Search

Bibliography arranged by subject.

Bibliography arranged by subject.

Bibliography arranged by subject.

A reduction of the working force means a reduction in any part of the working force, and is not to be limited to a reduction of the total number of employees. Shawinigan Chemicals Limited and Le Syndicat des travailleurs en produits chimiques de Shawinigan, Montreal, January 16, 1961, pp. 1-23. H. D. Woods Arbitrator.

By a majority decision, the Board recommends the maintenance of the statu quo subject to the proviso that if the Company renews operations, the Union's right shall be recognized a new. Dispute between Waterloo Plywood Limited and International Woodworkers of America, Local 205, Chairman, Henri T. P. Binet; Employer's member, K. A. Wilson; Employees' member (dissenting), Fernand Daoust, 26th of October, 1960. Ministère du Travail, no 1491-1960.

The Charter of the City of Montreal does not require that, in order to be an elector, a person should either reside or work within the City limits. Article 328 not only gives to any elector the right to quit his work; it also imposes upon the employer the obligation not to reduce an elector's salary. Such an obligation is decreed as a consequence of the employee's right freely to quit his work, and according to the charter, this right does not vary according to the elector's place of work. United Steelworkers of America Local 5063 and Dominion Steel and Coal Corporation Ltd (Canadian Bridge — Truscon Steel Works); Montreal, March 14th 1961; Jean Beetz, Arbitrator.

A Company has no absolute right of discretion when applying a seniority clause containing objective criteria for its application in case of short-term lay-offs, otherwise the seniority rights of the employees could be obliterated by Company action. The arbitration board must satisfy itself that the company's administrative act was taken with full appreciation of the right for senior employees to be retained on short-term layoffs provided in the Company's reasonable judgment exerciced with care and in good faith, it is practical to retain them Canadian Industries Ltd. and Le Syndicat des Travailleurs de Produits Chimiques de McMasterville; H.D. Woods, Chairman, Me Raymond Caron, Company's nominee, Me Marc Lapointe, Union's nominee.

The article reviews the book, "Stages à l'étranger," Publication of the Bureau international du Travail, Genève, 1961.

In the midst of swirling snow and bitter temperatures, Grand Trunk locomotive engineers and firemen struck work on December 29, 1876. Hundreds of men were involved as this four-day Canadian strike marked the beginning of one of the greatest years of labor unrest in North American history. From the evening of December 29, 1876, to the morning of January 3, 1877, the Grand Trunk men refused to work and tried to persuade others not to take their places. [...]This study of the Grand Trunk strike is based primarily upon material found in the Canadian newspapers, the Monthly Journal of the Brotherhood of Locomotive Engineers and public records.

The article reviews the book, "European Coal Mining Union: Structure and Function," by Frederic Meyers, published by the Institute of Industrial Relations, University of California, Los Angeles, 1961.

The article reviews the book, "Famille, industrialisation, logement," by Andrée Michel, published by the Centre National de la Recherche Scientifique, 13 Quai Anatole France, Paris VII.

The article reviews the book, "La vie quotidienne des familles ouvrières," by M. Chombart de Lauwe, published by the Centre National de la Recherche Scientifique, Gentilly-Seine, 1959.

The author makes a brief historical review of government policy in relation to civil service employees. He then analyses the structures and functions of those bodies which are involved in personnel administration on behalf of the Federal government. The employee organizations are also taken care of by the author. Finally, there is a description of the relations between the two groups and an estimate of their achievements. The author concludes that the Government should decide, in cooperation with its organized employees, to work out a system of bargaining or negotiation.

"Our unions cannot get us started to work; they are geared to help only the employed worker, and they can do no more for the unemployed than they can for the dead - send condolences." Faced with this brutal fact by a notice of lay-off, Tom Boyle decided to spend his enforced leisure in trying to discover "what labor should do to stop this sort of thing." Needless to say, this one question opened up whole areas of other questions - the actual purpose and value of unions, the efficacy of strikes, where union funds go, how wage rates are set and how wages are spent, the relation of union to management (and its trained bargainers) - and now, five years and many lay-offs later, he sums up his findings in this thoughtful, lively book, Justice Through Power. Since unions have no economic power to provide work, Canadian labor must acquire political power if it is to control its own well-being, he concludes, after a careful and entertaining investigation of Canada's present-day society and such fascinating questions as whether or not there are recognizable classes in this country and, if so, which class really sways the Government. Boyle believes that the workers exert no actual political power to-day, although their potential power is obvious; and "the proposed party sits comfortably within our constitution." He conducts his examination with originality and a keen insight born of practical experience, bringing to this study of present-day Canada attributes all too rarely found in writers in this field - warmth of understanding and a refreshing sense of humour. --Publisher's description

The author casts some light upon the factors influencing the industrialization of Southern Italy, the economic and political problems raised by the phenomenon, and their consequences.

Un tribunal d'arbitrage décide (majoritairement, l'arbitre syndical étant dissident) de recommander le « statu quo », c'est-à-dire le maintien de la convention collective existante plutôt que d'entendre les représentations des parties sur les points au mandat en vue dun renouvellement de convention. La décision est à l'effet que, la Compagnie devant procéder à sa propre liquidation sous peu et ne retenant plus que deux ou trois employés à son service, il n'y avait pas d'objet à procéder à l'arbitrage selon le mandat qui était le sien.

Dans le présent essai, l'auteur tente de reformuler les exigences contemporaines de l'organisation professionnelle et la nature de ses relations avec le syndicalisme tel qu'il existe présentement. A cette fin, il entreprend de clarifier les notions d'organisation professionnelle et de syndicalisme, de situer ces deux réalités dans leur ordre propre et de montrer selon quel mode les relations doivent s'établir entre elles. Il insiste en particulier sur la nécessité de l'organisation syndicale préalable à l'avènement d'une organisation professionnelle adaptée aux besoins modernes ainsi que sur les moyens actuels de collaboration qui s'offrent présentement aux agents de l'économie.

La première tranche de cette étude a été publiée dans la livraison précédente de cette revue. La deuxième qui suit se divise en six parties : a) conventions collectives, b) pratiques interdites, c) devoirs des assotiations, d) la Commission des relations ouvrières, e) de la grève illégale et ses responsabilités, f) observations diverses.