secondary boycott
Definitions from Case Law · United States Supreme Court
Definitions from Case Law
From 394 U.S. 369 - Brotherhood of Railroad Trainmen v. Jacksonville Terminal Co. · 1969Most cited · 1,255 citing opinions
The gravamen of a secondary boycott is that its sanctions bear, not upon the employer who alone is a party to the dispute, but upon some third party who has no concern in it. Its aim is to compel him to stop business with the employer in the hope that this will induce the employer to give in to his employees' demands.
How the Supreme Court has restated “secondary boycott”
Each Supreme Court definition of “secondary boycott,” sized by how often later courts cited it. “Change” is measured by wording overlap with earlier definitions — a rough signal, not a semantic judgment.
How often courts cite the cases defining “secondary boycott”
Court decisions citing the 5 opinions that defined “secondary boycott” — 4,833 in all, by decade. Counts are citations to the defining cases as a whole, not verified uses of the term. The dip in the most recent years is a data-coverage gap, not a real trend — our corpus holds fewer opinions from the latest years.
All 5 definitions, chronological · 1927–1971
- 1927·274 U.S. 37 - Bedford Cut Stone Co v. Journeyman Stone Cutters' Ass'n of North America[p34]· cited 396×ORIGINAL
A combination not merely to refrain from dealing with complainant, or to advise or by peaceful means persuade complainant's customers to refrain ('primary boycott'), but to exercise coercive pressure upon such customers, actual or prospective, in order to cause them to withhold or withdraw patronage from complainant through fear of loss or damage to themselves should they deal with it.
§8(b)(4) restricts a labor organization and its agents in the use of economic pressure where an object of it is to force an employer or other person to boycott someone else.
The impact of the section was directed toward what is known as the secondary boycott whose 'sanctions bear, not upon the employer who alone is a party to the dispute, but upon some third party who has no concern in it.
pressure brought to bear, not 'upon the employer who alone is a party (to a dispute), but upon some third party who has no concern in it' with the objective of forcing the third party to bring pressure on the employer to agree to the union's demands