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This article examines the resettlement of Japanese-Canadian internally displaced persons (IDPS), who were relocated from the West Coast of British Columbia to sugar beet communities in southern Alberta between 1942 and 1953. It argues that the IDPS, assisted both by pre-World War II Japanese residents in southern Alberta and by the federal government, contributed to the rising awareness of ethnic rights. For this purpose, my study adds two new angles to the study of human rights and Japanese Canadians. First, while ethnic activism for human rights has often been examined in an urban context, it was the negotiations in the local sphere between the Alberta Sugar Beet Growers' Association and Japanese IDPS that played a significant role in promoting human rights. Second, this study applies both local and transnational contexts to the question of Japanese-Canadian IDPS, which has hitherto been studied only in terms of state violence against, an ethnic minority. The Japanese IDPS retained Pure Land Buddhism as a symbol of their loyalty to Japan, and the religion strengthened its influence in southern Alberta as a focal point of their identity.

This article presents results from research carried out in France on the transmission of professional knowledge between more experienced nurses and healthcare assistants and the new recruits. Based on an ergonomic analysis of three transmission situations, this article analyzes the place of care when passing on knowledge, looking at organizational, individual and collective aspects. It is suggested that transmission should be considered as a nodal activity. It is certainly an activity that ensures that links can be established within the profession and that there can be discussion between staff with different levels of experience and different career paths; however, it is also an area of tension between the demands of the organization and those of the profession, especially in relation to the cure and care of patients. One of the key points in relation to transmission is that it ensures that existing and new staff remain healthy and are able to provide the quality of work to which they aspire.

Global Knowledge Work: Diversity and Relational Perspectives, edited by Katerina Nicolopoulou, Mine Karatas-Ozkan, Ahu Tatli and John Taylor, is reviewed.

The article reviews the book, "Brokering Belonging: Chinese in Canada's Exclusion Era, 1885-1945," by Lisa Rose Mar.

The article reviews the book, "L'émergence de la modernité urbaine au Québec. Saint-Jean-sur-Richelieu, 1880-1930," by Jean Gaudette.

The Thought of Work, by John W. Budd, is reviewed.

The article reviews "International and Comparative Employment Relations: Globalisation and Change," 5th edition, edited by Greg J. Bamber, Russell D. Lansbury and Nick Wailes.

Industrial Relations, the Economy and Society, 4th edition, by John Godard, is reviewed.

The Canadian union certification system guarantees workers rights to organise, bargain collectively, and strike only when a majority of co-workers favours unionisation. This contravenes International Labour Organisation standards, in which the freedom to associate is unqualified by majority support. In recent years, the Supreme Court of Canada has drawn on ILO principles to interpret constitutional rights as covering organising and collective bargaining activities related to freedom of association under section 2(d) of the Charter of Rights and Freedoms. However, it has not as yet ordered Canadian governments to enact labour relations laws consistent with these new constitutional rights. Neither has there been a general call for such legislative change. Instead, many fear that statutory support for non-majority unionism would lead to multi-union representation and intensified inter-union competition, but fail to consider that sharing the workplace might actually promote inter-union cooperation against a common adversary in management. This study addresses this shortcoming by looking at the extent and nature of inter-union collaboration in New Zealand, where non-majority, non-exclusive representation exists already. Collaboration was found to be common, not only over bargaining and lobbying, but also in organising. Implications for Canada are explored.

The article reviews the book, "La confiance en gestion : un regard pluridisciplinaire," by Anne Gratacap and Alice Le Flanchec.

This paper situates Canada’s Seasonal Agricultural Worker Program (SAWP) within the policy and scholarly debates on “best practices” for the management of temporary migration, and examines what makes this programme successful from the perspective of states and employers. Drawing on extensive qualitative and quantitative study of temporary migration in Canada, this article critically examines this seminal temporary migration programme as a “best practice model” from internationally recognized rights-based approaches to labour migration, and provides some additional best practices for the management of temporary labour migration programmes. This paper examines how the reality of the Canadian SAWP measures up, when the model is evaluated according to internationally recognized best practices and migrant rights regimes. Despite all of the attention to building “best practices” for the management of temporary or managed migration, it appears that Canada has taken steps further away from these and other international frameworks. The analysis reveals that while the Canadian programme involves a number of successful practices, such as the cooperation between origin and destination countries, transparency in the admissions criteria for selection, and access to health care for temporary migrants; the programme does not adhere to the majority of best practices emerging in international forums, such as the recognition of migrants’ qualifications, providing opportunities for skills transfer, avoiding imposing forced savings schemes, and providing paths to permanent residency. This paper argues that as Canada takes significant steps toward the expansion of temporary migration, Canada’s model programme still falls considerably short of being an inspirational model, and instead provides us with little more than an idealized myth.

Subjective career success has beneficial consequences on several individual and organizational outcomes. It is closely related to what people value as important at work, but maybe more difficult to achieve when they experience workplace discrimination. Using a sample of 300 women employees working in a large French company, we thus investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it. We discuss the theoretical and practical implications of these findings.

The global financial crisis beginning in 2008 resulted in a ballooning public debt and government efforts to constrain public expenditures. Responses to the financial crisis and its impact on human services in Ontario demonstrate the complex interactions across key actors -- employers, government, unions, and family advocates. The case explores the role of end-users, including families and people with developmental disabilities, as actors in the industrial relations system. At the strategic level, end-users have precipitated significant public policy changes, including the closure of large, state-run institutions. End-users have displaced agency managers as employers at the organizational level. Finally, the case shows how end-users have changed the nature of the work process itself, shifting direct support from custodial care to a model of individual and community development.

The article reviews the book, "Canadian Immigration: Economic Evidence for a Dynamic Policy Environment," edited by Ted McDonald, Elizabeth Ruddick, Arthur Sweetman, and Christopher Worswick.

The future of worker health and safety as a fundamental human right is dependent upon revitalizing labor rights in the working environment. A new global direction is needed to move the international norms and in turn national labor policy models away from market voluntarism and towards models that protect human rights in the working environment as first principles. What is needed is a foundational dialog on the boundaries of labor rights as they relate to the working environment because the current international labor and human rights jurisprudence is lacking. --From author's conclusion

Background: This article introduces the idea of human rights to the topic of workers' compensation in the United States. It discusses what constitutes a human rights approach and explains how this approach conflicts with those policy ideas that have provided the foundation historically for workers' compensation in the United States. Methods: Using legal and historical research, key international labor and human rights standards on employment injury benefits and influential writings in the development of the U.S. workers' compensation system are cited. Results Workers' injury and illness compensation in the United States does not conform to basic international human rights norms. Conclusions: A comprehensive review of the U.S. workers' compensation system under international human rights standards is needed. Examples of policy changes are highlighted that would begin the process of moving workers' compensation into conformity with human rights standards.