## Q45 key (Strike After Schedule Cut)

1. The June 3 unilateral elimination of the differential is an unfair labor practice: it is a material mandatory subject, no agreement or past practice exists, and the internal email shows deliberate bargaining pressure. Missed: the classification analysis starts from the false premise of lawful conduct.
2. The strike had economic and unfair-practice motives, but mixed motive is enough because the unlawful cut materially contributed and prolonged it. The June 5 notice, signs, June 12 restoration offer, and email establish that causal link. Missed: the earlier wage vote is treated as fixing classification forever.
3. The strikers are therefore unfair-practice strikers and could not be permanently displaced. The June 25 unconditional return offer required immediate reinstatement, displacing replacements if necessary. Missed: a recall list substitutes for the required remedy.
4. Back pay runs from June 25 for unlawfully denied reinstatement, subject to mitigation. Reinstate the nonmisconduct strikers promptly and calculate exposure. Missed: liability continues daily.
5. The bottle throw and credible jaw threat may forfeit those two individuals' rights after fair individual investigation. The seven-minute peaceful blockage cleared on police instruction is not serious misconduct on the supplied rule. Missed: all three are grouped together or the truly serious conduct is ignored.
6. Do not punish the remaining strikers for individual acts. Notify replacements accurately that positions may end, restore the differential, resume bargaining, and seek a global resolution of reinstatement and back pay. Missed: Ironvale compounds the original violation through group retaliation and ongoing refusal.