How is a lock-out defined in labor relations?

A lock-out in labor relations is defined as an employer's tactic where the business is temporarily closed down in order to exert pressure on employees. This tactic is employed by employers typically during negotiations or disputes over labor contracts. The purpose of a lock-out is to compel employees or their union to accept the employer’s terms and conditions. By shutting down operations, the employer aims to create financial stress on the employees, highlighting the importance of the jobs to their livelihoods, and to bring them back to the negotiating table. This method is often seen in response to potential strikes, as a way for the employer to showcase their authority and influence the bargaining process.

The other options do not accurately capture the essence of a lock-out. For instance, an employer's proposal to accept union demands is not related to a lock-out but rather a negotiation tactic. Similarly, while an employer's tactic to prevent strikes may relate to a broader strategy in labor relations, it is not adequately described as a lock-out. Lastly, a form of employee protest against management describes actions taken by employees, such as strikes or demonstrations, rather than the actions taken by employers. Thus, option C effectively encapsulates the full scope and purpose of a lock-out within labor relations.