communist regimes such as the former USSR, striking was illegal and viewed as counter-
revolutionary. Since the government in such systems was meant to represent the working class it was
claimed that unions and strikes were not necessary.
Most other totalitarian systems also ban strikes.
Types of strikes
If a strike takes place against the will of the leadership of the union, or without a union, it's known as a
wildcat strike. In many countries, wildcat strikes do not enjoy the same legal protections as standard
union strikes, and may result in penalties for the union whose members participate.
A sit-down strike is a strike in which workers show up to work, but refuse to work.
A general strike is a strike affecting all areas of a labour force across many industries.
A sympathy strike (or secondary strike) is a strike initiated by workers in one industry and supported by
workers in a separate but related industry.
A jurisdictional strike Jurisdictional strike is a concept in United States labor law that refers to a concerted
refusal to work undertaken by a union to assert its members right to particular job assignments and to
protest the assignment of disputed work to members of another union or to unorganized workers.
Another tactic short of a full strike is a work-to-rule, in which workers perform their tasks exactly as they
are required to but no better. For example, workers might follow all safety regulations in such a way that it
impedes their productivity, or they might refuse to work any overtime.
When an employer prevents employees from working, this is known as a lockout; collectively, lockouts
and strikes are known as work stoppages.
Strike-breakers
People hired to replace striking workers are known as scabs, or scab labor, or strike-breakers. Unionists
use the epithet "scab" to refer to workers who are willing to accept terms that union workers have
rejected. The word comes from the idea that the workers are covering a wound.
http://www.wordiq.com/definition/Labor_strike
Labor policy in the Philippines
From Wikipedia, the free encyclopedia
(Redirected from Labor Policy in the Philippines)
Jump to: navigation, search
Labor Policy in the Philippines is specified mainly by the countrys Labor Code of the
Philippines and through other labor laws. They cover 38 million Filipinos that belong to the labor
force and to some extent, also the overseas workers. They aim to address Filipino workers legal
rights and their limitations with regard to the hiring process, working conditions, benefits,
policymaking on labor within the company, activities, and relations with employers.
The Labor Code and other legislated labor laws are implemented primarily by government
agencies, namely, Department of Labor and Employment and Philippine Overseas Employment
Agency. Non-government entities, such as the trade unions and employers, also play a role in the
countrys labor policy by actively ensuring their proper implementation and on the political
level, by lobbying for development or modification of work-related laws.
Contents
[hide]
1 General Overview and Statistics
o 1.1 Labor Force
o 1.2 Employment
o 1.3 Unemployment and under-employment
2 Labor Issues
o 2.1 Output Growth and Employment
o 2.2 Labor Productivity
o 2.3 Underemployment, Overseas Employment
o 2.4 Youth Unemployment, Job and Skill Mismatch, Educated Unemployed
o 2.5 Balance between workers welfare and employment generation
3 Labor Code in the Philippines
o 3.1 Pre-Employment Policies
3.1.1 Minimum Employable Age
3.1.2 Overseas Employment
o 3.2 Regulation on Conditions of Employment
3.2.1 Minimum Wage Rate
3.2.2 Regular Work Hours and Rest Periods
3.2.3 Rest Days
3.2.4 Nightshift Differential and Overtime
3.2.5 Household helpers
o 3.3 Post-Employment
3.3.1 Termination by Employer
3.3.2 Retirement
4 Labor Market Institutions
o 4.1 Government
4.1.1 Department of Labor and Employment(DOLE)
4.1.2 Bureau of Labor and Employment Statistics (BLES)
4.1.3 Technical Education and Skills Development Authority(TESDA)
4.1.4 Philippine Overseas Employment Agency (POEA)
o 4.2 Labor Unions
o 4.3 Employers confederation
5 References
6 External links
General Overview and Statistics[edit]
Labor Force[edit]
The Philippines is a country that has one of the biggest available pools of qualified workers
(aged 1564) in the world in absolute terms which ranks 13th largest in the world behind
countries like Vietnam, Japan, and Mexico. In 2010 its people qualified for work had reached
55.5M.
[1]
On its working age groups ratio to the countrys total population, it ranks 147th
[2]
at
61%, bordering the middle and bottom third of the world ranking, by virtue of its relatively large
population of elderly and children combined.
With this large pool of available workers, the Philippines has more than 38M people that belong
to the labor force which is one of the largest in the world almost making it to the top ten
notwithstanding a relatively mediocre participation rate of 64.5%.
[1]
The labor force has
consistently grown by an average 2% for the past three years. This labor force is dominated by
people that have an educational attainment below the tertiary level which make up 71%.
[1]

Employment[edit]
Out of this labor force 36.2M
[3]
Filipinos are employed and this number has been increasing by
an average of more than 2% in the last three years. This proportion of employed working people
in the Philippines constitutes 59%
[1]
of the population, a relatively large percentage that belongs
to the upper-third in the world ranking. The Philippines ranks relatively low in its employed
worker-to-GDP ratio with only $8,260
[1]
which hints about the countrys productivity issues.
Nevertheless, this GDP per employed worker has been growing by an average of 3% over the
last decade.
Most of these employed workers are in the field of Services (50%), followed by Agriculture
(34%) and Industry (15%) with the lowest share.
[3]
There has been a considerable employment
growth in each of the Services and Industry sector of about 4% since 2009 while employment in
the Agricultural sector has been fluctuating. A large portion of these employed workers are
salary/wage workers and then followed by self-employed people.
Unemployment and under-employment[edit]
Meanwhile there are about 2.7M Filipinos
[3]
that are unemployed which constitutes about 7.4%
of the labor force. This is the lowest rate the Philippines enjoys since 1996, before the country
suffered from the Asian Financial Crisis. After unemployment rate peaked in 2000,
[1]
it has been
on a steep decline by an average of 8.5% each year through to 2010. Out of this unemployed
group of workers, 88% is roughly split between people who at least had a high school or a
college education.
[3]

