What does the term 'major dispute' primarily refer to in labor relations?

The term 'major dispute' in labor relations primarily refers to negotiations for new contracts or changes. This concept is rooted in the Railway Labor Act (RLA), which distinguishes between major and minor disputes. Major disputes typically arise when a trade union and an employer negotiate the terms of a new agreement or seek to modify the existing contract's terms. These disputes usually focus on fundamental issues that affect the collective bargaining relationship, such as wages, benefits, and working conditions.

The process for handling major disputes is more formalized than that for minor disputes, as it often involves mediation and possibly arbitration if the parties cannot reach an agreement through negotiations. This structured approach is designed to encourage resolution and maintain stability within the industry, which is crucial in sectors like aviation where disruptions can have widespread impacts.

In contrast, grievances over existing agreements pertain to minor disputes, where issues arise concerning the interpretation or application of an existing contract. Union organizing efforts do not fall under the category of disputes in the same sense; rather, they relate to the establishment of bargaining rights. Disciplinary actions against workers also do not align with major disputes since they typically concern individual conduct rather than collective bargaining issues.