There are different options for resolving collective bargaining disputes. An impasse occurs when labor and management negotiations fails to have mutualy acceptable terms and conditions of employment.Fallure to arrive at acceptable terms can lead to strikes, lockouts and other pressure tactics. Some dispute resolution methods can be applied before an impasse, such as mediation and arbilration. There are two categories of disputes in labor relations: interest dispute and rights disputes. Interest dispules relates to conflict of interests, for example higher wages are in the interest of employees while lower wages are in the interest of employers. another example is seniority based layy-offs or merit based lay-offs.employees favor seniority based lay-off while employers interest is on merit based lay- off Another employees interest is broad union input into managerlal issues while management and employer Interest is on strict management rights to conduct business without interference. These are all confict of interests between management and employees and their unions.Rights issues are over violations of employee rights or management rights. These rights are in the contracts, however, they are subject to interpretation.Rights issues are grievances and conflicts over the applicatico and interpretation of a contract. Employees go on strike when and refuses to work when employer reluses to change its position on one or more issues. A strike is a protest expression of dissatisfaction, it is sometimes used to enhance labor bargaining power.Strikes can be costly to employers and govemment as woll as employees. There are different types of strikes, such as economic strike,lockout strikes,unfair labor practice. strike and recognition strikes. Some strikes are protected by section 7 of NLRA. SEE PAGE 276.SEE TABLE B-1 for the different bypes of strikes For national emergency strikes, lockouts and picketing SEE PAGES 278-279.Courts decisions at times favors stritces and other times were against strikes. Courts have ruled that it is logal to have employees do the work of strcking workers during an economic strikeReplacing stricking workers with replacements is considered unfair labor practice. The courts ruled at one time that employers can hire permanent strike replacement, MACKAY DOCTRINE AND STRIKE REPLACEMENT PAGE 282LABOR IS OPPOSED TO MACKAY DOCTRINE. Thore are different types of work stopages. SEE TABLE 8-3. Other pressure tactici includesboycotts, work slowdowns, corporate campaigns and brand attacks, PAGE 285-289 Strikes, boycotts etc can be very costly to employees and employers. It is important to be proective in labor relations dispute resolutions A common mechanism is third party labor relations dispute resolution. This involves the use of neutral third part to settle bargaining impasses Three types of third party dispute resolutions are:mediation,arbitration and fact finding PAGE 289-290 QUESTIONS: 1 Discuss the diferent types of strikes 2 Discuss the different types of third party dispute resolution