lockout n.

简明释义

锁定阻止设备动作的

英英释义

例句

1.The workers faced a lockout n. 停工 when negotiations with management broke down.

当与管理层的谈判破裂时，工人们面临着lockout n. 停工。

2.The company implemented a lockout n. 停工 to prevent workers from returning until an agreement was reached.

公司实施了lockout n. 停工，以防止工人在达成协议之前返回。

3.A lockout n. 停工 can be a strategic move in labor negotiations.

在劳动谈判中，lockout n. 停工可以是一种战略举措。

4.The union called for a strike, but management responded with a lockout n. 停工 of its own.

工会呼吁罢工，但管理层以自身的lockout n. 停工作出回应。

5.During the lockout n. 停工, employees were not allowed to enter the premises.

在lockout n. 停工期间，员工不被允许进入场所。

作文

In the world of labor relations, the term lockout n. refers to a situation where an employer prevents workers from entering the workplace during a labor dispute. This action is typically taken in response to a strike or other work stoppage initiated by employees. The primary goal of a lockout n. is to exert pressure on the workers and their union to accept the employer's terms or to negotiate more favorable conditions for the company. While it may seem like a straightforward tactic, the implications of a lockout n. can be complex and far-reaching.One of the most significant aspects of a lockout n. is its impact on the employees involved. When workers are locked out, they lose their wages and benefits, which can create financial hardship for them and their families. This loss of income can lead to increased stress and anxiety, as workers struggle to make ends meet. Furthermore, a lockout n. can create division among employees, as some may choose to cross picket lines to seek employment elsewhere, while others remain committed to the union's cause.From the employer's perspective, a lockout n. can be a strategic move to regain control over the negotiation process. By locking out workers, employers aim to demonstrate their resolve and willingness to withstand the financial consequences of not having a workforce. This tactic can sometimes lead to a quicker resolution of disputes, as workers may feel pressured to return to the negotiating table. However, a lockout n. can also backfire, leading to public backlash and damage to the company's reputation.The legality of a lockout n. varies by jurisdiction and depends on the specific circumstances surrounding the labor dispute. In some cases, a lockout n. may be deemed unlawful if it is seen as a punitive measure rather than a legitimate response to a strike. Unions often challenge lockouts n. in court, arguing that they violate labor laws designed to protect workers' rights.Historically, lockouts n. have been employed in various industries, including manufacturing, education, and healthcare. For instance, during the 2011 NFL lockout, team owners locked out players in a dispute over collective bargaining agreements, which ultimately led to significant changes in the league's financial structures. Similarly, the 2018-2019 NBA lockout resulted in a prolonged standoff between team owners and players, highlighting the contentious nature of labor negotiations in professional sports.In conclusion, understanding the concept of lockout n. is crucial for anyone interested in labor relations and the dynamics between employers and employees. A lockout n. can serve as a powerful tool for employers seeking to assert their position during negotiations, but it also poses risks that can affect both parties. As labor disputes continue to arise in various sectors, the implications of lockout n. actions will remain a relevant topic for discussion and analysis. It is essential for both workers and employers to navigate these situations carefully, considering the potential consequences and striving for resolutions that benefit all parties involved.

在劳动关系的世界中，术语lockout n.指的是雇主在劳动争议期间阻止工人进入工作场所的情况。这种行为通常是对员工发起的罢工或其他停工的回应。lockout n.的主要目标是对工人及其工会施加压力，以接受雇主的条件或协商对公司更有利的条件。尽管这似乎是一个简单明了的策略，但lockout n.的影响可能是复杂而深远的。lockout n.最显著的方面之一是它对参与的员工的影响。当工人被锁定时，他们失去了工资和福利，这可能给他们和他们的家庭带来经济困难。这种收入的损失可能导致压力和焦虑增加，因为工人们努力维持生计。此外，lockout n.可能会在员工之间造成分裂，因为一些人可能选择越过罢工线去寻求其他工作，而另一些人则继续支持工会的事业。从雇主的角度来看，lockout n.可以是一种恢复谈判过程控制权的战略举措。通过锁定工人，雇主旨在展示他们的决心和愿意承受没有劳动力的财务后果。这种策略有时可以导致争议更快地解决，因为工人可能感到有压力回到谈判桌前。然而，lockout n.也可能适得其反，导致公众反弹和公司声誉受损。lockout n.的合法性因司法管辖区而异，并且取决于围绕劳动争议的具体情况。在某些情况下，如果被视为惩罚性措施而不是对罢工的合法回应，则lockout n.可能被视为非法。工会通常会在法庭上挑战lockouts n.，认为它们违反了旨在保护工人权利的劳动法。历史上，lockouts n.在制造业、教育和医疗保健等各个行业中都被采用。例如，在2011年NFL停摆期间，球队老板在集体谈判协议的争议中锁定了球员，这最终导致了联盟财务结构的重大变化。同样，2018-2019年NBA停摆导致了球队老板与球员之间的长期僵局，突显了职业体育中劳动谈判的争议性。总之，理解lockout n.的概念对于任何对劳动关系以及雇主与员工之间的动态感兴趣的人来说都是至关重要的。lockout n.可以作为雇主在谈判期间assert其立场的强大工具，但它也带来了可能影响双方的风险。随着各个行业劳动争议的持续出现，lockout n.行动的影响将仍然是讨论和分析的相关话题。工人和雇主都应谨慎处理这些情况，考虑潜在后果，并努力达成对所有相关方都有利的解决方案。