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The phenomenon of offshore migrant labour in Canada poses an interesting challenge to the literature dealing with unfree labour relations in capitalist societies. This thesis uses in-depth interviews with Jamaican migrant labourers in Ontario, along with supporting statistical data to further our understanding of the subjective domain of labour relations in agriculture. According to the literature The Seasonal Agricultural Workers Program constitutes a system of unfree labour, and many employers in the Ontario agricultural sector benefit from this system. Jamaican migrant workers do not necessarily share this view of unfreedom. While recognising the definite restrictions as defined in the contract, these migrants accept the conditions of employment as a trade off for the opportunity of material advancement not available to them in Jamaica. This discrepancy over the definition of unfree labour reflects the disparities between the North and the South, and needs to be addressed.

Cette étude, réalisée auprès de 1 133 professionnels en ressources humaines au Québec, a identifié, au moyen d'une analyse typologique des loyautés professionnelle et organisationnelle, trois groupes de professionnels. Plusieurs différences de perception concernant les facteurs de remise en question de la carrière ont servi conjointement avec d'autres variables sociodémographiques et de carrière à distinguer et nommer ces trois types de professionnels. Il s'agit des « professionnels établis », « en voie d'être établis » et « non établis ». Une discussion replace ces résultats dans le contexte du renouvellement de la fonction « ressources humaines » qui influence non seulement les tâches et rôles des professionnels du domaine, mais aussi certaines facettes de leur carrière.

Depuis quelques années, les services de ressources humaines font l'objet de vives critiques, et ce, dans un contexte de ressources de plus en plus rares. Une façon de contrer cette menace de l'environnement est de « faire les choses autrement » en se structurant différemment. Par exemple, il est possible de passer d'une structure par fonctions (avec des spécialistes) à une structure par équipes multidisciplinaires (avec des généralistes). Le but de cette étude est d'évaluer dans quelle mesure cette nouvelle forme de structuration — par équipes multidisciplinaires — d'une direction de ressources humaines (DRH) a un impact sur les acteurs touchés par cette réorganisation (gestionnaires et membres de la DRH). Inspirées principalement de l'approche de l'évaluation des DRH par les clients, deux enquêtes par questionnaires ont été réalisées dans une organisation du secteur public. A partir d'un échantillon de 138 individus (79 gestionnaires et 59 membres de la DRH), l'analyse statistique révèle que la restructuration est perçue plus positivement par les gestionnaires que par les membres de la DRH.

The article reviews the book, "L'indemnisation des victimes d'accidents du travail et des maladies professionnelles : aspects juridiques en droit québécois," by Michel Sansfaçon.

A study investigates whether there is evidence of age-related impairment in injury occurrence among assemblers in the Swedish automobile industry. A retrospective analysis of injuries sustained by male and female assemblers over a 10-year period was conducted, employing 5 age categories divided in to 10 yearly strata and 3 time periods. Age-related injury ratios (IR) were calculated for all injuries. Contrary expectation, IRs for older assemblers were generally low while consistently high IRs were recorded for younger assemblers, and for both male and female workers.

Un contexte économique difficile, des besoins de ressources humaines de plus en plus flexibles et une offre accrue de main-d’œuvre ont contribué à l'émergence de nouvelles formes d'emploi à temps partiel ou temporaire, souvent comblées par des agences de location de main-d’œuvre temporaire. Cet article cherche à présenter les conséquences pratiques qu'entraîne une relation d'emploi tripartite, employeur/salarié/agence, sur les droits et les conditions de travail des employés des agences de location de main-d’œuvre temporaire.

The article reviews the book, "La part des militants: biographie et mouvement ouvrier," by Michel Dreyfus and Claude Pennetier.

The article reviews the book, "Worker's control on the railroad: a practical example 'right under your nose,'" edited by by G.R. Pool and D.J. Young.

The article reviews the book, "Le travail déraciné : l'impartition flexible dans la dynamique sociale des entreprises forestières du Québec," by Daniel Mercure.