A large proportion of college graduates are nursing graduates whose numbers now sum up to
about 200,000 according to a report by Philippine Nurses Association.
[4]
As of 2011, it is
estimated that about 7M are underemployed . It went back up after it fell in 2010 at 6.5M.
Visibly underemployed people, people working less than 40 hours per week, cover 57% while
the rest is made up by Invisible underemployed people, those who work over 40 hours per week
but wants more hours.
[3]

Labor Issues[edit]
Output Growth and Employment[edit]

In the past years, the GDP of the Philippines had grown steadily from 2001 to 2004. Though
there was a slowdown in 2005-2006, there was high growth again in 2006 which was interrupted
only by the onset of the global financial crisis of 2008-2009.
[5]
During these periods of growth,
there was a slower pace of growth in employment. This lagging may be due to the extreme
weather disturbances the country experienced. Considering that a large part of the labor force is
employed in agriculture, this is valid. Another reason is the difference between GDP and
employment with respect to their sectoral structures. Agriculture, forestry and fishing sector
contribute only less than one-fifth (16.8%) in the countrys GDP in 2010 considering that one
third (33.2%) of the total employed is working in this sector.This lagging could also be viewed
with distinction to full-time and part-time employment. In 2009 for instance, employment grew
by 2.9% despite the slowdown in GDP to 1.1%. But the growth in employment occurred almost
entirely among part-time workers (8.4%) while full-time employment actually fell (-0.5%)..
[5]

Labor Productivity[edit]
Total Factor Productivity (TFP), the efficiency in use of both labor and capital, is important
because labor income depends on labor productivity growth. This growth is the average product
of labor which correlates with labors contribution to enterprise revenue and profits.
Improvements in workers real wages and earnings is related to labor productivity growth and
not exactly to employment growth. Improvements in real wages, improves the poverty incidence
of the people thus helping in poverty reduction. Canlas, Aldaba Esguerra argues that
policymakers should have a good understanding of the sources of TFP because sustainable
growth comes from rising TFP growth. One key factor is educated labor, which has the capacity
to invent, innovate, and master new techniques. At the long run, it is important to educate the
population and invest in human development and research and development to improve TFP. But
there should be care in this issue as there is the so-called job mismatch which will be discussed
later. Canlas, Aldaba, Esguerra advise that to raise TFP growth, monetary policy and fiscal
policy should stabilize a predictable environment for the private sector.
[6]

Underemployment, Overseas Employment[edit]
With the declining earnings, people are looking for additional hours of work (underemployed),
or going abroad (overseas employment) or choose to be self-employed. This also shows how
they are not content with the quality of employment. The self-employed are actually indifferent
between the wage employment and self-employment that they decided to be on their own.
[6]
This
makes them, together with the unpaid family workers, part of the vulnerable employment and its
earnings is weak compared to the wage one. On the other hand, they can be overseas Filipino
workers. In 2009, it was reported that 1.423 million Filipinos were deployed overseas.
[5]
This
mitigates the unemployment problem but also poses moral hazard problems, reducing labor force
participation in the family.
[6]

Youth Unemployment, Job and Skill Mismatch, Educated Unemployed[edit]
In 2010, half of the 2.9 million unemployed Filipinos were age 15-24.
[5]
More than half of the
unemployed youth are such due to lack of job opportunities, lack of skills and the competition
with older ones. This lack of training and skills and incompetence may be due to poor education,
which shows that indeed, education must be improved.
[6]
On the other hand, theres the job and
skill mismatch. Even with the high unemployment rate, there are actually jobs that are not filled
because there are no applicants who have the right qualifications.
[5]
The improvement of
education must be well-thought so that it corresponds with what the labor market needs. There
must be attention given to the technical and vocational education of labor. The government
should cooperate with the private sector for better information regarding the labor demand.
[6]

From this job mismatch problem also arises the educated unemployed. In 2010, the
unemployment rate among the college educated is about 11%. Some are having difficulty in
finding appropriate job for the degree they have. Others on the other hand, have higher
reservation wages and can afford to wait for better opportunities.
[5]

Balance between workers welfare and employment generation[edit]
In the past decades, the Philippines experienced that having policies that are biased on workers
welfare and protection may hinder employment creation. Sound policies that improves the
condition of employment and workers welfare without resulting into too much increase in labor
costs would be better. The consequences of a rigid labor market due to undue intervention may
result in lower investments and thus, slower growth.
[6]

Labor Code in the Philippines[edit]
The Labor Code of the Philippines is the current law governing employment practices and labor
relations in the Philippines. It also identifies the rules and standards regarding employment such
as pre-employment policies, labor conditions, wage rate, work hours, employee benefits,
termination of employees, and so on.
[7]
Under the regime of then dictator [Ferdinand Marcos], it
was promulgated in May 1. 1974 and took effect November 1, 1974, six months after its
promulgation.
[8]

Pre-Employment Policies[edit]
Minimum Employable Age[edit]
The minimum age for employment is 15 years old and below that age is not allowed. Persons of
age 15 to 18 can be employed given that they work in non-hazardous environments.
[9]

Overseas Employment[edit]
As for overseas employment of Filipinos, foreign employers are not allowed to directly hire
Philippine nationals except through board and entities authorized by the Secretary of Labor.
Travel agencies also cannot transact or help in any transactions for the employment or placement
of Filipino workers abroad. Once Filipinos have a job in a foreign country, they are required to
remit or send a portion of their income to their families, dependents, and/or beneficiaries in the
Philippines.
[9]

Regulation on Conditions of Employment[edit]
Minimum Wage Rate[edit]
The minimum wage rate for Non-Agriculture employees established under Wage Order No.
NCR 15 is P404 per day, but in May 9, 2011, a (cost of living allowance) of P22 per day was
added to P404 wage, making the minimum wage P426 as of the current date. COLA was also
added to the previous P367 minimum wage for the following sectors: Agriculture, Private
Hospitals (with bed capacity of 100 or less), and manufacturing establishments (with less than 10
workers), leaving the sectors with P389 as minimum wage.
[10]

Regular Work Hours and Rest Periods[edit]
The Labor Code set the regular hours of work per day to be no more than 8 hours and not
exceeding 5 days a week. Health personnel such as nurses, pharmacists, midwives, paramedical
technicians, physicians, and more, are exempted to the 5 days working limit if their services are
deemed necessary, but with an additional compensation of 30% of their regular wage rate.
[9]

