Search

This article reviews the book, "Exhibiting Nation: Multicultural Nationalism (and Its Limits) in Canada's Museums," by Caitlin Gordon-Walker.

Le contrat de franchise consiste à transmettre au franchisé le savoir-faire du franchiseur, moyennant des contreparties financières. Cependant, la transmission de ce savoir-faire va au-delà de la simple mise à disposition d’une « recette ». Elle se prolonge par une assistance de tous les instants délivrée par le franchiseur au franchisé. À certains égards, cette relation contractuelle ne ressemble-t-elle pas à celle d’un employeur avec le salarié ? Cet article étudie la relation émanant de ce contrat à l’aide des facteurs juridiques (le caractère subordonnant de la relation contractuelle) et économiques (la puissance économique du franchiseur) qui la structurent. L’étude s’appuie tant sur une analyse sociojuridique de la jurisprudence québécoise (1994-2016) au moyen d’une appréhension du contenu relationnel de ce contrat, que sur la littérature économique dans le but de comprendre les éléments de subordination et de puissance économique qui empreignent cette relation. Le constat révèle que la relation de franchise comporte de fortes composantes de subordination et d’inégalité de puissance économique pour le franchisé, engendrant un assujettissement aussi réel que celui mis en place par le salariat, même s’il n’est pas institué formellement par le contrat de franchisage. Plusieurs pistes d’action sont proposées. Si la requalification de certains contrats de franchise en contrat de travail semble une avenue préconisée par plusieurs pays, nos tribunaux y sont peu enclins. La deuxième piste d’action résiderait dans l’adoption d’une loi encadrant l’établissement et le contenu des contrats de franchise afin de réduire l’asymétrie informationnelle existante entre franchiseur et franchisé, ainsi que de mieux encadrer les qualités du « concept » sur lequel s’appuient les franchiseurs pour séduire les franchisés. Une troisième piste serait de reconnaître l’inégalité de puissance économique, point de départ de la reconnaissance « d’un droit de la dépendance dans l’indépendance » capable d’appréhender ces multiples situations d’entrepreneuriat dépendant dont la franchise n’est qu’un exemple. , The franchise contract allows franchisees to benefit from franchisors’ knowledge in return for their financial investment. However, the franchise contract entails much more than the simple transmission of a recipe. It involves thorough assistance from the franchisor to the franchisee. Hence, could this contractual relationship be compared to the employment relationship ? This article will examine how the franchise relationship is molded by both the legal subordination induced by the franchise contract and the superior economic power of the franchisor. This article will rely on a socio-legal analysis of Quebec jurisprudence (1994-2016), and on economic theory, in order to understand the factors of subordination and of economic power incorporated in the franchise relationship. The analysis exposes how the franchise relationship comprises strong components of subordination and inequality of economic power for the franchisee, both of which are as real as in the employment relationship, even though they are not formally instituted by the franchise contract. Three solutions are considered. One of these solutions would be to allow the characterization of a franchise contract into an employment contract. Although some foreign jurisdictions have followed this path, Quebec’s jurisprudence is not inclined to do so. A second solution would be to enact protective legislation for franchisees in order to decrease the informational asymmetry between franchisor and franchisee, and to specify the qualities of the franchise concept. A last solution would entail the recognition of the economic inequality between the franchisor and the franchisee. Such a solution could mark a departure point for a more general legal framework of «dependent economic relationship law» capable of understanding the numerous relationships of entrepreneurial dependency that exist, of which the franchise relationship is but one example. , El contrato de franquicia consiste a transmitir al franquiciado el know-how del franquiciante, a cambio de una inversión financiera. Sin embargo, la transmisión de este saber va más allá de la simple entrega de una « receta ». Esto implica una asistencia, en todo instante, de parte del franquiciante para con el franquiciado. En algunos aspectos, ¿esta relación contractual no se asemeja a la de un empleador con el empleado? Este artículo estudia cómo la relación de franquicia es estructurada por la subordinación jurídica inherente al contrato de franquicia y por el poder económico superior del franquiciante. El estudio conjuga un análisis socio-jurídico de la jurisprudencia quebequense (1994-2016) y la teoría económica con el objetivo de comprender los factores de subordinación y de poder económico que marcan la relación de franquicia. El análisis revela que la relación de franquicia comprende fuertes componentes de subordinación y de desigualdad de poder económico para el franquiciado, engendrando un sometimiento tan real que aquel impuesto por el trabajo asalariado, aunque no esté formalmente instituido por el contrato de franquicia. Tres pistas de solución son propuestas. La recalificación de ciertos contratos de franquicia en contrato de trabajo aparece como un vía preconizada por ciertos países pero nuestros tribunales son poco favorables a tal cambio. La segunda pista de acción consistiría en la adopción de una ley que enmarque el establecimiento y el contenido de los contratos de franquicia con el fin de reducir la asimetría informacional existente entre franquiciante y franquiciado, y así mismo para especificar las cualidades del « concepto » sobre los cuales se apoyan los franquiciantes para seducir los franquiciados. Una tercera pista sería de reconocer la desigualdad de poder económico, que podría marcar punto de partida de un marco jurídico más general « del derecho de la relación económica dependiente » capaz de comprender esas múltiples situaciones de dependencia empresarial existentes, de las cuales la franquicia es sólo un ejemplo.

