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Despite the fact that the American Wagner model is the foundation of labour law in both Canada and the United States, that law has evolved in different ways in the two countries. The author argues that this can be accounted for by adopting a historical-institutionalist perspective, which explains differences by looking at formative historical conditions and the institutional norms and traditions to which they gave rise. The conditions and norms the author identifies in each country lead him to conclude that the Canadian and American Wagner models are driven by different underlying rationales: the American version is predominantly concerned with economic gain and limited state interference, whereas the Canadian version seeks to maintain order and stability through the exercise of state control. For the time being, Canada's version has proved more effective at sustaining higher levels of union density. The paper then asks what these differences might tell us about the future of labour law and unionization in Canada. The author argues that Wagnerism in Canada has been a double-edged sword. While it has given unions greater institutional security, that same security has discouraged labour leaders from pursuing meaningful reforms to avoid union decline. The author also observes that there has been an erosion of the distinct institutional norms and traditions that have historically prevailed in Canada, brought on by an ideological shift towards neo-liberalism and globalization. From a historical-institutionalist perspective, however, policies that deviate too far from a nation's historical trajectory are unlikely to survive for long.
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A leading textbook in industrial relations at the university level, this book is valuable both as a primary and as a supplementary text for students of industrial relations, sociology, labour studies, economics and management programs. The book contains highly accessible coverage of conventional topic areas, including the history of industrial relations, contemporary employer practices, labour unions, labour law, collective bargaining, and contract administration. Yet it also includes coverage of broader economic and social issues relevant to the study of labour and employment relations in both the union and non-union sectors. Readers are thus able not only to develop a strong practical knowledge of Canadian industrial relations, but also to ground this knowledge in a deeper understanding of these relations and the broader issues and debates that surround them. This latest edition incorporates up-to-date statistics relevant to the study of industrial relations (e.g., strike activity, union membership, income inequality) as well as recent developments in the literature. It also streamlines the previous edition. The chapters on management practices and the effects of high performance practices have been merged and edited down, as have the chapters on contemporary developments and contemporary alternatives. --Publisher's description. Contents: Foundations: concepts, issues, and debates -- The broader debate: three theses on the nature and development of industrial relations, the economy, and society -- Understanding labour-management relations -- Work and industrial relations in historical perspective -- Contemporary management practices -- Understanding and explaining management -- Labour unions as institutions -- Labour unions as organizations -- The role of the state -- Understanding the state -- Labour law: the regulation of labour-management relations -- Collective bargaining: structure, process, and outcomes -- Strikes and dispute resolution -- The grievance and grievance arbitration processes -- The collective agreement: content and issues -- Contemporary problems, challenges, and alternatives. Includes bibliographical references (p. [431]-452) and index.
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