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Employees have a number of mechanisms at their disposal to defend their rights before the employer. One of them is the right to strike to demand better working conditions or to exert pressure. Similarly, previous steps taken to resolve the dispute leading to the strike must be communicated. In addition, the objectives pursued by the action must be included and the members of the strike committee defined. The right to strike has also been explicitly recognized in international and regional conventions, including the International Covenant on Economic, Social and Cultural Rights (Article 8(1)(d)), the American International Charter of Social Guarantees of 1948 (Article 27), the European Social Charter of 1961 (Article 6(4)) and the Additional Protocol to the American Convention on Human Rights in the field of economic rights. Social and Cultural Sciences, 1988 (Article 8(1)(b)). With regard to the resolution of strikes, the following is noted: Reynoso Castillo, for his part, explains in this regard that it seems that the tendency in the Ibero-American countries to appropriate the strike has been won by the Workers` Coalition, but that the truth is that it is a right whose exercise is only collective. It therefore seems that this author would deny workers ownership of this right. It is important that the objectives of the strike are clear when submitting the request for mediation and reporting it to the company and the labour authority.

Indeed, they will be the basis of the agreements leading to their cancellation. In order for the labour action to be carried out in defence of the interests of the workers to be protected, i.e. the participants do not accept responsibility for the consequences of the action or are harmed by its economic effects, it must meet a definition of a protected strike or similar industrial action. Other violent acts and work stoppages that do not fall within this definition are not protected. In most cases, the suspension of work is considered a strike. Other acts that paralyze or restrict the economic activity of an enterprise, such as a slow labor strike and work in accordance with regulations or a work stoppage, may or may not be treated as a strike and constitute an action protected by law. ILO regulators consider that legal restrictions on such actions can only be justified if they are no longer peaceful. For this purpose, you must contact the competent labour authority and indicate the reasons for the appeal. These can be varied, such as loss of work performance, violations of the collective agreement up to the dismissal of an employee, among others. For his part, Tena Suck goes beyond what is envisaged with regard to the ownership of the right to strike by stressing that, as in most countries of the first world, it must be stipulated that the signatories of collective agreements must be the workers themselves, represented, of course, by their unions, whose leaders must be democratically elected.

without fully respecting freedom of association. This is interesting and should be taken into account in future work. In order to be able to call a strike, it is necessary that an agreement be reached between the workers of each workplace. A strike cannot be called individually, because it is considered a right to collective exercise. (a) A strike must always be accompanied by a stoppage of work in an enterprise or in one or more of its establishments. (The placement of the red and black flags does not necessarily imply the state of the epidemic, but represents the symbol of the strike.) This stoppage of work must take place entirely at the workplace, i.e. both at the workplace of unionized workers and so-called « free » workers (workers who occupy a unionized position but are not members of the striking union), shop stewards and bargaining managers or officials, with the exceptions provided for in Article 466 of the LFT according to which strikers continue to perform their services on ships. To have to. Planes, trains, buses and other transport vehicles en route must be taken to their destination as well as to hospitals, sanatoriums, clinics and similar institutions until patients can be transferred to another facility. In some countries, the right to strike is granted to all workers in the public and private sectors, regardless of the consequences of suspending work in the public interest. In other countries, the right to strike is not granted to workers in the public sector or essential services, while in many countries strikes may be prohibited in emergency situations. In accordance with article 937 of the Mexican Labour Code, if the Commission declares in the arbitral award that the reasons for the strike are attributable to the employer, it shall order the employer to comply with the workers` demands as soon as reasonably possible and to pay the wages corresponding to the days on which the strike would have lasted.

« Work-to-rule or work at a slow pace » (represents a work of reluctance, it occurs when workers take their positions and distinguish themselves by the meticulousness with which they develop their function and, therefore, their performance is weak). This type of movement violates article 134 of the Federal Labour Code, to which we refer in the previous paragraph. This attitude is condemned by the ILO Committee on Freedom of Association only in cases where the strike is no longer peaceful. We do not agree with this international organization because, in this case, we cannot legally speak of a strike as we envisage it.