The article reviews the book, "Seniority and Employment Equity for Women," by Louise Dulude.

Examines longstanding conspiracy theories, as well as the reconsideration of forensic evidence given in Susan Mayse's book, "Ginger: The Life and Death of Albert Goodwin," that the British-born miner and labour activist was murdered by Dominion Police on military orders of the federal government in 1918. Concludes that there was no proof of conspiracy nor was there sufficient evidence to show that the police shooter had intent to murder. Argues, however, that this does not absolve the government and business from culpability since they were responsible for taking Canada into an imperial war - and Goodwin, who opposed conscription and the war, was being pursued by the police for evading conscription.

The article reviews the book, "Things That Never Added Up To Me: Songs of Love, War, Theology, Golf and the Great American Railroad," by Al Grierson.

The article reviews the book, "Conflits du travail, changement social et politique en France depuis 1950," by Monique Borrel.

The article reviews the book, "Paying the Price of Freedom: Family and Labor Among Lima's Slaves, 1800-1854," by Christine Hünefeldt.

Compilation of recent English/French publications on Canadian labour history that emphasize the period 1800-1975. Materials pertaining to the post-1975 period may also be included, although more selectively. [See the database, Canadian Labour History, 1976-2009, published at Memorial University of Newfoundland.]

A study seeks to explain why companies do or do not introduce employee profit sharing, through a telephone survey of CEOs at 626 Canadian companies. In addition to examining some of the usual contextual variables, the study goes beyond previous work by directly questioning CEOs about their motives for adopting or not adopting profit sharing, and by including managerial philosophy as a possible factor in their decision-making process. Results indicated that managerial philosophy and company size were the 2 key predictors of incidence or profit sharing. However, the firms most likely to adopt profit sharing in the future were those experiencing a high growth in sales coupled with a low growth in employees. Surprisingly, unionization was not related to either presence of, or intention to implement, profit sharing.

The article reviews the book, "Northern Sandlots: A Social History of Maritime Baseball," by Colin D. Howell.

Based on 512 survey respondents, the age at which people voluntarily planned to retire was found to be influenced most strongly by incentives for early retirement embodied in their pension plan. The planned age of retirement was also influenced by the accuracy of information about pension plan features as well as by the respondents' age, gender, health status, and marital status, especially the employment and pension status of the spouse. Implications for public policy and human resource practices of the firm, as well as for implicit contracting are discussed.

The article discusses the retention of employee records to keep track of railway workers serving the Canadian armed forces during World War I. It discusses the impact of the war on the Canadian economy, citing how it deepened the depression, how it affected the business performance of railways, including the Canadian Pacific Railway (CPR), and how railway employment fell between 1913 and 1915. It mentions the support given by the railway industry to the war effort which is evident in its collaboration with the metal manufacturing sector in producing shells, as well as its assistance to government efforts to boost munitions production. It also explores how companies monitor employees enlisted to serve the military and how this encouraged them to have an accurate record keeping.

Les logiques d'action des ouvriers du secteur industriel à l'endroit de la formation et des changements du travail ne sont pas homogènes. Elles sont tributaires de leurs caractéristiques personnelles mais aussi de leurs positions objectives dans l'espace social des entreprises qui les emploient. Des différences importantes de logiques apparaissent ainsi selon la génération des salariés, selon le moment de leur socialisation initiale au travail, ou selon la longueur de la scolarisation initiale. Mais la position dans l'entreprise intervient également. L'article s'appuie sur une monographie d'un équipementier automobile en Wallonie (Belgique) qui depuis une dizaine d'années développe une politique accentuée de modernisation technique et sociale. Le but de la recherche est de saisir les réactions des salariés à ces politiques managériales, en particulier en ce qui concerne la politique de formation. La recherche s'appuie sur une vingtaine d'interviews de travailleurs d'exécution des deux principaux ateliers et sur une étude statistique et documentaire.