Short duration of rest periods are to be included in the working hours except meal times which
can be of longer duration. Employers can give 30 minutes upto 1 hour of meal time per day, but
are not accounted for the working periods.
[9]

Rest Days[edit]
All employees have the right to have a 24 consecutive hours of rest day after every 6 days of
work. Employers are responsible for determining and scheduling the rest day of employees
except only if the employee prefers a different day based on religious grounds. However, the
employer may require an employee to work during his/her rest day in cases of emergencies,
special circumstances at work in which employees are seriously needed, to prevent losses or
damage to any goods or to the employer, and other cases that have reasonable grounds.
[9]

Nightshift Differential and Overtime[edit]
Employees are also given additional wages for working in night shifts. The night shift starts from
10 oclock in the evening until 6 oclock in the morning, and employees will receive 10% more
of his/her regular wage rate. Overtime work for employees (beyond 8 hours) is allowed and
workers shall be paid with his/her regular wage plus an additional 25% of the regular wage per
hour worked or 30% during holidays or rest days.
[9]

Household helpers[edit]
Household helpers, or maids, are common in the Philippines. Household helpers are those that
deliver services at the employers home, attending to the employers instructions and
convenience. The minimum wage of household helpers is P800 per month for some cities in
metro manila, while a lower wage is paid to those outside of metro manila. However, most
household helpers receive more than the minimum wage; employers usually give wages ranging
from P2,500 and above per month. On top of that, employers are required to provide food,
sanitary lodging, and a just treatment to the household helper.
[9]

Post-Employment[edit]
Termination by Employer[edit]
The employer has the right to terminate an employee due to the following reasons: serious
misconduct or disobedience to the employer, neglect of duties or commission of a crime by the
employee, and such causes the gives the employer a just case to terminate the service of the
employer.
[9]

Retirement[edit]
The retirement age for an employee depends on the employment contract. Upon retirement, the
retired employee should be given his/her benefits according to the agreement or contract between
the employer and the employee. However, if there is no existing retirement plan or agreement for
the employee, he/she may retire at the age of 60, given that he/she has served the employer for 5
years, and shall be given a retirement pay of at least half a months salary for every year of
service ( 6 months of work given is considered as 1 whole year for the retirement pay).
[9]

Labor Market Institutions[edit]
Government[edit]
The Philippine government greatly affects the Labor market through its policies and
interventions. It plays a role in job creation through generating a formidable environment for
investment; in ensuring the workers welfare through policies like the Labor Code; in improving
the education of the labor; in informing regarding the jobs available to match the skills of the
people; in implementing expansionary fiscal and monetary policies to reduce unemployment
rate. Though, there must be care in using fiscal and monetary policies because it may result in
high inflation rate in the long-run.
[6]
Below are some government agencies concerned with the
labor market.
Department of Labor and Employment(DOLE)[edit]
Founded on December 8, 1933, DOLE is the government agency overseeing the labor market of
the Philippines. It is tasked to implement the Labor Code and other labor and employment-
related policies of the government. They have different programs for job generation, skills
training for workers, job fairs and placements, for overseas workers, and others that helps
enhance the labor market of the Philippines.
[11]

Bureau of Labor and Employment Statistics (BLES)[edit]
Under the DOLE, BLES gathers data and research regarding the labor market. These statistics
are important in making sound policies (Aldaba, Canlas,Esguerra). One example of data is that
regarding job vacancies. One reason of vacancies in spite of unemployment is that people do not
know where to look for the right job. BLES gather information on vacancies and applicants and
submit this to DOLE for dissemination.
[3]

Technical Education and Skills Development Authority(TESDA)[edit]
The Technical Education and Skills Development Authority (TESDA), under the supervision of
DOLE, is the government agency mandated to oversee the development of technical education
and skills development (TESD) of the labor force of the Philippines. TESDA aims to train skilled
workers especially on technical and vocational services in which our country is lacking.
[12]

Philippine Overseas Employment Agency (POEA)[edit]
The POEA is DOLE's arm that administers to the overseas employment of Filipino workers. It
aims to ensure and protect the migrant workers' rights and welfare. It is also tasked to promote,
develop and supervise the government's overseas employment program.
[13]

Labor Unions[edit]
Trade or Labor unions in the Philippines are organizations sanctioned by Labor Code of the
Philippines as an acknowledgment of Filipino workers freedom to self-organize. Trade unions
aim to promote enlightenment among Filipino workers concerning their wages, hour of work,
and other legal rights.
[9]
They aim to raise awareness on their obligations as union members and
employees, as well. Moreover they serve as legitimate entities that negotiate with employers in
policy-making with regard to terms and conditions of employment. These negotiations formally
take place in the process of Collective Bargaining Agreement.
Trade unions are granted with a right to go on a strike,
[9]
a temporary stoppage of work by the
employees when there is a labor dispute. Labor disputes are defined as situation when there are
controversies surrounding negotiations and arranging of the terms and condition of employment.
The union, however, must file a notice of strike or the employer must file a notice of lockout
with the Ministry. But when a strike or lockout is deemed to compromise national interests or
interests of the Filipino public (for instance, the case of health workers), the Secretary of Labor
and Employment has the authority to prohibit it and deliberately enforce resumption of regular
operations.
In the Philippines, TUCP (Trade Union Congress of the Philippines) is the largest union and
confederation of 30 labor federations in the country which come from a wide range of sectors.
[14]

As of 2009, there are a total of 34,320 unions with consist of members summing up to 2.6
million.
[15]

Employers confederation[edit]
In the Philippines, there are also employers conferderation in order to lobby the protection of
firm owners; this confederation represents the business sector and employers in the country. The
most known of which is the Employers Confederation of the Philippines. ECOP is leading in
being the voice of the employers in labor management and socioeconomic development.
[16]
Last
September 27, 2011, ECOP had a dialogue with Labor secretary, Rosalinda Baldoz regrading
different issues on labor like the Pregnant Women Workers Act, impact of too many holidays on
business, wages, ongoing review of DOLE Department Order No. 18-02, and employment and
competitiveness. ECOP stressed that DOLE should consider the business community when
issuing policies.
[17]

