Employees of any enterprise, with the exception of representatives of certain special professions, have the right to go on strike in the event of claims against the actions of employers. A strike is an extremely effective tool for achieving labor justice.
Instruction manual
1
Formulate the requirements for the leadership of the organization, the essence of the disagreements and the goals that you want to achieve with the strike. Determine the number of employees involved in the organization, as well as the timing of its start, which should not exceed two months from the date of the decision to declare it. Choose a responsible person who will represent the interests of the company's employees during negotiations with management.
2
Gather a general meeting of the organization’s employees. At least half of the entire staff of the enterprise must be present for such a meeting to be valid and competent. Providing a suitable venue for this pre-strike meeting is a direct responsibility of the organization’s leadership, and it is against the law to obstruct the meeting.
3
The representative group may also limit itself to collecting signatures of workers who agree to take part in the upcoming strike. Such a measure is used if it is impossible to hold a staff meeting for one reason or another. The decision to declare a strike, made on the basis of the collected signatures, has the same power as that adopted at the end of the general meeting.
4
Wait for the decision that the organization’s management will make. An additional tool for influence can be the so-called warning strike. You can arrange it by informing the employer at least two days in advance. A warning strike can be held only once, its duration is one hour.
5
Warn about a future full-fledged strike by the company's management at least five working days before it begins. If a trade union is involved in organizing a strike, then this minimum period between the statement of the strike and its start is increased to seven working days.
