Bargaining and Strikes Under The RLA
Unlike the National Labor Relations Act (NLRA), which adopts a less interventionist approach to the way the parties conduct collective bargaining or resolve their disputes arising under collective bargaining agreements, the RLA specifies both (1) the negotiation and mediation procedures that unions and employers must exhaust before they may change the status quo, and (2) the methods for resolving "minor" disputes over the interpretation or application of collective bargaining agreements. The RLA permits strikes over major disputes only after the union has exhausted the RLA's negotiation and mediation procedures, while barring almost all strikes over minor disputes. The RLA also authorizes the courts to enjoin strikes if the union has not exhausted those procedures.
On the other hand, the RLA imposes fewer restrictions on the tactics that unions may use when they do have the right to strike. The RLA does not, unlike the NLRA, bar secondary boycotts against other RLA-regulated carriers; it may also permit employees to engage in other types of strikes, such as intermittent strikes, that might be unprotected under the NLRA.
Read more about this topic: Railway Labor Act
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