The Labor Code of the Philippines stands as the law governing employment practices and labor
relations in the Philippines. It was enacted on Labor day of 1974 by President Ferdinand Marcos,
in the exercise of his then extant legislative powers.
Features[edit]
The Labor Code prescribes the rules for hiring and termination of private employees; the
conditions of work including maximum work hours and overtime; employee benefits such as
holiday pay, thirteenth month pay and retirement pay; and the guidelines in the organization and
membership in labor unions as well as in collective bargaining.
The Labor Code contains several provisions which are beneficial to labor. It prohibits
termination from employment of Private employees except for just or authorized causes as
prescribed in Article 282 to 284 of the Code. The right to trade union is expressly recognized, as
is the right of a union to insist on a closed shop.
Strikes are also authorized for as long as they comply with the strict requirements under the
Code, and workers who organize or participate in illegal strikes may be subject to dismissal.
Moreover, Philippine jurisprudence has long applied a rule that any doubts in the interpretation
of law, especially the Labor Code, will be resolved in favor of labor and against management.
http://en.wikipedia.org/wiki/Labor_Code_of_the_Philippines


What is a strike?
A strike is a collective action by employees to stop or curtail work. Section 1 (1) of the Labour
Relations Act, 1995 defines a strike as a cessation of work, a refusal to work or to continue to
work by employees in combination or in concert or in accordance with a common understanding,
or a slow-down or other concerted activity on the part of employees designed to restrict or limit
output.
What is a lock-out?
A lock-out occurs when an employer closes a workplace, suspends work or refuses to continue
employing a number of employees during a labour dispute.
Section 1 (1) of the Labour Relations Act, 1995 defines a lock-out as the closing of a place of
employment, a suspension of work or a refusal by an employer to continue to employ a number
of employees, with a view to compel or induce the employees, or to aid another employer to
compel or induce that employer's employees, to refrain from exercising any rights or privileges
under this Act or to agree to provisions or changes in provisions respecting terms or conditions
of employment or the rights, privileges or duties of the employer, an employers' organization, the
trade union, or the employees.
http://ustlawreview.com/pdf/vol.XLIX/Articles/Illegal_Strikes_in_the_Philippines.pdf
http://industrialrelations.naukrihub.com/strikes.html

A strike is a very powerful weapon used by trade unions and other labor associations to get
their demands accepted. It generally involves quitting of work by a group of workers for
the purpose of bringing the pressure on their employer so that their demands get accepted.
When workers collectively cease to work in a particular industry, they are said to be on
strike.

According to Industrial Disputes Act 1947, a strike is a cessation of work by a body of
persons employed in an industry acting in combination; or a concerted refusal of any
number of persons who are or have been so employed to continue to work or to accept
employment; or a refusal under a common understanding of any number of such persons
to continue to work or to
accept employment. This definition throws light on a few aspects of a strike. Firstly, a strike
is a referred to as stoppage of work by a group of workers employed in a particular industry.
Secondly, it also includes the refusal of a number of employees to continue work under their
employer.

In a strike, a group of workers agree to stop working to protest against something they think
is unfair where they work. Labors withhold their services in order to pressurize their
employment or government to meet their demands. Demands made by strikers can range
from asking for higher wages or better benefits to seeking changes in the workplace
environment. Strikes sometimes occur so that employers listen more carefully to the workers
and address their problems.

Causes of strikes:

Strikes can occur because of the following reasons:
Dissatisfaction with company policy
Salary and incentive problems
Increment not up to the mark
Wrongful discharge or dismissal of workmen
Withdrawal of any concession or privilege
Hours of work and rest intervals
Leaves with wages and holidays
Bonus, profit sharing, Provident fund and gratuity
Retrenchment of workmen and closure of establishment
Dispute connected with minimum wages

