Final answer:
The assertion that voluntarily accepting the employer's proposed terms for return to work constitutes an unconditional request for reinstatement is false. An unconditional request would have the employee return under previous terms, not new ones proposed by the employer.
Step-by-step explanation:
The statement that a locked-out employee's voluntary acceptance of the employer's proposed terms and condition of employment in order to return to work is called an unconditional request for reinstatement is false. An unconditional request for reinstatement means that the employee is willing to return to work under the terms and conditions that were in effect before the dispute without any reservations. If an employee accepts the employer's proposed new terms as part of their reinstatement, it is not an unconditional request. When employees are involved in a labor dispute and seek to return to work, they may have the option to make an unconditional request for reinstatement or a conditional one based on negotiations and the outcome of the dispute.
Different laws and regulations, such as those that allow states to decide whether all workers at a firm can be required to join a union or those allowing the president to declare a 'cooling-off period' during a disruptive union strike, play roles in how labor disputes and the reinstatement of employees are handled. Employees must also be aware of the terms laid out in their employment contract, which details their rights and responsibilities as well as those of their employer.