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{This textbook] received wide praise for helping students to understand the complex and sometimes controversial field of Industrial Relations, by using just the right blend of practice, process and theory. The text engages business students with diverse backgrounds and teaches them how an understanding of this field will help them become better managers.The third edition retains this student friendly, easy-to-read approach, praised by both students and instructors across the country. The goal of the third edition was to enhance and refine this approach while updating the latest research findings and developments in the field. --Publisher's description. Contents: An introduction to industrial relations in Canada : the employer-union relationship -- Theories of industrial relations : where Canada's unions are today -- History of the Canadian union movement : a meeting place to remember workers -- The structure of Canadian unions : Labour Council addresses larger issues -- The organizing campaign : union local finds strength in numbers -- Establishing union recognition : certification applications keep BC Labour Relations Board busy -- Defining and commencing collective bargaining : a mutually beneficial approach -- The collective bargaining process : Ontario colleges avoid instructors' strike -- Strikes and lockouts : engineers strike at CN -- Third-party intervention during negotiations : helping parties find their own solutions -- The grievance arbitration process : standing up for workers' rights -- Changes to the union or the employer : Handydart employer changes routes -- Future issues for workers, work arrangements, organizations, and the industrial relations system : providing the youth perspective.
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While the union's duty of fair representation (DFR) toward its members is well established in Canadian labour law, relatively little research has examined Canadian DFR cases or factors that may affect the outcome of DFR complaints. This paper examines 138 DFR cases filed with the British Columbia Labour Relations Board between 2000 and 2006. Only eight of the 138 cases resulted in a decision in favour of the complainant The most common reasons for DFR complaints were the union's alleged failure to pursue grievances relating to termination or to pursue grievances relating to job changes. The majority of complainants represented themselves in the process. Future research could expand upon these findings to improve understanding of the duty of fair representation and its application.
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Makes it easier to understand the complex and sometimes controversial field of industrial relations. How? Its unique process-oriented approach gives you a clear road map by illustrating how and why unions are formed, and introduces you to the Canadian industrial relations system and the forces that shape it. --Publisher's description. Ch. 1. An introduction to industrial relations in Canada -- ch. 2. Theories of industrial relations -- ch. 3. History of the Canadian Union movement -- ch. 4. The structure of Canadian unions -- ch. 5. The organizing campaign -- ch. 6. Establishing union recognition -- ch. 7. Defining and commencing collective bargaining -- ch. 8. The collective bargaining process -- ch. 9. Strikes and lockouts -- ch. 10. Third-party intervention during negotiations -- ch. 11. The grievance arbitration process -- ch. 12. Changes to the union or the employer -- ch. 13. Future issues for workers, work arrangements, organizations, and the industrial relations system
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