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The Public Employees Fair Employment Act (the Taylor Law) is a New York State statute, named after labor researcher George W. Taylor. It authorizes a governor-appointed State Public Employment Relations Board to resolve contract disputes for public employees while curtailing their right to strike.

This principle became known as the Triborough Doctrine. ... The amendment expanded the Triborough Doctrine by making it an improper practice for an employer "to refuse to continue all the terms of an expired agreement until a new agreement is negotiated," unless the union violated the no-strike provision.

The right of public employees to strike will depend on the laws of your particular state. Currently, only 11 states allow public employees to strike, while the other 39 prohibit it. Collective bargaining is the process through which a union or group of workers negotiates with an employer.

The Federal Service Labor-Management Relations Statute (FSLMRS aka "the Statute") is a federal law which establishes collective bargaining rights for most employees of the federal government in the United States. ... With only a few major exceptions, it is patterned on the National Labor Relations Act (NLRA).

The right of public employees to strike will depend on the laws of your particular state. Currently, only 11 states allow public employees to strike, while the other 39 prohibit it. Collective bargaining is the process through which a union or group of workers negotiates with an employer.

Employees have the right to strike, but not all strikes are legal. ... Whether a strike is lawful depends on the purpose of the strike, whether the collective bargaining agreement includes a no-strike clause, and the conduct of the strikers. This article provides some basic information about legal and illegal strikes.

These contracts expire every three years, on average, and must be re-negotiated each time. If a union and an employer cannot reach agreement on the terms and conditions of a new contract, then the union can call employees out on strike meaning they can walk off the job and onto the picket line.

Union members lose protection when they engage in strikes considered unlawful under the NLRA (e.g., sit-down strikes, strikes that endanger employers property, strikes during cooling-off periods or strikes to force acceptance of featherbedding practices).

All workers should have the right to strike. Public-sector employees shouldn't be denied this right. The law gave workers the right to strike, and the utility should have had a back-up plan just as in any other union shop. ... In the long run, they'll be on your side, even if it means few employees.

The Right to Strike. Section 7 of the National Labor Relations Act states in part, Employees shall have the right. . . to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. ... Section 13 also concerns the right to strike.

In passing the Statute, Congress declared that it wished to encourage collective bargaining between federal employees and their employers. ... It specifies that it is an unfair labor practice for labor unions to call or participate in a strike or a work stoppage that interferes with the operation of a federal agency.

The Supreme Court has ruled that companies have a right to hire replacements to keep the business running during the strike. And even when the strike is over, replacement employees have a right to keep their job.

Non-union employees cannot go on strike because only unions may call strikes. Non-union workers do have similar rights to unionized workers, but they need to be addressed in a different manner. ... A concerted action occurs when employees get together to demand a benefit from the employer.

The Public Employment Relations Board (PERB) was created by the Public Employees' Fair Employment Act of 1967, commonly referred to as the Taylor Law.

The major functions performed by PERB staff involve the evaluation and adjudication of the unfair practice charges filed with PERB, and the administration of the process through which employees select organizations to represent them in their labor relations with their employer.