Using seniority to allocate employment opportunities

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Should permanent strike replacements be prohibited? How about temporary replacements? Public debates are typically all or nothing: organized labor argues for a total ban and business defends the status quo of allowing them in all economic strikes. How can these positions be modified to find a suitable compromise? Also, does the doctrine of decertification elections and strike replacements need reforming? If so how?

Seniority is central in many private and public sector union contracts. What are the advantages to both employers and employees of using seniority to allocate employment opportunities? What are the disadvantages? How can a balance be struck between the interest of employers and employees?

Reference no: EM132185167

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