THE STRIKE AS A

SOCIAL PEACE
MECHANISM
INTEGRANTES:
 R O B E R T W I L L I A M S L I B E R A T O V I VA N C O
 L A D D Y J O S S E LY N J U M E N E Z L O P E Z
 S H E R LY E S T E FA N I PA R I A N S U L L C A
 DEFINITION OF STRIKE:
AMERICO PLA
RAFAEL ALBUQUERQUE
"The strike is a collective phenomenon,
"The strike is an individual right of each worker because it is salaried,
because it involves the concerted
however, its collective exercise, once the decision is made, corresponds to the
interruption of the provision of work
carried out by a group of workers, which workers union, if the object of the strike constitutes an economic conflict. On
is a subjective right that is determined in the contrary, in the case of a conflict of law, not only is the union the owner,
its exercise by a necessary collective but it can also be a de facto group. "A coalition of employees who
demonstration." momentarily unite to suspend work.

JHON M. ACKERMAN
Points out that the strike is a collective right, insofar as an organized union subject claims for its
declaration; but it also accepts that the union's decision does not oblige the worker to adhere to the
measure, which supposes an individual exercise of the right. For this reason, it classifies it as a
collective right representing individual rights ”.
 PURPOSE OF THE STRIKE
The aims of the strike depend on how peculiar and changing the causes are that precipitate collective
conflicts and that affect a professional, economic or atypical strike.
However, it is feasible to maintain, through an effort of synthesis, that these diversified ends can be
reduced to two aspects:

THE PERMANENT AND PROGRESSIVE

THE DEFENSE OF THE PROFESSIONAL
INTERESTS OF THE WORKERS
Immediate or of an economic nature, which
regularly translates into the fight for sufficient
wages and remunerative conditions of work,
which promote, in the short term, a decent life.
PROMOTION OF ITS CLAIMS
It is its political purpose, achievable in the long
term, and which it intends to achieve, the
structural transformation of an economic regime
of exploitation, for a more complete one, that
reveals the well-being and legitimate aspiration of
workers to a State of law and social justice.
 OBJECTIVES OF THE STRIKE
Achieve a balance between the factors of
production, harmonizing the interests of
capital and labor.
Require the signature or the revision or
fulfillment of the collective work contract or
the contract-law.

Require the company to observe the rules

regarding profit sharing.

Require the annual review of wages in

collective work contracts or, where
appropriate, the contract-law.
 STRIKE CHARACTERISTICS
It is a measure of collective conflict: it constitutes the main measure of self-protection that
workers have. It is exercised when there is a collective conflict of any kind in the
employer-employee relationship.

Not every disturbance in the employment relationship is a strike, only the

temporary cessation of work provision constitutes a strike in our system in our
system.

The right to strike must be agreed by the workers, it is arranged through the Assembly
of Workers, unions or workers' representatives.
 TIPOS DE HUELGA
HUELGA PROFESIONAL:
HUELGA POLÍTICA: No
Está destinada a la discusión de
esta dirigida contra el
temas estrictamente
empleador (pese a que sufre las
profesionales, con el fin de
consecuencias del acto
discutir temas ligados a la
sindical) sino contra el Estado.
situación de los trabajadores.

HUELGA POR MOTIVOS

HUELGA DE
ECONÓMICOS Y/O
SOLIDARIDAD: En el caso que
JURÍDICOS: Son aquellas
los trabajadores limiten el
huelgan motivadas por
derecho a huelga, los distintos
incumplimiento de acuerdos
sectores laborales deciden unirse
económicos o velación de
e iniciar una huelga.
derechos laborales.
FUNDAMENTOS LEGALES DEL
DERECHO A LA HUELGA

