labor dispute

简明释义

劳动争议

英英释义

例句

1.Management has proposed a new contract in hopes of settling the labor dispute 劳资纠纷.

管理层提出了一份新合同，希望能解决这场劳资纠纷。

2.The labor dispute 劳资纠纷 escalated when workers demanded better safety conditions.

当工人要求改善安全条件时，这场劳资纠纷升级了。

3.The company is currently facing a labor dispute 劳资纠纷 with its employees over wage increases.

该公司目前正与员工就工资上涨问题面临一场劳资纠纷。

4.The union staged a strike due to the unresolved labor dispute 劳资纠纷.

由于未解决的劳资纠纷，工会举行了罢工。

5.Negotiations to resolve the labor dispute 劳资纠纷 have been ongoing for several weeks.

解决这场劳资纠纷的谈判已经持续了几周。

作文

In today's world, the relationship between employers and employees is crucial for the smooth functioning of any organization. However, this relationship can sometimes become strained, leading to a situation known as a labor dispute. A labor dispute (劳动争议) refers to a disagreement between workers and management regarding employment conditions, such as wages, working hours, or workplace safety. These disputes can arise in various forms, including strikes, lockouts, or negotiations that break down. One of the most significant aspects of a labor dispute (劳动争议) is its potential impact on both the workforce and the economy. When employees feel that their rights are being violated or that they are not being compensated fairly for their work, they may resort to striking. This action halts production and can lead to substantial financial losses for the company. For instance, a famous example is the 1981 air traffic controllers’ strike in the United States, which resulted in a major disruption in air travel and led to significant penalties for the strikers. On the other hand, employers often view labor disputes (劳动争议) as a threat to their business operations. They may respond by hiring replacement workers or implementing stricter policies to deter future disputes. This response can create a hostile work environment and further escalate tensions. It is essential for both parties to engage in open communication and negotiation to resolve these conflicts amicably. The role of unions is also pivotal in addressing labor disputes (劳动争议). Unions act as representatives for workers, advocating for their rights and negotiating on their behalf. They often have the experience and knowledge necessary to navigate complex legal frameworks surrounding labor laws. For example, when a labor dispute (劳动争议) arises, a union may organize collective bargaining sessions to reach an agreement with management. This process can help to alleviate tensions and foster a more cooperative working environment. In recent years, the landscape of labor disputes (劳动争议) has evolved due to globalization and technological advancements. Many companies now operate across borders, which complicates the dynamics of labor relations. Workers in different countries may have varying standards of pay and working conditions, leading to international labor disputes (劳动争议). Moreover, the rise of remote work has introduced new challenges, as employees may feel isolated and undervalued, prompting them to voice their concerns through various channels. To effectively manage labor disputes (劳动争议), it is crucial for both employers and employees to prioritize dialogue and understanding. Establishing clear communication channels and fostering a culture of respect can significantly reduce the likelihood of disputes arising. Additionally, organizations should consider implementing fair policies that promote employee well-being and satisfaction. In conclusion, labor disputes (劳动争议) are an inevitable part of the employer-employee relationship. While they can lead to significant disruptions, they also present opportunities for growth and improvement in workplace dynamics. By approaching these disputes with a collaborative mindset, both parties can work towards a resolution that benefits everyone involved. Ultimately, a harmonious work environment is essential for the success of any organization, and addressing labor disputes (劳动争议) effectively is a vital step in achieving that goal.

在当今世界，雇主与员工之间的关系对任何组织的顺利运作至关重要。然而，这种关系有时会变得紧张，导致被称为劳动争议的情况。劳动争议指的是工人与管理层之间就就业条件（如工资、工作时间或工作场所安全）发生的分歧。这些争议可能以多种形式出现，包括罢工、停工或谈判破裂。劳动争议的一个重要方面是它对劳动力和经济的潜在影响。当员工感到自己的权利受到侵犯或没有得到公平的报酬时，他们可能会选择罢工。这一行动会停止生产，并可能导致公司遭受重大财务损失。例如，1981年美国空中交通管制员罢工就是一个著名的案例，导致航空旅行出现重大中断，并给罢工者带来了严重的惩罚。另一方面，雇主通常将劳动争议视为对其业务运营的威胁。他们可能会通过雇佣替代工人或实施更严格的政策来应对，以防止未来的争议。这种反应可能会造成敌对的工作环境，并进一步升级紧张局势。因此，双方都必须进行开放的沟通和谈判，以友好地解决这些冲突。工会在解决劳动争议中也起着关键作用。工会作为工人的代表，倡导他们的权利并代表他们进行谈判。他们通常拥有必要的经验和知识，以应对围绕劳动法的复杂法律框架。例如，当发生劳动争议时，工会可能会组织集体谈判会议，与管理层达成协议。这一过程有助于缓解紧张局势，促进更加合作的工作环境。近年来，由于全球化和技术进步，劳动争议的格局发生了变化。许多公司现在跨国经营，这使得劳动关系的动态变得复杂。不同国家的工人可能在薪酬和工作条件上存在差异，从而导致国际劳动争议。此外，远程工作的兴起也带来了新的挑战，因为员工可能会感到孤立和不被重视，从而促使他们通过各种渠道表达自己的关注。为了有效管理劳动争议，雇主和员工都必须优先考虑对话和理解。建立明确的沟通渠道，营造尊重的文化，可以显著减少争议的发生。此外，组织还应考虑实施公平的政策，以促进员工的福祉和满意度。总之，劳动争议是雇主与员工关系中不可避免的一部分。虽然它们可能导致重大干扰，但它们也为工作场所动态的成长和改善提供了机会。通过以合作的心态处理这些争议，双方可以朝着有利于所有人的解决方案努力。最终，和谐的工作环境对任何组织的成功至关重要，而有效解决劳动争议是实现这一目标的重要一步。