0635.00 Strikes/Job Actions
635.00 STRIKES/JOB ACTIONS
- ORS 181.575 Specific Information Not To Be Collected or Maintained
- DIR 635.10 Crowd Control
The only function of members at a strike scene or job action is to preserve the peace and to protect life and property. Neutrality will be the guiding principal. No bias can be displayed by either the words or actions of members. Unless otherwise ruled by a court of competent jurisdiction, workers have the right to refuse to work under conditions felt to be unfair. Workers also have the right to peaceably picket the struck establishment. An employer has the right to defend his/her work policies and salary standards. Police may be used at a strike scene or job action to enforce the law and to maintain normal traffic flow on streets and sidewalks, and normal entry and egress of the struck establishment. If information indicates the possibility of violence, a police presence when the strike begins may prove to be an effective deterrent to violence.
The following procedures should be followed at all strike and job action situations:
a. Strikes, as a normal rule, can be anticipated for some period of time prior to the actual strike. This time allows for the gathering of information to accurately determine what can be expected. Plans for any police action should be based on reasonably reliable information, not spurious claims by labor or management. The following information can be useful to police managers in determining an appropriate police response at a strike or job action:
1. Name, business address and telephone number of employer and a point of contact.
2. Name, address and telephone number of union, union local number and affiliation and a point of contact.
3. Type of business.
4. Number and occupation of employees involved in the dispute.
5. Reason for the dispute.
6. Date strike is declared.
7. Number and occupation of employees who will continue to work.
8. Types of problems anticipated.
9. Type of strike (sympathy, wildcat, lockout, secondary, etc.).
10. Location and size of the plant, number of entrances and exits, loading platforms, etc.
11. Other building or locations that might be affected by the strike.
12. Time of arrival and departure of employees who will continue to work.
13. Transit facilities, schedules and routes.
14. Meal periods for employees and whether or not they eat on the premises.
15. Times when merchandise is to be received or shipped.
16. Special hazards or other conditions, which might affect police duty.
b. Park police vehicles in an area away from strikers and leave a guard with them.
c. Prevent blockage of public streets and private driveways. Normal traffic flow should be maintained and normal entry and exit from the establishment should be allowed.
d. Prevent pickets and strikers from blocking the sidewalks.
e. Members and supervisors should not discuss the labor dispute with members of labor or management. Any conferences with police or instructions as to legal limits on behavior should include both sides of the dispute.
f. If a strike captain has not been appointed by the union picketers, one should be named and used as the labor contact with police. Management should also appoint a single contact person to work with the police.
g. The applicable laws and ordinances should be explained to leaders of both labor and management. Both sides should be informed how the police will impartially enforce the applicable statutes. The consequences of non-cooperation should be explained clearly.
h. During the course of the strike, the collection of information should continue.
i. Video taping and/or still photography of the event is useful to deter illegal activity and to document evidence of crimes (bearing in mind the restrictions of ORS 181.575). The City Auditor’s Office will determine the retention schedule of any video or photographs.
j. If disorder on a large scale ensues, commanders should use the crowd control procedures described in DIR 635.10.