What kind of dispute can lead to a union calling for a secondary boycott?

A secondary boycott typically arises in the context of labor disputes where a union seeks to apply pressure on a primary employer through indirect means, such as persuading other businesses or individuals to stop doing business with that primary employer. In this case, a dispute over jurisdictional assignments, which refers to disagreements about which union is entitled to represent which workers or which crafts fall under the jurisdiction of which union, can often lead to a union calling for a secondary boycott.

Jurisdictional disputes are significant in union contexts because they can influence the distribution of work among unions, financial stability, and the bargaining power of certain groups. When unions find themselves in conflict over these assignments, they may leverage secondary boycotts as a tactic to compel the primary employer to settle the dispute in favor of the union they represent.

While wage-related disputes, unlawful job actions, and employee safety issues can lead to various forms of labor unrest, they do not typically result in secondary boycotts in the same way that jurisdictional disputes do. Instead, those issues are more directly addressed through strikes or negotiations targeted at the specific employer involved in the dispute. Thus, the nature of jurisdictional assignments makes it a key trigger for secondary boycotts, aiming to reinforce a union's claims and position