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Contingent Work: American Employment Relations in Transition, edited by Kathleen Barker and Kathleen Christensen, is reviewed.
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Focusing on 117 union locals that had collective agreements for part-time and full-time workers in Ontario, a study showed that negotiation issues varied for part-time workers depending on their occupation. Those in non-professional occupations wanted to limit the number of percentage of part-time work in the bargaining units, while for professionals this was an unimportant negotiation issue. Negotiating the same wages and benefits for part-time and full-time workers, and equality in filling full-time vacancies, were similarly important for both groups of workers. Equality in access to employer-sponsored training programs to prepare for advancement to higher grades and other job opportunities was the least important negotiation issue for all respondents.
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A questionnaire developed to learn employer reasons for hiring part-time workers who are covered by collective agreements was sent to 258 organizations in Ontario, Canada, in 1988. The majority of the 172 respondents were human resources or labor relations directors or specialists. Of these, 50% were in health care, 37% were in education and education-related work, 8% were in retail trade, and 5% were from the hospitality sector. Results revealed that, in the health care, education, and retail trade sectors, flexibility in scheduling work was considered the most important reason for hiring part-time workers. In the hospitality sector, the unavailability of full-time labor was the most important reason for hiring part-time help. While the health care and education sectors considered employees' preference for part-time work to be relatively important, the hospitality and retail sectors placed more emphasis on flexibility in employment decisions and savings in wages and benefits.
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The article reviews the book, "Women and Unions : Forging a Partnership," edited by Dorothy Sue Cobble.
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The factors that might influence career opportunities for unionized part-time professionals in comparison with their full-time counterparts are analyzed. The results suggest the following conclusions. First, the career opportunities of part-time professionals are influenced by: 1. employers' less favorable perceptions of part-time professionals, 2. the differences in career goals and interests of full- and part-time professionals, and 3. the constraints that operate in collective agreements. Second, although part-time professionals are in highly skilled and well-paid occupations, their overall work environment exhibits the typical employment characteristics of the periphery: there exists little opportunity for filling full-time vacancies and little access to training programs. The results raise an important practical question for part-time professionals of how progress is possible in their organizations.
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The article reviews the book, "The Diary Of A Shirtwaist Striker," by Theresa S. Malkiel.
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The author analyzes the impact of the International Labour Organization 's Freedom of Association Standards on Canadian labour legislation in the last decade.
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This review article critically analyzes and synthesizes the academic literature on nonstandard work and its gender, race and class dimensions. We argue that it is important and crucial to understand these dimensions of nonstandard work in order to develop appropriate labour policies. We present our discussion in a conceptual framework of duality within which nonstandard workforms are located. We discuss the role the unions could play in achieving equity in labour markets and conclude the paper with recommended labour policy changes to respond to the needs of women, particularly those racial minority and low economic class women employed in nonstandard jobs.
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This paper examines whether there has been improvement in benefits coverage for non-standard workers since the Wallace Report in 1983. This study uses Statistics Canada's Workplace and Employee Survey (WES) 1999 data. Results show significant differences in the receipt of benefits among non-standard workers, suggesting heterogeneity within this group of workers in terms of benefits coverage. Regular part-time and temporary full-time workers receive fewer benefits than regular full-time workers. Temporary part-time workers have significantly less likelihood of receiving benefits than the other three groups of workers. Overall, results show that since the Wallace Report findings, there has been little improvement in benefits coverage for non-standard workers, and they continue to be relatively disadvantaged in comparison to regular full-time workers.
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