TYPES OF STRIKE
1. Economic Strike: Under this type of strike, labors stop their work to enforce their
economic demands such as wages and bonus. In these kinds of strikes, workers ask for
increase in wages, allowances like traveling allowance, house rent allowance, dearness
allowance, bonus and other facilities such as increase in privilege leave and casual leave.
2. Sympathetic Strike: When workers of one unit or industry go on strike in sympathy
with workers of another unit or industry who are already on strike, it is called a
sympathetic strike. The members of other unions involve themselves in a strike to
support or express their sympathy with the members of unions who are on strike in other
undertakings. The workers of sugar industry may go on strike in sympathy with their
fellow workers of the textile industry who may already be on strike.
3. General Strike: It means a strike by members of all or most of the unions in a region or
an industry. It may be a strike of all the workers in a particular region of industry to force
demands common to all the workers. These strikes are usually intended to create political
pressure on the ruling government, rather than on any one employer. It may also be an
extension of the sympathetic strike to express generalized protest by the workers.
4. Sit down Strike: In this case, workers do not absent themselves from their place of
work when they are on strike. They keep control over production facilities. But do not
work. Such a strike is also known as 'pen down' or 'tool down' strike. Workers show up to
their place of employment, but they refuse to work. They also refuse to leave, which
makes it very difficult for employer to defy the union and take the workers' places. In
June 1998, all the Municipal Corporation employees in Punjab observed a pen down strike
to protest against the non-acceptance of their demands by the state government.
5. Slow Down Strike: Employees remain on their jobs under this type of strike. They do
not stop work, but restrict the rate of output in an organized manner. They adopt go-slow
tactics to put pressure on the employers.
6. Sick-out (or sick-in): In this strike, all or a significant number of union members call in
sick on the same day. They dont break any rules, because they just use their sick leave
that was allotted to them on the same day. However, the sudden loss of so many
employees all on one day can show the employer just what it would be like if they really
went on strike.
7. Wild cat strikes: These strikes are conducted by workers or employees without the
authority and consent of unions. In 2004, a significant number of advocated went on
wildcat strike at the City Civil Court premises in Bangalore. They were protesting against
some remarks allegedly made against them by an Assistant Commissioner
MANAGING A STRIKE
The beginning of an employee strike is almost always a difficult period for small
business owners. The adversarial nature of such actions can be jarring for company
leaders who are unfamiliar with strikes, and the walk-out itself can threaten small-and
midsized business owners with devastating economic consequences (large companies
can be hurt by strikes, too, of course, but their very existence is not usually jeopardized).
Given this reality, small business owners and their management teams must take steps
to ensure that their companies will be able to continue their operations during the
strike. As Brenda Paik Sunoo wrote in Personnel Journal, "a strike will inevitably pose
challenges in many areas: managing contingent workers; setting up communication
between management and all employees; maintaining customer service; establishing
interim policies regarding benefits, overtime, vacations, and sick leave; and bolstering
non-striking employees' morale. Clearly, those that prepare well in advance will suffer
the least trauma during and after a labor dispute."
Indeed, business experts universally agree that advance planning is key to managing a
strike. They note that few companies can claim that they were caught flat-footed by a
work stoppage. Most strikes occur when labor contracts expire, and even those that do
not take place on such a specific date typically provide management with plenty of
warning signs. Businesses that prepare for contract expirations and other potential
strike periods by drawing up detailed contingency plans in advance will be much better
equipped to weather a strike than will those firms that wait until the last minute. In
recognition of this reality, Risk Management noted in 1998 that increasing numbers of
companies have created management teamssometimes called strike contingency
planning teams (SCPTs)to address potential strike issues.
Advance preparation efforts should cover a broad spectrum of operational areas. For
example, businesses should have a plan in place to put together a contingent work force,
whether comprised of replacements, non-striking employees (often supervisory
personnel), or a combination of the two. A company that maintains information on
recent job applicants, for example, may find itself better positioned to form a contingent
work force than a firm that neglects to do so. Contingent work forces will also need
training on a variety of issues, from duties to customer relations to legal matters (non-
striking personnel already employed by the company may well need this training as well,
since they will in many cases be undertaking unfamiliar tasks and interacting with
customers and suppliers with whom they may not be familiar. Appropriate training
programs should be in place well before a strike, not cobbled together after a strike
actually occurs. Employers will also have to prepare interim policies governing various
human resource issues for both striking and non-striking workers.
Companies facing strike actions should also make sure that their customers and
suppliers are notified at appropriate times of that possibility. If your company suddenly
announces to a major customer that your facility has been hit with a strike without
providing that customer without any prior warning, you are likely to lose that customer
for good, even after the labor dispute has been resolved. Businesses facing strikes should
also make preparations for alternative service to valued clients and customers.
Another key to successful strike management, say labor experts, is for management to
maintain a professional stance throughout. Many labor disputes disintegrate into
intensely negative clashes, with repercussions that are felt long after the strike itself has
been settled. Small business owners should do their best to prevent negotiations from
becoming acrimonious. Owners who are capable of empathy with their striking
employees' concerns about job security and economic wellbeing will be better able to
manage this than will those who automatically dismiss all work stoppages as solely an
outgrowth of union greed.
Finally, business owners should plan ahead to make sure that they have adequate
security if a strike takes place. "Strikes, by their very nature, are adversarial," stated
Sunoo. "They often are accompanied by disruptions in service and product delivery, and
sometimes even violence." Savvy businesses will contact local legal and governmental
authorities in advance to discuss issues such as picket lines, responses to disturbances,
etc. In addition, businesses at risk of being the target of a work stoppage will often need
to hire security forces to monitor the premises and protect their contingent work force.
The role of security is twofold, said one security expert in an interview with Personnel
Journal: 1) providing managers and non-striking employees with assurances that they
can go to work without being injured, and 2) gathering evidence of any strike-related
misconduct on the part of strikers for later use in legal proceedings.
Companies seeking security service have a number of options from which to choose,
including their own personnel, local off-duty law enforcement personnel, and local
security firms that provide security guards. Experts recommend that companies seeking
security help look to firms with previous strike experience and avoid local security firms
unless they can get assurances that none of their guards have any meaningful social or
familial relationship to any of the strikers.


Read more: http://www.referenceforbusiness.com/small/Di-Eq/Employee-
Strikes.html#ixzz2nMKjyXSq
http://www.referenceforbusiness.com/small/Di-Eq/Employee-Strikes.html



The earliest accounts of strike action are found in the Old Testament, although dates are
uncertain, as are the results. In the Genesis 11:9 workers building the Tower of Babel quit their
project after God (Yahweh) decrees that people will have many languages rather than one. In
Exodus 5:7, another form of strike comes when a Pharaoh tells Hebrew brickmakers they will
not receive more straw from him and must keep producing bricks with straw they find
themselves (giving rise to the phrase "bricks without straw"). The Exodus story was dated by
Sidney Webb and Beatrice Webb in The History of Trade Unionism (1890) as occurring around
1490BC.
[2]

The first historically certain account of strike action was towards the end of the 20th dynasty,
under Pharaoh Ramses III in ancient Egypt on 14 November 1152 BC. The artisans of the Royal
Necropolis at Deir el-Medina walked off their jobs because they had not been paid.
[3][4]
The
Egyptian authorities raised the wages.
The use of the English word "strike" first appeared in 1768, when sailors, in support of
demonstrations in London, "struck" or removed the topgallant sails of merchant ships at port,
thus crippling the ships.
[5][6]
Official publications have typically used the more neutral words
"work stoppage" or "industrial dispute".
The strike action only became a feature of the political landscape with the onset of the Industrial
Revolution. For the first time in history, large numbers of people were members of the industrial
working class; they lived in cities and exchanged their labour for payment. By the 1830s, when
the Chartist movement was at its' peak, a true and widespread 'workers consciousness' was
awakening. In 1842 the demands for fairer wages and conditions across many different industries
finally exploded into the first modern general strike. After the second Chartist Petition was
presented to Parliament in April 1842 and rejected, the strike began in the coal mines of
Staffordshire, England, and soon spread through Britain affecting factories, mills in Lancashire
and coal mines from Dundee to South Wales and Cornwall.
[7]
Instead of being a spontaneous
uprising of the mutinous masses, the strike was politically motivated and was driven by a hard-
headed agenda to win concessions. Probably as much as half of the then industrial work force
were on strike at its peak - over 500,000 men. The local leadership marshalled a growing
working class tradition to politically organize their followers to mount an articulate challenge to
the capitalist, political establishment. Friedrich Engels, an observer in London at the time, wrote:
by its numbers, this class had become the most powerful in England. . . . The English proletarian
is only just becoming aware of his power, and the fruits of this awareness were the disturbances
of last summer.
[8]

