Furthermore, employers were allowed to retain these workers as permanent replacements if the strike was for economic reasons. This meant they were not required to rehire employees that went on strike unless the reason was considered an unfair labor practice. Rather, they were only required to allow them to reapply if and when a job opening became available. Finally, employers could ask for a decertification vote twelve months after an economic strike. Any permanent replacements that were still employed could participate in this decertification …show more content…
The right to strike without interference or discrimination is granted in the NLRA. In section 8 it states that an employer is considered to have conducted an unfair labor practice if they “interfere with, restrain, or coerce employees”4 who exercise their right to strike. By allowing employers to hire permanent replacement workers and not reinstate employees that strike, they are hindering an employee’s right to strike. This seems to contradict the intent of the law and create a strong argument that the Mackay Doctrine interferes with a worker’s right to strike and should be considered an unfair labor practice. Thereby requiring reinstatement per the