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Table des matières: Introduction -- Cadre théorique -- Hypothèses. Première partie : 1760-1791. 1- Conquête et bourgeoisie française : Qu’est-ce qu’une bourgeoisie ? -- Conquête et bourgeoisie française --Conséquence pour la société française. 2- Conquête et aristocratie cléricale : Conquête et collaboration -- Élaboration de la politique de conciliation -- Opposition anglo-saxonne à la politique de conciliation -- Volonté de collaboration de l’aristocratie cléricale -- Acte de Québec -- Éléments de la collaboration de l’aristocratie cléricale -- Idéologie de la collaboration -- Portée de la conciliation -- Déclin des seigneurs -- Conclusion. 3- Apparition d'une bourgeoisie anglo-saxonne : Économie 1760-1792 -- L’Acte constitutionnel de 1791. 4- Le peuple : Le régime seigneurial -- Peuple et classe collaboratrice -- Conclusion. Deuxième partie : 1792-1815. Introduction. 1- Petite-bourgeoisie professionnelle : Idéologie nouvelle -- Oppositions de classes et de nations -- Conclusion. 2- Aristocratie cléricale. 3- La bourgeoisie marchande canadienne-anglaise : L’économie -- Les fourrures -- L’agriculture -- Le bois -- La guerre -- Aspect socio-politique -- Conclusion. 4- Le peuple : Conclusion. Troisième partie : 1815-1850. Introduction. 1- Société canadienne-française : Les quatre-vingt-douze résolutions -- Composition, groupes et factions -- Idéologie --Lutte de classe et lutte nationale --Le peuple --Londres. 2- Société canadienne-anglaise 1815-1836 : Économie -- Bourgeoisie marchande canadienne-anglaise -- L’union --Lutte et alliance -- Conclusion 1815-1836. 3- Guerre civile et guerre nationale 1837-1838. Rébellions -- Caractère du phénomène -- La marche de l’union 1838-1840. Conclusion générale -- Aspect théorique -- Bibliographie.

This article reviews "Canadian Labour Economics" by Stephen G. Peitchinis.

Assuming that an individual employee can neither sue directly on the collective agreement nor force the union to take his case through to arbitration, can he proceed against the union for its failure to discharge its duty to represent his interests?

Cette nouvelle chronique, qu'assure le professeur G.H. Camerlynck, de la Faculté de droit et des sciences économiques de Paris, permettra au lecteur de faire le point de révolution annuelle du droit du travail français. Ce système et l'aménagement juridique nord-américain des relations du travail, au départ si différents, commenceraient-ils à converger à certains égards ? Acceptation, maintenant, par le premier, d'une présence syndicale dans l'entreprise ; tendance plus accentuée, pour ce qui est du second, notamment au Québec, à la négociation par grands secteurs...

The Royal Commission on the Status of Women in Canada was created in 1967 and given the mandate to "inquire into and report upon the status of women in Canada, and to recommend what steps might be taken by the federal government to ensure equal opportunities for women in all aspects of the Canadian society". The creation of this commission might not have happened without the collective efforts of feminist activists nation-wide, who were fed up with their unequal status and who envisioned a more inclusive Canada in which women could grow, achieve and thrive without limits. ...The groundbreaking Report of the Royal Commission on the Status of Women in Canada, tabled in Parliament on December 7, 1970, included 167 recommendations on updating the legislative system and addressing critical issues for women within 8 categories: women in the economy, education, women in the family, taxation and childcare allowances, poverty, participation of women in public life, immigration and citizenship, [and] criminal law and women offenders. All recommendations made, such as greater representation of women in politics, universal childcare, and eliminating the wage gap, were meant to increase women’s autonomy, bring women’s voices into positions of power and decision-making, and create a solid foundation upon which women could gain equal status to men in all aspects of Canadian society.

The author discusses on the criteria to follow in choosing a style of leadership which is to be applied to foreign operations. In a country which is colonial in tradition, the authoritarian job-centered approach may be preferable. On the long run nonetheless, an organization wishing to be accepted in a foreign country can benefit enormously by using a democratic people-centered style in managerial decision making.

A partir des limitations de notre régime de négociation collective, l'auteur tente d'élaborer, à laide de certains critères, de nouvelles structures de négociation.

This paper attempts to highlight the parts of the Woods 1 Report dealing with the collective bargaining process. The author discusses how the goals (inputs) of labour and management are converted to outputs via the mechanisms of collective bargaining, and gives his personal opinions on the positions advanced in the Task Force Report. 1. Canadian Industrial Relations, The Report of the Task Force on Labour Relations, Ottawa, the Queen's Printer, 1969. This document will be referred to throughout this paper as the Task Force Report.

The Woods' Report has recommended the abolition of compulsory conciliation boards. The recent de-emphasis on compulsory conciliation boards in the provinces of Nova Scotia, New Brunswick and Ontario by legislative changes and administrative practices has led to certain conclusions. Experience has shown that the benefits to collective bargaining have been desirable, and that the incidence and/or magnitude of strikes has not increased.

The purpose of this paper is to determine whether there are consistent and significant relationships between wages changes, unemployment and cost and availability of accommodation in urban areas in Ontario.

This article reviews "Bibliographie des relations du travail au Canada (1940-1967)" by Louis-Marie Tremblay.

This article reviews "Labor and the American Community" by Dereck C. Bock and John Dunlop.

This article reviews "Le Mouvement coopératif du Québec et l’éducation des adultes" from les cahiers de l’ICEA, no. 10-11.

This article reviews "Le Mouvement syndical en Belgique" by Guy Spitaels.

This article reviews "Psychologie du groupe" par M.A. Robert.

In 1966, the Prime Minister of Canada, Mr Lester B. Pearson, established a Task Force on Labour Relations composed of H.D. Woods, chairman, from McGill University, A.W.R. Carrothers, from the University of Western Ontario, John G. Crispo, from Toronto University and Gérard Dion, from Laval University. According to the terms of référence, "the Task Force has been set up to examine industrial relations in Canada and to make recommendations to the Government with respect to public policy and labour législation and on such other matters as it considers relevant to the public interest in industrial relations in Canada". On December 31, the Task Force transmitted its Report to the Prime Minister and it was published in March 1969 under the title Canadian Industrial Relations. Relations industrielles-Industrial Relations already published a summary of the Woods' Report and a commentary from professor Adolf Sturmthal. Given the importance of this Report and its possible repercussions upon the whole Canadian industrial relations System, we decided to dedicate a special issue of our Journal to it. Our objective, nevertheless, has not been to consider ail the aspects of the problem raised nor ail the recommendations which were made. We rather wanted to présent a set of opinions and to furnish an instrument which will facilitate further research. We are thus publishing some of the papers presented at the last annual meeting of the Canadian Industrial Relations Research Institute and some other articles. In order to facilitate consultation of the Woods Report, we are also including a topical index of Canadian Industrial Relations and a bibliography of the reactions to the Report. As the Task Force commissionned a series of studies which could prove extremely useful to those in this and related disciplines, we are listing the studies which presently are or will be avaïlable in the near future.

Quelle a été l'attitude des arbitres depuis cet arrêt de la Cour suprême 1 relatif à leurs pouvoirs en matière de contrôle de la sanction disciplinaire imposée par l'employeur ? L'ambivalence de leurs réactions pose à nouveau le problème de la portée véritable de cet arrêt.