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This thesis is a history of the Ottawa Allied Trades and Labour Association in the years 1897 to 1922. The Association is a predecessor of the city's contemporary labour council, Ottawa and District Labour Council. In the years 1897 to 1922, the council derived its authority from its craft union membership, which was affiliated to the Dominion Trades and Labour Congress and the American Federation of Labor. Recent studies have altered traditional interpretations of the events in Canadian labour history, particularly following World War I. It has been generally accepted that the radicalism of the working-class was confined primarily to the western regions. A reinterpretation postulates that the events of 1919 were nation-wide. This thesis attempts to demonstrate that the Ottawa Allied Trades and Labour Association played a part in the working-class revolt of 1919, and that this radicalism was based upon prior experiences of collective bargaining and mobilization.

This thesis explores and categorizes the economic contribution of farm women in the Fraser Delta during the period 1900-1939. The sources were mainly oral history interviews, as well as personal diaries, local newspapers, and government documents. In the particular social and economic context in which they ran their households and raised their families, the twenty-four women whose lives were explored shared many common characteristics, but an effort was made to convey a sense of these women as individuals as well as members of a larger group....

Traditionally, management had the right to hire, fire and schedule hours of work, unless constrained by collective agreements or contracts. When exercising these rights, management has a duty to act in a fair manner. There is concern, however, that some management practices might have a disparate effect on the health and performance of disabled employees. Human rights legislation in Canada prohibits both overt discrimination and unintended systemic discrimination arising from employment practices which may seem neutral in application but which have a disparate effect on a protected group of employees. Four specific points of law illustrate the balancing act involved in adjudicating adverse effect discrimination allegations of disabled employees: 1. actuarial risk versus individual assessment, 2. shifting onus of proof from employer to employee, 3. importation of human rights principles into arbitration, and 4. discipline and discharge of employees. Special attention is placed on diabetic shiftworkers as an example of adverse effect discrimination.

The distinguishing features of the Canadian industrial relations system for research purposes are its fragmentation, its extensive legal regulation, and its pattern of strikes. Research needs should be based on this description of Canadian industrial relations, including the environment of the system, the major actors within the system, the processes of industrial relations, and the results of negotiation. Specific gaps in industrial relations research occur with regard to: 1. the treatment of regionalism or regional variables, 2. managerial policies and their determinants, 3. the theoretical bases of strikes, including noneconomic variables, interindustry variations, strike length, and mid-contract strikes, and 4. day-to-day relations among employees, management, and the union in the workplace. Greater attention to Canadian issues and closer integration with cognate disciplines will focus research efforts more effectively.

The article reviews the book, "Blackboard Unions: The AFT and the NEA, 1900-1980," by Marjorie Murphy.

The article reviews the book, "Managing Workforce 2000: Gaining The Diversity Advantage," by David Jamieson and Julie O'Mara.

The article reviews the book, "Rank-and-File Rebellion: Teamsters for a Democratic Union," by Dan La Botz.

The article reviews the book, "Law and the Shaping of the America Labor Movement," by William E. Forbath

The article reviews the books "The Constitution of Poverty: Toward a Genealogy of Liberal Governance," by Mitchell Dean, "Un nouvel ordre des choses: la pauvreté, le crime, l'État au Québec, de la fin du XVIIIe siècle à 1840," by Jean-Marie Fecteau, "Poverty and Compassion: The Moral Imagination of the Late Victorians," by Gertrude Himmelfarb.

The process of research or scientific enquiry is often serendipitous and, like art, inherently creative. The intricacies and complexities of the human mind determine its course. Exigencies such as war and social upheaval often drive its priorities. It is difficult, therefore, if not impossible, to chart out research directions the way corporations plot market strategies. Nevertheless, it is useful (even necessary, some would argue) to make some assessments of the directions in Industrial Relations (IR) research, past and present, and to speculate on its potential. It is with these ideas in mind that the Canadian Industrial Relations Association (CIRA) invited a panel of researchers and practitioners to address the issue of future directions at the meetings in Victoria in June 1990. This paper and those that follow grew out of the discussions at the panel.