This article reviews the book, "Building Global Labor Solidarity in a Time of Accelerating Globalization," edited by Kim Scipes.

Cette recherche vise à étudier la présence de conflits de rôle au sein des comités de retraite au Québec. Elle met en relation la gouvernance des régimes de retraite et la présence de conflits de rôle entre la représentation collective et la responsabilité fiduciaire du point de vue des membres de comités de retraite. Nous exploitons une particularité de la gestion québécoise, soit l’obligation de créer un comité de retraite sur lequel siègent des membres représentant l’employeur, les syndicats, les travailleurs, les retraités, ainsi que des membres indépendants. À l’aide d’une méthodologie mixte par questionnaire et par entrevue, il a été possible d’analyser les sources et la nature des conflits.Contrairement à nos anticipations, notre étude ne démontre pas de conflits systématiques causés par la coexistence du système de relations du travail et de la responsabilité fiduciaire des régimes complémentaires de retraite. Les tensions reliées aux relations du travail sont minimes. Nous avons bien identifié quelques enjeux, notamment au niveau du financement des régimes, de la viabilité des régimes, qui relèvent de la confusion des rôles.Toutefois ces éléments ne sont pas perçus comme des sources de tensions, mais plutôt comme des enjeux à discuter. La qualité de la gouvernance des régimes de retraite dépend des ressources investies par les acteurs des relations du travail dans l’accompagnement des membres des comités de retraite. La recherche sur les conflits de rôle dans la gouvernance des régimes de retraite au Québec montre que la gestion de ces conflits dépend, dans une large mesure, de la qualité de la législation sur l’administration des régimes complémentaires de retraite au Québec et, également, des ressources consacrées à la formation des membres des comités de retraite et des participants aux relations du travail. // Title in English: Governance of Supplementary Pension Plans, Labour Relations and Role Conflicts: A Quebec Study. This research aims to study the presence of role conflict in pension committees in Quebec. It relates the governance of pension plans to the presence of role conflict between collective representation and fiduciary responsibility from the point of view of pension committee members. We exploit a particular feature of Quebec’s pension funds legislation, namely the obligation to create a pension committee, which usually includes members representing the employer, trade unions, workers, retirees and independent members. Using a mixed methodology with a questionnaire and interviews, it was possible to analyse the sources and nature of these conflicts.Contrary to our expectations, our study does not reveal systematic conflicts caused by the coexistence of a system of labour relations and the fiduciary responsibility of supplementary pension plans. Tensions related to labour relations are minimal. We have, however, identified a number of issues, notably relating to plan funding and plan sustainability, which leads to some role confusion.That said, these aspects are not perceived as sources of tension, but are rather issues to be discussed. The quality of pension plans governance depends on the resources invested by labour relations collective actors in assisting members of pension committees. Our research on role conflict in the governance of pension plans in Quebec shows that the management of these conflicts depends to a large extent not only on the quality of the legislation governing the administration of supplemental pension plans, but also on the resources invested in training for retirement committee members.

