Employees and the Right to Strike

There is much debate about whether employees should have rights in industrial lawsuits for employee and strike rights. I read a lot of different materials and combined my research. One reason to support workers is that they can fight the harsh security situation. For example, in the nuclear power industry, violating safety may have tragic consequences. Furthermore, when employees are exposed to nuclear materials, it can lead to serious diseases such as cancer, leukemia, and radiation disorders.

In our reading, the author raises a question. The core foundation of the discussion is "fairness" (ie, should all employees, private sector, or the public involved in the collective bargaining process be treated the same)? The author's question also caused a dilemma. As this problem applies only to the "major sector" of the US economy, the authors solved this problem without defining this term. The author treats only the "important" sector of the US economy, so the authors believe that some sectors are not important. According to the analysis of the author, I agree that civil servants should be allowed strikes.

In the US, private sector employees have the right to receive legal protection under the National Labor Relations Act in order to obtain better wages, benefits or working conditions and can not be dismissed. Employers can hire permanent agents for economic reasons (ie protests to the workplace environment or support for trade union negotiation requirements). Alternative workers can continue working, after that strikers must wait for vacancies. However, if the strike is due to an unfair labor practice (ULP), a striker striked can seek immediate recovery at the end of the strike. If collective bargaining agreement enters into force and includes "strike banning clause", strikes during the term of validity of the contract may cause all strikers to be dismissed and the union to be dissolved.