The article reviews the book, "Choosing Sides: Unions and the Team Concept," by Mike Parker and Jane Slaughter.

Cette recherche a pour objet de clarifier un nouveau domaine de la gestion des ressources humaines, soit la gestion des carrières. Jusqu'à présent, les travaux ont abordé ce domaine en décrivant les pratiques de gestion de carrière une à une au lieu de décrire des systèmes de carrière (c'est-à-dire des configurations de pratiques). En développant une taxonomie des systèmes de carrière, la présente recherche comble cette lacune. À partir d'un échantillon de 254 observations, quatre types de système de carrière ont été empiriquement identifiés. Selon les résultats de cette recherche, ces quatre types ont une certaine validité, puisqu'ils sont associés significativement à 13 variables n'ayant pas servi à identifier les types (par exemple la taille, la philosophie de relations avec les employés, la stratégie de dotation, l'orientation du système, l'intégration avec les autres pratiques de gestion des ressources humaines). Finalement, ces quatre types ont été nommés et discuté.

This paper examines the uses of sedition law in Upper Canada. Largely neglected by historians, sedition prosecutions were frequently resorted to by the government between the 1790s and the 1820s, and are suggestive of larger patterns in the Canadian experience of dissent and national security measures. The essay focuses on the series of eases connected to the Gourlay affair as the best illustrations of the various facets of sedition law in the province. The availability and use of sedition law by the government to regulate provincial polities, and in particular, to delineate the loyal community and its enemies, was contested, sometimes successfully, by opposition leaders. The formal claims of the legal system, while helping to legitimate the exercise of power, also limited the repression to some extent. The cases brought to the fore the tension between the rule of law and discretionary power, played out in terms of issues about executive control over criminal prosecutions, jury selection and the scope fo the jury's verdict, and judicial independence. These contested issues appear to have had some degree of broader public engagement based on popular understandings of the British constitution. The sedition eases not only suggest the importance of law in the exercise of authority, but also the importance of the courts as a site of oppositional struggles.

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.

The article reviews the book, "Competitive Advantage on the Shop Floor," by William Lazonick.

Did workplace characteristics, such as the degree of mechanization or the level of managerial control, systematically influence occupational mortality rates in France at the beginning of the 20th century? Data from an early 20th-century study of occupational mortality in France lead us to conclude that long hours of work, under conditions where labor had limited control of the pace of work, represented the most serious occupational risk facing early French workers. The effect of long hours of work on mortality dwarfed the impact of either mechanization or size of establishment.

The purpose of this report is to determine whether women are increasingly being involved in the decision-making process of Canadian unions. The scope of review of this report is restricted to public sector unions and one private sector union in the province of Ontario. A combination of methods were utilized in completing this study, including an overview of existing research, a review of statistical data, and an analysis of policy statements, convention resolutions and general union literature. The results of this review indicate that labour organizations have paid significant and increasing attention to women’s issues over the past 15 to 20 years; union policies have encompassed aspects of women’s inequality within the union, in the workplace and in society. Many unions, particularly the central labour organizations, have adopted policies of internal affirmative action, they have increased the amount of education available to staff and union members on women’s issues, they have implemented policies providing child care services during union functions such as conventions and workshops, and they have provided regular coverage of women’s issues in membership publications. While these progressive policies are a positive indication of the unions’ commitment to attaining women’s equality, they are not a guarantee of prolonged or significant increases in women’s participation in union decision-making activities. Labour organizations must be careful not to overestimate the effectiveness of their policies, and they must redouble their efforts to win the battle against discrimination within their hierarchies and structures. To this end, unions must ensure that their policies are fully implemented in practice. They must also continue to educate their staff and union members about the benefits of providing women with equal opportunities. The labour movement can only grow stronger through greater solidarity between its union sisters and brothers.

English/French abstracts of articles in the issue.

English/French abstracts of articles in the issue.