In labor relations, what is a 'lockout'?

In labor relations, what is a 'lockout'?

• A. A temporary stoppage of employee work
• B. A refusal of an employer to provide work
• C. A strike initiated by the employees
• D. A collective bargaining method

Answer: (B)

A 'lockout' in labor relations refers specifically to a situation where an employer refuses to provide work to employees, often during a labor dispute. This action typically occurs when negotiations between the employer and employees, represented by a union or collective group, break down, and the employer wants to exert pressure on the employees to accept certain terms or conditions. In a lockout, employees are barred from accessing their workplace and are unable to perform their jobs, but they are not striking or refusing to work of their own accord. Instead, it is the employer who is taking the initiative to stop the work process. This tactic can be utilized during collective bargaining negotiations to leverage the employer's position and influence the outcome in favor of management. In contrast, the other options do not accurately define a lockout. A temporary stoppage of employee work is more general and could refer to various scenarios, including work stoppages that employees themselves initiate. A strike is specifically a work stoppage by employees to demand changes, and collective bargaining is the process of negotiation between employers and workers, rather than a method that would involve a lockout. Thus, the definition of a lockout clearly aligns with the concept of an employer refusing to allow work to be performed by employees.

A 'lockout' in labor relations refers specifically to a situation where an employer refuses to provide work to employees, often during a labor dispute. This action typically occurs when negotiations between the employer and employees, represented by a union or collective group, break down, and the employer wants to exert pressure on the employees to accept certain terms or conditions.

In a lockout, employees are barred from accessing their workplace and are unable to perform their jobs, but they are not striking or refusing to work of their own accord. Instead, it is the employer who is taking the initiative to stop the work process. This tactic can be utilized during collective bargaining negotiations to leverage the employer's position and influence the outcome in favor of management.

In contrast, the other options do not accurately define a lockout. A temporary stoppage of employee work is more general and could refer to various scenarios, including work stoppages that employees themselves initiate. A strike is specifically a work stoppage by employees to demand changes, and collective bargaining is the process of negotiation between employers and workers, rather than a method that would involve a lockout. Thus, the definition of a lockout clearly aligns with the concept of an employer refusing to allow work to be performed by employees.