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The article reviews the book, Going Public: The Role of Labor-Management Relations in Delivering Quality Government Services," edited by Jonathan Brock and David B. Lipsky.
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An attempt is made to empirically address the issue of whether promotions of female clerical employees are less likely when education and other qualifications are held constant. A model was developed for the probability of promotion. The data were drawn from a large public employer and covered the period of the early 1980s. Questionnaires were sent to all employees, with a 75% response rate. The questionnaires supplemented employer records. Results of the study demonstrated that female clerks were not treated in the same way as their male counterparts in regard to promotions to junior levels of management. The regressions predicted that, if females had been subject to the male criteria, their success in obtaining the promotions would have been almost double its actual value and higher than the actual success of males. The results also indicated a prima facie case of discrimination in promotion. The results were especially important since most discussion of affirmative action focuses on increasing the number of women in upper levels of management.
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This article reviews the book, "Union-Management Relations in Canada," 2nd ed., by John C. Anderson, Morley Gunderson, and Allen Ponak.
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During the past decade, Canada has experienced a disturbing rise in the number of long-term unemployed workers. The 2-stage Heckman procedure is used to evaluate the impact of training programs targeted to the long-term unemployed. The major finding is that females clearly benefit from these programs in terms of both employment stability and weekly earnings. Females who complete training are estimated to work an additional 11 weeks annually and earn an extra C$47 a week. The results for males are not encouraging, with negative estimates for employability and weekly earnings. It appears that these programs should be increasingly targeted to women, given their superior post-program labor market success. It is also shown that private employer placements are extremely effective training devices. Many trainees make a sufficiently good impression that they are taken on as regular employees.
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This paper examines the determinants of compensation decisions of the Anti-Inflation Board during its first year of existence. A bureaucratic behavior model is developed and tested using multiple regression techniques.
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The purpose of this study is to determine the nature and magnitude of any relationship between wage and salary changes in specified occupational classifications within the Alberta Civil Service and wage and salary changes in similar occupational classes in Alberta industry. In particular, the possibility of the « leader » role that public service wage and salary changes may play in the determination of occupational wage and salaries in other employment sectors within the Province of Alberta will be articulated.
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This paper is concerned with the factors affecting the attitudes of workers who manufacture Asbestos products toward occupational health issues.
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In 1967, the government of Canada legislated an innovative mechanism for resolving collective bargaining disputes in the federal public service. Under this legislation, the bargaining agent involved chooses unilaterally whether any impasse in forthcoming negotiations would be resolved by a strike or by arbitration. The dispute resolution choice has been the subject of much controversy, with the debate generally focusing on 2 related issues. First is the question of what factors have influenced the choice of bargaining route and, in particular, the trend away from arbitration. The 2nd issue concerns the impact of the new dispute resolution system on wages. The union's choice between strike and arbitration route is modeled simultaneously with wage determination in the federal public service using the standard self-selection methodology. The model permits exploration of the factors influencing the choice of bargaining route as well as the effect of this choice on wages.
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The 1990s in Canada will probably go down as the most stressful decade for public-sector industrial relations since the inception, 25 years earlier, of collective bargaining in the public service. Government debt and defecits became the rationale for downsizing, outsourcing, privatization, layoffs, buyouts, and early retirement packages at both the federal and provincial levels. When workers' bargaining units did not bend to government demands at the negotating table, and when leaders did not blink at the threat of restrictive legislation, then governments of both the right and the left at times found it convenient to legislate rule changes to suit their fiscal or ideological purposes. The contributors to Public-Sector Labour Relations examine in depth the events of recent years in the public service of six jurisdictions―Nova Scotia, Ontario, Manitoba, Alberta, British Columbia, and the federal government. Trends in the other five Canadian provinces are also considered. Only in BC has there been an essentially co-operative labour relations environment, although even in this province, public service employment has dropped considerably. Overall, from 1991 to 1997, provincial civil service employment fell by 15 per cent, while the federal employment reduction was 14 per cent. (From the employment peak in 1993-4, the overall provincial reduction was over 22 per cent.) Although collective bargaining is still alive, a major conclusion of this study is that collective bargaining in the Canadian public sector is not well. The cases reported here demonstrate that governments have adopted the attitude and policy that they may engage in bargaining or suspend it whenever they find that course of action to be convenient. Viewed from a broader international context, as discussed in the concluding chapter, the casual suspension of bargaining by Canadian governments cannot be justified by the norms and agreements that Canada has shared with the international community. -- Publisher's description. Contents: Public-sector labour relations in an era of restraint and restructuring: an overview / Gene Swimmer -- Provincial government restructuring in Nova Scotia: the freezing and thawing of labour relations / Terry H. Wagar -- From softball to hardball: the transition in labour-management relations in the Ontario public service / Joseph B. Rose -- Fiscal restraint, legislated concessions, and labour relations in the Manitoba civil service, 1988-1997 / Paul Phillips and Carolina Stecher -- The logic of union quiescence: the Alberta case / Yonatan Reshef -- Labour relations in the BC public service: blowing in the political wind / Mark Thompson -- Restructuring federal public-sector human resources / Gene Swimmer and Sandra Bach -- Public-employee relations: Canadian developments in perspective / Roy J. Adams.
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