Strike

The development of labor unions in the nineteenth century was met by employer hostility. The concept of COLLECTIVE BARGAINING between employer and employee was viewed as antithetical to the right of individual workers and their employers to negotiate wages and working conditions—a concept known as liberty of contract. When unions did strike, they were left to deal with management without legal protections. Employers fired strikers and obtained injunctions from courts that ordered unions to end the strike or risk CONTEMPT of court.

The unequal bargaining power of unions was remedied in the 1930s with the passage of two important federal LABOR LAWS. In 1932, Congress passed the NORRIS-LAGUARDIA ACT (29 U.S.C.A. §§ 101 et seq.), which severely limited the power of federal courts to issue injunctions in labor disputes. The act imposed strict procedural limitations and safeguards to prevent abuses by the courts. The National Labor Relations Act (Wagner Act) of 1935 (29 U.S.C.A. §§ 151 et seq.) clearly established the right of employees to form, join, or aid labor unions. The act authorized collective bargaining by unions and gave employees the right to participate in "concerted actions" to bargain collectively. The major concerted action was the right to strike.

Federal labor laws require a 60-day waiting period before workers can strike to force termination or modification of an existing collective bargaining agreement. The terms of the agreement remain in full force and effect during this period, and any employee who strikes can be fired. The 60-day "cooling-off period" begins when the union serves notice on the employer or when the existing contract ends. This provision does not affect the right of employees to strike in protest of some UNFAIR LABOR PRACTICE of their employer. It does help to prevent premature strikes, however.