As the 19th century progressed, strikes became a fixture of industrial relations across the
industrialized world, as workers organized themselves to collectively bargain for better wages
and standards with their employees.
In 1937 there were 4,740 strikes in the United States.
[9]
This was the greatest strike wave in
American labor history. The number of major strikes and lockouts in the U.S. fell by 97% from
381 in 1970 to 187 in 1980 to only 11 in 2010 Companies countered the threat of a strike by
threatening to close or move a plant.
[10][11]

International Covenant on Economic, Social and Cultural Rights adopted in 1967 ensure the right
to strike at Article 8.
[12]

A list of strikes of historic significance may be found here.

Categories of strikes[edit]


A rally of the trade union UNISON in Oxford during a strike on 2006-03-28.


2005 New York City transit strike
Most strikes are undertaken by labor unions during collective bargaining. The object of
collective bargaining is to obtain a contract (an agreement between the union and the company)
which may include a no-strike clause which prevents strikes, or penalizes the union and/or the
workers if they walk out while the contract is in force. The strike is typically reserved as a threat
of last resort during negotiations between the company and the union, which may occur just
before, or immediately after, the contract expires.
Sometimes a union will strike rather than sign an agreement with a no-strike clause. Such an
action was documented in Harlan County, USA, a video about a United Mine Workers strike.
In some industrial unions, the no-strike clause is considered controversial
[by whom?]
.
Generally, strikes are rare: according to the News Media Guild, 98% of union contracts in the
United States are settled each year without a strike.
[citation needed]
Occasionally, workers decide to
strike without the sanction of a labor union, either because the union refuses to endorse such a
tactic, or because the workers concerned are not unionized. Such strikes are often described as
unofficial. Strikes without formal union authorization are also known as wildcat strikes.
In many countries, wildcat strikes do not enjoy the same legal protections as recognized union
strikes, and may result in penalties for the union members who participate or their union. The
same often applies in the case of strikes conducted without an official ballot of the union
membership, as is required in some countries such as the United Kingdom.
A strike may consist of workers refusing to attend work or picketing outside the workplace to
prevent or dissuade people from working in their place or conducting business with their
employer. Less frequently workers may occupy the workplace, but refuse either to do their jobs
or to leave. This is known as a sit-down strike. A similar tactic is the work-in, where employees
occupy the workplace but still continue work, often without pay, which to attempts to show they
are still useful, or that worker self-management can be successful. This occurred for instance
with factory occupations in the Bienno Rossi strikes-the "two red years" of Italy from 1919-1920.
Another unconventional tactic is work-to-rule (also known as an Italian strike, in Italian
Sciopero bianco), in which workers perform their tasks exactly as they are required to but no
better. For example, workers might follow all safety regulations in such a way that it impedes
their productivity or they might refuse to work overtime. Such strikes may in some cases be a
form of "partial strike" or "slowdown".
During the development boom of the 1970s in Australia, the Green ban was developed by certain
unions described by some as more socially conscious. This is a form of strike action taken by a
trade union or other organized labor group for environmentalist or conservationist purposes. This
developed from the black ban, strike action taken against a particular job or employer in order to
protect the economic interests of the strikers.
United States labor law also draws a distinction, in the case of private sector employers covered
by the National Labor Relations Act, between "economic" and "unfair labor practice" strikes. An
employer may not fire, but may permanently replace, workers who engage in a strike over
economic issues. On the other hand, employers who commit unfair labor practices (ULPs) may
not replace employees who strike over ULPs, and must fire any strikebreakers they have hired as
replacements in order to reinstate the striking workers.


Teamsters, wielding pipes, clash with armed police in the streets of Minneapolis during a 1934 strike.
Strikes may be specific to a particular workplace, employer, or unit within a workplace, or they
may encompass an entire industry, or every worker within a city or country. Strikes that involve
all workers, or a number of large and important groups of workers, in a particular community or
region are known as general strikes. Under some circumstances, strikes may take place in order
to put pressure on the State or other authorities or may be a response to unsafe conditions in the
workplace.
A sympathy strike is, in a way, a small scale version of a general strike in which one group of
workers refuses to cross a picket line established by another as a means of supporting the striking
workers. Sympathy strikes, once the norm in the construction industry in the United States, have
been made much more difficult to conduct due to decisions of the National Labor Relations
Board permitting employers to establish separate or "reserved" gates for particular trades,
making it an unlawful secondary boycott for a union to establish a picket line at any gate other
than the one reserved for the employer it is picketing. Sympathy strikes may be undertaken by a
union as an organization or by individual union members choosing not to cross a picket line.
A jurisdictional strike in United States labor law refers to a concerted refusal to work undertaken
by a union to assert its members right to particular job assignments and to protest the
assignment of disputed work to members of another union or to unorganized workers.
A student strike has the students (sometimes supported by faculty) not attending schools. In
some cases, the strike is intended to draw media attention to the institution so that the grievances
that are causing the students to "strike" can be aired before the public; this usually damages the
institution's (or government's) public image. In other cases, especially in government-supported
institutions, the student strike can cause a budgetary imbalance and have actual economic
repercussions for the institution.
A hunger strike is a deliberate refusal to eat. Hunger strikes are often used in prisons as a form of
political protest. Like student strikes, a hunger strike aims to worsen the public image of the
target.
A "sickout", or (especially by uniformed police officers) "blue flu", is a type of strike action in
which the strikers call in sick. This is used in cases where laws prohibit certain employees from
declaring a strike. Police, firefighters, and air traffic controllers are among the groups commonly
barred from striking: usually by state and federal laws meant to ensure the safety and/or security
of the general public. So are teachers in some U.S. states (see below). Workers have sometimes
circumvented these restrictions by falsely claiming inability to work due to illness.
Newspaper writers may withhold their names from their stories as a way to protest actions of
their employer.
[13]