The principal elements of just cause protection for unionized workers in the context of industrial discipline can be summed up in what the author refers to as the 'four Rs": reasons, reinstatement, equitable relief and representation. While the scope and meaning of just cause came to be fully developed in the arbitral jurisprudence of the 1960s and 1970s, several of its core aspects are of considerably older provenance. This paper throws light on a little-known chapter in the development of the "common law of the shop" by reporting on the results of primary research into mostly unreported arbitration awards in disci- pline cases, conducted under the auspices of the Ontario Department of Labour in the wartime and immediate post-war periods. Although they did not set out to create a systematic jurisprudence, the arbitrators in those early cases clearly anticipated the established model of corrective and industrial discipline: they gave effect to a requirement for reasons; reinstated employees found innocent of allegations of wrongdoing and awarded compensation; articulated a need for prior warnings and a culminating incident; "made the punishment fit the crime" by substituting lesser penalties and taking into account mitigating factors such as length of service; and afforded a measure of protection to union officials against reprisal while emphasizing their responsibility for securing compliance with grievance procedures. Ultimately, the author argues, the early arbitrators saw their role chiefly as the cultivation of workplace harmony and avoidance of work stoppages, seeking to reconcile industrial unionism with industrial peace.

The article reviews the book, "Depression Folk: Grassroots Music and Left-Wing Politics in 1930's America," by Ronald D. Cohen.

Though not monolithic, the non-profit social services sector has been an arena where workers and management participated in various forms of shared planning, service development and organizing the labour process. This included: 1- formal participation processes such as collective bargaining with union representation, and 2- practice-profession or task participation. Drawing on 34 qualitative interviews undertaken with a variety of actors (Chief Executive/Senior Directors, senior operational management, Human Resource Managers, frontline staff, and, where available, union representatives) in two non-profit social service agencies in Ontario (Canada), the article traces how these forms of participation have changed as a result of government austerity policies alongside the expansion of precarious employment and funding in the non-profit sector.Using exemplar quotes and qualitative analysis, the article shows that worker’s participation in each form has declined, while management simultaneously has extended greater control over the labour process and removed or reduced forums and opportunities for input from staff. In terms of task participation, measurement and governance structure of New Public Management (NPM) and austerity have led to less autonomy and choice, especially in the area of working time. The study also found that unitarist approaches, intolerant of staff voice and possible dissent, have displaced earlier representative participatory approaches that either utilized the management chain, or embraced and worked constructively with unions. Though these pressures existed prior to the introduction of austerity policies, the data show that decreased worker’s participation coincides and is further undermined by the financial and governance processes associated with NPM and austerity-linked cuts in government and other forms of funding. Overall, the data and analysis suggest that participation in the Non-profit Social Services (NPSS) may be another casualty of this current wave of neoliberalism.

In this paper the authors provide a review and critique of existing legal standards and methods, at common law and under employment standards legis- lation, for determining the length of notice to which employees are entitled as a result of without-cause termination. They argue that, at common law, the factors relied on to determine the amount of termination notice contribute to systemic bias and power imbalances between employers and employees, while fostering the illusion of individualized assessment. As well, the regime is inaccessible to low- and middle-income employees due to the costs of litigation. Minimum statutory notice in Ontario, which relies solely on the factor of length of service, is heavily discounted in relation to the common law, and suffers from poor enforcement and widespread non-compliance. In light of the shortcomings of the common law and statutory regimes, the authors conclude that there is a clear need for reform. While other proposals for reform have been advanced, the authors contend that they focus too heavily on length of service, are likely to perpetuate the problems associated with the existing systems, and fail to comprehensively take into account the primary purpose of notice - to provide employees with a "cushion" between termination and re-employment. The auth- ors then set out their proposal for a "Middle Course" approach to determining length of notice, which would be based on a series of objective factors related to the estimated time needed by a dismissed employee to obtain re-employment. It would be implemented by replacing the existing formula under employment standards legislation with one that would enable notice entitlements to be deter- mined in a more predictable, rational and equitable fashion.

