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Widespread adoption of mandatory representation votes and express protection of employer speech invite employer anti-union campaigns during union organizing, including employer-held captive audience meetings. Therefore, the problem of whether and how to restrict employers' captive audience communications during union organizing is of renewed relevance in Canada. Captive meetings are a long-standing feature of American labour relations. This article considers how treatment of captive meetings evolved in the U.S., including the notion of employee choice; the "marketplace of ideas" view of expression dominating the American debate; and the central role of the contest between constitutional and statutory rights. It also considers the concept of "forced listening" and the associated Captive Audience doctrine in U.S. constitutional law and considers its possible application to captive audience meetings and the Charter definition of free expression. Finally, it offers suggestions about how Canadian labour law can benefit from lessons learned from the American experience.

The Ontario Labour Relations Act (OLRA) has long dictated the legal relationship between trade unions and employers in the province. Although subject to years of delay, when the provincial government introduced the OLRA in 1950, its official stance on labour relations was a "hands off" program that was designed to leave collective bargaining to the participants. Often defined as industrial pluralism, this new legal regime was supposed to have been crafted in the name of "fairness and balance" in which trade unions abandoned previous militancy for state-sponsored freedoms. Upon closer examination, however, the provincial government's approach to industrial pluralism was much less hands off than has previously been assumed. Rather, the entrenchment of collective bargaining in Ontario was closely aligned with the class interests of Ontario businesses. Through an examination of the politics surrounding OLRA, this article argues that Teslie Frost's Conservative government structured the Act in order to appease employer demands surrounding increased legal regulation of collective bargaining and union organizing, which limited the extension of unionization throughout the province. In making this observation, the article maintains that the Conservative regime of industrial pluralism was both the by-product and the purveyor of ongoing class antagonism throughout the 1950s.

The article reviews the book, "What Workers Say: Employee Voice in the Anglo-American Workplace," edited by Richard B. Freeman, Peter Boxall and Peter Haynes.

The article reviews the book, "Kin: A Collective Biography of a New Zealand Working-Class Family," by Melanie Nolan.

In this article, I draw on institutional theory to propose that a macro-societal market logic is shaping our understanding of the workplace trends of contingent work and overwork. This logic, in combination with specific societal changes, affects how workers experience such trends. Yet paradoxically, the market logic can be used to both support and oppose the trends, resulting in a conceptual stalemate. Research implications are discussed.

The present study investigated the impact of bumping on union member (N = 100) perceptions of job security, job satisfaction, organizational commitment, union commitment and organizational justice. Analysis revealed a negative correlation between bumping experience and organizational commitment and job satisfaction (at the .05 level). There was a similar negative relationship between bumping and both union commitment and organizational justice at the .10 level. MANCOVA found that organizational commitment and job satisfaction levels were higher for union members without bumping experience versus those with either direct or indirect bumping experience. No significant differences were found on any variable between union members who were directly involved in bumping and those who were indirectly involved.

Effective as of December, 2006, an end to mandatory retirement was legislated in Ontario. Prior to this move, some employers and labour organizations were opposed to eliminating mandatory retirement and expressed concern about the negative impact such a move would have on business and on individual workers. This exploratory descriptive study examines HR managers' (N = 415) perceptions of the impact of the elimination of mandatory retirement in Ontario. Compared with HR managers in organizations not practicing mandatory retirement, HR managers in organizations with a mandatory retirement policy reported their organization had significantly fewer HR practices in place tailored to older employees and would be significantly more likely to respond to the elimination of mandatory retirement by implementing new HR practices or by modifying existing HR practices.

The article reviews the book, "Disciplining Statistics: Demography and Vital Statistics in France and England 1830-1885," by Libby Schweber.

Collective Bargaining on Working Time: Recent European Experiences, edited by Maarten Keune, and Bela Galgoczi, is reviewed.

The article reviews the book, "Unexpected Power: Conflict and Change Among Transnational Activists," by Shareen Hertel.

The article reviews the book, "Caught in the Machinery: Workplace Accidents and Injured Workers in Nineteenth-Century Britain," by Jamie L. Bronstein.

The article focuses on the constitutional right to bargain collectively in Canada. Employers in Canada have adopted labour management policies that including resistance to and avoidance of collective bargaining, shifting from secure employment forms and increasing demand on the workforce. It mentions the Hospital Employees' Union (HEU) which had successfully fought a long battle to achieve pay equity for its largely female membership.

The article reviews the book, "No-Nonsense Guide to Tourism," by Pamela Nowicka.

This article is adapted from a presentation made at a meeting of policy experts of the Organization of Economic Cooperation and Development, and the Trade Union Advisory Council. The presentation provided the "trade union expert perspective" at the seminar held in Paris, October 17, 2007, entitled "Fair Labour Migration" from vision to reality." Tracing an alternative approach to understanding "global labour supply", the article makes links between jobless growth, trade and investment liberalization, and the increased use of temporary migrant workers around the world. The article concludes with proposals for a broad framework of change leading to decent work and sustainable development - in both the global North and the global South.

This study examines the links between personality and the relative attraction of various total rewards components. A survey approach is adopted, with 967 individuals completing a questionnaire. These individuals are currently employed. Results show that, after controlling for the effects of several demographic variables, "Big-Five" personality traits do affect individuals' attraction to the following total rewards components: quality of work and of social relationships, development and career opportunities, variable pay, indirect pay, flexibility of working conditions, and prestige. Among Big-Five personality traits, openness to experience best predicts the relative importance employees give to the various total rewards components.

The article reviews the book, "International and European Protection of the Right to Strike : A Comparative Study of Standards Set by the International Labour Organization, the Council of Europe and the European Union," by Tonia Novitz.

Analyzes the distinctive features of the Canada-Peru trade agreement in the context of accords with other nations.

The article reviews the book, "Liberty on the Waterfront: American Maritime Culture in the Age of Revolution," by Paul A. Gilje.

The article reviews the book, "The Cypress Hills: An Island by Itself," by Walter Hildebrandt and Brian Hubner.

The current review presents both postulated and empirically tested consequences of university unionization and labor strikes on the North American institution’s administration, faculty, and students. The review explores the impact of collective bargaining on employee working conditions including job security, academic freedom, university governance, and due process. More importantly, this review examines the much neglected issue of organizational work relationships in a unionized academic environment. The relationships discussed include those between faculty members, between the faculty and administration, between the faculty and the university as an institution, and between the faculty and their union. The threat of unionization and labor strikes to the professor–student or mentor–mentee relationship has been a central concern of those opposed to graduate student unions, and this issue is also addressed here. The text concludes with the identification of potential areas for future research.