Strikebreakers[edit]
Main article: Strikebreaker


Strikebreaking driver and cart being stoned during sanitation worker strike. New York City, 1911.
A strikebreaker is someone who continues to work during strike action by trade unionists or
temporary and permanent replacement workers hired to take the place of those on strike.
Strikebreakers are commonly given derogatory terms like scab and blackleg. The act of working
during a strike whether by strikebreakers, management personnel, non-unionized employees or
members of other unions not on strike is known as crossing the picket line, regardless of
whether it involves actually physically crossing a line of picketing strikers. Crossing a picket line
can result in passive and/or active retaliation against that working person.
Irwin, Jones, McGovern (2008) believe that the term 'scab' is part of a larger metaphor involving
strikes. They argue that the picket line is symbolic of a wound and those who break its borders to
return to work are the scabs who bond that wound. Others have argued that the word is not a part
of a larger metaphor but, rather, originates from the old-fashioned English insult, "scab." The
OED gives the etymology of 'scab' in this sense as a term of abuse or depreciation derived from
the MDu. schabbe, applied to women with the senses slut and scold and 'scurvy'.
"Blackleg" is an older word and is found in the late-nineteenth/early-twentieth century folk song
from Northumberland, Blackleg Miner. The term does not necessarily owe its origins to this tune
of unknown origin. The song is, however, notable for its lyrics that encourage violent acts
against strikebreakers.


Strike breakers, Chicago Tribune strike, 1986, Chicago, Illinois
Union strikebreaking[edit]
The concept of union strikebreaking or union scabbing refers to any circumstance in which
union workers themselves cross picket lines to work.
Unionized workers are sometimes required to cross the picket lines established by other unions
due to their organizations having signed contracts which include no-strike clauses. The no-strike
clause typically requires that members of the union not conduct any strike action for the duration
of the contract; such actions are called sympathy or secondary strikes. Members who honor the
picket line in spite of the contract frequently face discipline, for their action may be viewed as a
violation of provisions of the contract. Therefore, any union conducting a strike action typically
seeks to include a provision of amnesty for all who honored the picket line in the agreement that
settles the strike.
No-strike clauses may also prevent unionized workers from engaging in solidarity actions for
other workers even when no picket line is crossed. For example, striking workers in
manufacturing or mining produce a product which must be transported. In a situation where the
factory or mine owners have replaced the strikers, unionized transport workers may feel inclined
to refuse to haul any product that is produced by strikebreakers, yet their own contract obligates
them to do so.
Historically the practice of union strikebreaking has been a contentious issue in the union
movement, and a point of contention between adherents of different union philosophies. For
example, supporters of industrial unions, which have sought to organize entire workplaces
without regard to individual skills, have criticized craft unions for organizing workplaces into
separate unions according to skill, a circumstance that makes union strikebreaking more
common. Union strikebreaking is not, however, unique to craft unions.
Methods used by employers to deal with strikes[edit]
Most strikes called by unions are somewhat predictable; they typically occur after the contract
has expired. However, not all strikes are called by union organizations some strikes have been
called in an effort to pressure employers to recognize unions. Other strikes may be spontaneous
actions by working people. Spontaneous strikes are sometimes called "wildcat strikes"; they
were the key fighting point in May 1968 in France; most commonly, they are responses to
serious (often life-threatening) safety hazards in the workplace rather than wage or hour disputes,
etc.
Whatever the cause of the strike, employers are generally motivated to take measures to prevent
them, mitigate the impact, or to undermine strikes when they do occur.


To bring public attention, a giant inflatable rat is used in the U.S. at the site of a labor dispute.
Strike preparation[edit]
Companies which produce products for sale will frequently increase inventories prior to a strike.
Salaried employees may be called upon to take the place of strikers, which may entail advance
training. If the company has multiple locations, personnel may be redeployed to meet the needs
of reduced staff.
Companies may also take out strike insurance prior to an anticipated strike, to help offset the
losses which the strike would cause.
One of the weapons traditionally wielded by already-established unions is strike action. Some
companies may decline entirely to negotiate with the union, and respond to the strike by hiring
replacement workers. This may create a crisis situation for strikers do they stick to their
original plan and rely upon their solidarity, or is there a chance that the strike may be lost? How
long will the strike last? Will strikers' jobs still be there if the strike fails? Are other strikers
defecting from the strike? Companies that hire strikebreakers typically play upon these fears
when they attempt to convince union members to abandon the strike and cross the union's picket
line.
Unions faced with a strikebreaking situation may try to inhibit the use of strikebreakers by a
variety of methods establishing picket lines where the strikebreakers enter the workplace;
discouraging strike breakers from taking, or from keeping, strikebreaking jobs; raising the cost of
hiring strikebreakers for the company; or employing public relations tactics. Companies may
respond by increasing security forces and seeking court injunctions.
Examining conditions in the late 1990s, John Logan observed that union busting agencies helped
to "transform economic strikes into a virtually suicidal tactic for U.S. unions." Logan further
observed, "as strike rates in the United States have plummeted to historic low levels, the demand
for strike management firms has also declined."
[19]

In the U.S., as established in the National Labor Relations Act there is a legally protected right
for private sector employees to strike to gain better wages, benefits, or working conditions and
they cannot be fired. Striking for economic reasons (like protesting workplace conditions or
supporting a union's bargaining demands) allows an employer to hire permanent replacements.
The replacement worker can continue in the job and then the striking worker must wait for a
vacancy. But if the strike is due to unfair labor practices ULP, the strikers replaced can demand
immediate reinstatement when the strike ends. If a collective bargaining agreement is in effect,
and it contains a "no-strike clause", a strike during the life of the contract could result in the
firing of all striking employees which could result in dissolution of that union. Although this is
legal it could be viewed as union busting.
Strike breaking[edit]
Some companies negotiate with the union during a strike; other companies may see a strike as an
opportunity to eliminate the union. This is sometimes accomplished by the importation of
replacement workers, strikebreakers or "scabs". Historically, strike breaking has often coincided
with union busting. It was also called 'Black legging' in the early 20th century, during the
Russian socialist movement.
[20]