This article reviews the book, "American Labor and Economic Citizenship: New Capitalism from World War 1 to the Great Depression," by Mark Hendrickson.

Thiis article reviews the book, "Lost Champions: Four Men, Two Teams, and the Breaking of Pro Football’s Color Line," by Gretchen Atwood.

This article reviews the book, "Neoliberal Labour Governments and the Union Response: The Politics of the End of Labourism," by Jason Schulman.

The article reviews the book, "Radicals in America: The U.S. Left since the Second World War," by Howard Brick and Christopher Phelps.

This article reviews the book, "Métiers de la relation. Nouvelles logiques et nouvelles épreuves du travail," edited by Marie-Chantal Doucet and Simon Viviers.

The article reviews the book, "Not Talking Union: An Oral History of North American Mennonites and Labour," by Janis Thiessen.

The article reviews the books, "Competing Vision of Empire: Labor, Slavery, and the Origins of the British Atlantic Empire," by Abigail L. Swingen, "Building the Atlantic Empires: Unfree Labor and Imperial States in the Political Economy of Capitalism," edited by John Donoghue and Evelyn P. Jennings, and "Making the Empire Work: Labor and United States Imperialism," edited by Daniel E. Bender and Jana K. Lipman.

This article reviews the book, "The New Deal: A Global History," by Kiran Klaus Patel.

The article reviews the book, "Fighting over Fidel: The New York Intellectuals and the Cuban Revolution," by Rafael Rojas.

Contrary to conceptions of the rural workforce as inherently conservative, tobacco workers and small farmers in Depression-era Ontario frequently organized to protest their socioeconomic conditions and to demand a fairer deal from employers and tobacco companies. Led by Hungarian immigrants, but with significant involvement from other groups, working people in the Tobacco Belt built an "infrastructure of dissent," a constellation of formal organizations and informal networks that allowed for the development of radical ideas and provided a platform from which to launch oppositional efforts, both coordinated and spontaneous. Two key moments of 1930s protest are focused on in this article. In 1937, a dramatic growers' movement saw over 1,000 small farmers, with the support of workers, band together to demand higher prices from the tobacco companies for their crops. In 1939, the local forces of working-class opposition were joined by a massive influx of job-seeking "transients," who brought with them the politics of the Depression-era unemployed, establishing the conditions for what would become the greatest moment of tobacco worker resistance in the decade. In both campaigns, efforts were made to unite workers and small growers, but the evidence suggests that growers benefitted more from these collaborations than did workers.

Chinese migrant workers in North America have typically been regarded in two ways by historians: either as competitive threats to white workers, or as workers isolated within ethnic niches. Few scholars have examined cases where Chinese workers complemented or supported the labour of others. This thesis looks at Chinese labour in British Columbia’s salmon canning industry between 1871 and 1941, arguing that Chinese workers were foundational to white fishing jobs in the province. Drawing on company records, Government reports, newspapers, and oral interviews, I examine Chinese manual labour, labour politics, and wages as three areas where Chinese workers upheld the labour of fishers in a nominally “white” industry. As such, this thesis offers a different outlook on the structural entanglement of race and labour in British Columbia in the seventy years after the province joined the Canadian Confederation.

This article reviews the book, "A Vanished Ideology: Essays on the Jewish Communist Movement in the English-Speaking World in the Twentieth Century," edited by Matthew B. Hoffman and Henry F. Srebrnik.