Are secondary boycotts considered legal or illegal under the National Labor Relations Act?

Secondary boycotts are considered illegal under the National Labor Relations Act (NLRA). The primary reason for this is that the NLRA aims to protect the rights of employees to organize and engage in collective bargaining without engaging in practices that could be seen as coercive or disruptive to businesses that are not directly involved in disputes between employers and their employees.

A secondary boycott occurs when a union encourages third parties, such as other companies or consumers, to refuse to do business with a company that is not the primary target of the union's labor dispute. This type of action is viewed as an overreach in labor relations because it pressures companies that have no direct involvement in the labor dispute, potentially disrupting market relationships and creating broader economic repercussions.

The legality surrounding this issue stems from the consideration of fair labor practices and maintaining a balance in the workplace dynamic. The NLRA seeks to ensure that the rights of workers to negotiate collective agreements are guaranteed, without allowing unions to engage in practices that may unfairly disrupt non-targeted employers' operations. As a result, secondary boycotts are deemed illegal, emphasizing the importance of direct action in labor disputes.