Union busting[edit]
Main article: Union busting
One method of inhibiting or ending a strike is firing union members who are striking which can
result in elimination of the union. Although this has happened it is rare due to laws regarding
firing and "right to strike" having a wide range of differences in the US depending on whether
union members are public or private sector. Laws also vary country to country . In the US it is
legal to fire striking public sector employees if the strike is illegal. Conversely in the UK, "It is
important to understand that there is no right to strike in UK law.".
[21]
Employees who strike risk
dismissal, unless it is an official strike (one called or endorsed by their union) in which case they
are protected from unlawful dismissal, and cannot be fired for at least 12 weeks. UK laws
regarding work stoppages and strikes are defined within the Employment Relations Act 1999 and
the Trade Union and Labour Relations (Consolidation) Act 1992. One of the most significant
cases of mass-dismissals in the UK in 2005 involved the sacking of over 600 Gate Gourmet
employees at Heathrow Airport
[22][23]
was viewed as a union busting tactic and caused a great
deal of media scrutiny and outrage. Under the direction of Gate Gourmet's HR Director Andy
Cook, according to BBC: "Gate Gourmet sacked more than 600 staff last week in a working
practices row, prompting a walkout by British Airways ground staff that paralysed flights and
stranded thousands of travellers in the UK. Andy Cook, Gate Gourmet's director of human
resources at that time, said "The company had not been looking to cut the size of the protests,
only stop the minority engaged in harassment.".
[24]
Cook is now CEO of the UK labor relations
advisory firm Marshall-James Global Solutions Ltd.
[25]

In 1962 US President John F. Kennedy issued Executive Order #10988
[26]
which established the
right for public sector employees to form trade unions but made it "illegal" to strike (United
States Code: Title 5,7311, U.S.). In 1981 President Ronald Reagan, after public sector union
PATCO or Professional Air Traffic Controllers Organization (1968) went on strike illegally, he
fired them and the action caused the dissolution of the union. Although the firing was technically
legal, he was criticized at the time for exercising union busting. PATCO reformed to become
National Air Traffic Controllers Association.
In the U.S., as established in the National Labor Relations Act there is a legally protected right
for private sector employees to strike to gain better wages, benefits, or working conditions and
they cannot be fired. Striking for economic reasons (i.e., protesting workplace conditions or
supporting a union's bargaining demands) allows an employer to hire permanent replacements.
The replacement worker can continue in the job and then the striking worker must wait for a
vacancy. But if the strike is due to unfair labor practices ULP, the strikers replaced can demand
immediate reinstatement when the strike ends. If a collective bargaining agreement is in effect,
and it contains a "no-strike clause", a strike during the life of the contract could result in the
firing of all striking employees which could result in dissolution of that union. Although this is
legal it could be viewed as union busting.
Lockout[edit]
Another counter to a strike is a lockout, the form of work stoppage in which an employer refuses
to allow employees to work. Two of the three employers involved in the Caravan park grocery
workers strike of 2003-2004 locked out their employees in response to a strike against the third
member of the employer bargaining group. Lockouts are, with certain exceptions, lawful under
United States labor law.
Violence[edit]
Main article: Anti-union violence
Historically, some employers have attempted to break union strikes by force. One of the most
famous examples of this occurred during the Homestead Strike of 1892. Industrialist Henry Clay
Frick sent private security agents from the Pinkerton National Detective Agency to break the
Amalgamated Association of Iron and Steel Workers strike at a Homestead, Pennsylvania steel
mill. Two strikers were killed, twelve wounded, along with two Pinkertons killed and eleven
wounded. In the aftermath, Frick was shot in the neck and then stabbed by Alexander Berkman,
surviving the attack, while Berkman was sentenced to 22 years in prison.


Strike, painting by Stanisaw Lentz
Films[edit]
Non-fiction[edit]
Final Offer - A look at the 1984 contract negotiations between General Motors and its union.
Harlan County, USA, Director: Barbara Kopple, USA 1976A documentary film about a very long
and bitter strike of coal miners in Kentucky
American Dream, Director: Barbara Kopple, USA 1990 A documentary film about the
unsuccessful 1985-1986 meatpacker's strike against Hormel Foods in Austin, Minnesota.
Bastard Boys, A miniseries based on the 1998 Australian waterfront dispute.
Fiction[edit]
Statschka Strike, Director: Sergei Eisenstein, Soviet Union 1924
Brder brothers, Director: Werner Hochbaum, Germany 1929On the general strike in the port
of Hamburg, Germany in 1896/97
The Stars Look Down, Director: Carol Reed, England 1939 Film about a strike over safety
standards at a coal mine in North-East England - based on the Cronin novel
The Grapes of Wrath a 1940 film by John Ford includes description of migrant workers striking,
and its violent breaking by employers, assisted by the police. Based on the novel by John
Steinbeck.
Salt of the Earth, Director: Herbert J. Biberman, USA 1953Fictionalized account of an actual
zinc-miners' strike in Silver City, New Mexico, in which women took over the picket line to
circumvent an injunction barring "striking miners" from company property. The striking women
were largely played by real members of the strike, and one woman was deported to Mexico
while filming. The union organizer Clinton Jencks (from Jencks v. United States fame) also
participated.
The Molly Maguires, Director: Martin Ritt, 1970 film starring Sean Connery and Richard Harris.
Frustrated by the failure of strike action to achieve their industrial objectives, a secret society
among Pennsylvania coal miners sabotages the mine with explosives to try to get what their
industrial action failed to obtain. A Pinkerton agent infiltrates them.
F.I.S.T, Director: Norman Jewison, 1978 loosely based on the Teamsters union and former
president Jimmy Hoffa.
Norma Rae, Director: Martin Ritt, 1979.
Matewan, Director: John Sayles, 1987 critically acclaimed account of a coal mine-workers'
strike and attempt to unionize in 1920 in Matewan, a small town in the hills of West Virginia.
Made in Dagenham, 2010 based on the strike at Fords plant in Dagenham, UK, which won
equal pay for female workers.
Other uses[edit]
http://www.ncmb.ph/Publications/Manual%20on%20Strike/
MOS.HTM