Estos requerimiento los podemos encontrar en

el artículo 73° de la Ley de Relaciones
Colectivas de Trabajo.
a) Que tenga por objeto la defensa de los
derechos e intereses de los trabajadores.
b) Que la decisión sea adoptada por la
mayoría de los trabajadores.
c) Que sea comunicada al empleador y a la
Autoridad de Trabajo.
d) Que la negociación colectiva no haya sido
sometida a arbitraje.
HUELGAS LEGALES DE
ACUERDO A SU FINALIDAD
Hablamos de huelgas cuando se incumple el Artículo 84 de la Ley de Relaciones Colectivas de
Trabajo.
a) Si se materializa no obstante haber sido declarada improcedente.
b) Por haberse producido, violencia sobre bienes o personas.
c) Por incurrirse en alguna de las modalidades previstas en el artículo 81.
d) Por no cumplir los trabajadores con lo dispuesto en el artículo 78 (paralización ponga en
peligro a las personas) o en el artículo 82.(servicios públicos esenciales)
e) Por no ser levantada después de notificado el laudo o resolución definitiva que ponga
término a la controversia
SANCIÓN PARA LOS
TRABAJADORES:
La huelga ilegal son consideradas como falta grave según el articulo 61° a), del Decreto
Legislativo Nº 728.
“El incumplimiento de las obligaciones de trabajo que supone el quebrantamiento de la buena fe
laboral, la reiterada resistencia a las órdenes relacionadas con las labores, la reiterada
'paralización intempestiva de labores y la inobservancia del Reglamento Interno de Trabajo o del
Reglamento de Seguridad e Higiene Industrial, aprobados o expedidos según corresponda por la
autoridad competente, que revistan Gravedad.”
PROCEDURAL REQUIREMENTS OF THE
STRIKE; Strikes are, almost by
definition, a means
The Exhaustion of used when negotiations
all Means of fail.
Trading.
a) Request to Hold a
Vote

Vote
b) Modalities.

Obligation to Notify c) Majority Needed.

the Other Party.
The parties to a potential
conflict are required,
which may be a mediation
Cooling Period. or conciliation process
before calling a strike.
 PEACE OBLIGATIONS
• As regards peace obligations, a distinction should be made between those of a relative nature
and those of an absolute obligation of peace. In the case of the former, strikes are prohibited as
long as they do not have the intention of modifying an existing collective agreement. In the
case of the latter, any strike is specifically prohibited by its cause and by the underlying
claimants.
 1. ABSOLUTE AND RELATIVE PEACE
OBLIGATIONS.
• In most countries, "relative peace obligations" play an important role
• The relative obligation of peace is effective as long as the collective agreement is in force.
• A peace obligation applies as long as the employer does not fail to comply with the obligations
derived from the collective agreement.
• Specific peace obligations "are inherent in all collective agreements, even if there is no explicit
provision in the agreement.
• The Federal Labor Court has declared that a mutual obligation of peace should not be explicitly
agreed, but resides in the collective agreement, which essentially constitutes a "peace order“.
 2. MANDATORY NATURE OF THE
PEACE OBLIGATION.
• In many countries, the obligation of peace is considered mandatory:

Finland, this obligation cannot be ignored by the parties

Uruguay, the legal obligation of peace can be eliminated by the

parties to the collective agreement

In Japan, there is much debate about whether the parties can

eliminate the "relative peace obligation", which is inherent in all
collective agreements.

In the United States, contractual non-strike obligations are

binding on the parties to these agreements
3. BEGINNING AND END OF THE
OBLIGATION OF PEACE:
the obligation of peace is in force as long as the
collective agreement is in force.

Collective agreements will continue to have some

effect after their termination.
CONCLUSIONES:
• Las Constituciones de muchos Estados han reconocido explícitamente el derecho de huelga. En otros, no
es explícita sino implícita. En varios Estados no es posible hablar de un derecho, sino sólo de una libertad
de huelga. Sin embargo, la cuestión no es si el derecho de huelga existe, sino que si existen límites en la
modalidad de participación en conflictos laborales.
• Los problemas más frecuentes que se plantean en relación con el derecho de huelga son los siguientes:
1. la posibilidad de imponer el arbitraje obligatorio por decisión de las autoridades o por iniciativa de una de
las partes; la imposición de sanciones penales por la organizar o participar en huelgas ilegales;
2. la exigencia de una mayorías excesivas para poder declarar la huelga
3. la prohibición de la huelga a los funcionarios públicos que no ejercen funciones de autoridad en nombre
del Estado
4. la posibilidad de poder movilizar forzosamente a los trabajadores en huelga y, en muchos países, la
prohibición de la huelga en determinados servicios no esenciales.
Pues estos problemas aún persisten en la actualidad a nivel mundial.