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Results 6,937 resources
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The authors examine the sources of the prevalent unrest among Ontario Hospital employees. As the specific causes of the present situation are outlined separately, their inter-relationships are to be borne in mind.
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The author stresses the point that multi-employer bargaining in a primary or resource-based industry is under some circumstances at least, quite different in character and consequences from its counterpart in other types of industries or other contexts. To illustrate his point, he presents the case of the B.C. Coast Lumber Industry.
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The paper presents an explanation of the economic factors behind the geographic, occupational and industrial mobility of labor by considering movement from one area, occupation, or industry to another as an investment in human capital, requiring the incurrence of a certain cost and making possible certain returns, which are subject to various degrees of risk and uncertainty. It shows that both the traditional neoclassical theory and the institutional models present an incomplete picture of the factors affecting the mobility of labor and concludes that the factors deemed relevant by both theories are equally important in explaining the mobility of labor.
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The focus of this paper is to examine how collective bargaining has attempted to cope with the problems of worker displacement and how these developments might indicate future trends in union-management relations as well as the limitations of collective bargaining.
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This article reviews "A Study of the effects of the $1.25 minimum wage under the Canada Labour (Standards) Code" by Mahmood A. Zaidi.
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This article reviews the study "Le syndicalisme au Québec : structure et mouvement" by MM. J. Dofny et P. Bernard.
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This article reviews the study "Syndicalisme, consommation et société de consommation" by Bernard Solasse.
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This article reviews "GAP Initiation pratique" par Dominique Lamure.
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This article reviews the study "Unfair Labour Practices : An Explanatory Study of the Efficacy of the Law of Unfair Labour Practices in Canada" by Inis Christie and Morly Gorsky.
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The author considers whether the multinational corporation constituted a challenge to the industrial relations systems as they have developed in Europe over the last quarter of a century and what response such a challenge found in the trade-union movement.
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In this case study of the Ontario trucking industry, the author considers the « for hire » section of the industry and, within this section, emphasizes general freight transport in order to illustrate the advantages and shortcomings of the multi-employer bargaining system.
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The purpose of this article is to present an operational method for collecting systematic data about current manpower demand. This method was originally developed in Malaysia, where it is now being implemented as a regular programme in the Ministry of Labour.
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This article reviews "Structural Unemployment Theory and Measurement" by G. Peter Penz.
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This paper is directed to the bargaining structure issue and examines the problems and direction of decentralized bargaining in British Columbia, Alberta and Ontario.
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The author examines the current interest in the potential role of manpower policy as a stabilizing instrument and, more specifically, the contribution of one component : adult training programmes.
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Après quelques commentaires sur le rôle de la recherche en négociation collective, l'auteur examine le contexte des négociations collectives au sein duquel fonctionne le Bureau de recherches sur les traitements.
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En plus d'essayer de décrire ce qu'est la convention collective au Canada, l'auteur examine plus spécifiquement les clauses d'ancienneté, leur contenu et leur fréquence statistique pour certains secteurs.
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After having defined and explained the goals of investment-wages, the author establishes their social and economic framework and gives an example drawn from the West-German construction industry.
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This study attempts to assess how effective are the present methods employed by private parties for adjusting workers to technological change ; and effective is defined on the basis of the loss that displaced workers are expected to incur. The major conclusion is that if provisions such as advance notice, severance pay, attrition, seniority and bumping, early retirement, reduced work week, joint committees, and retraining are performing effectively it is largely the result of luck and circumstance
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