RevisedCh14Notes

RevisedCh14Notes - Chapter14:UnionGrowthandIncidence

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Chapter 14: Union Growth and Incidence Unions and Collective Bargaining in Canada unions are collective organizations whose primary objective is to improve the well-being of their  members  o in Canada this objective is met primarily through collective bargaining with the employer there are two basic types of unions:  o craft unions represent workers in a particular trade or occupation, such as construction  workers and teachers   o industrial unions represent workers in a specific industry, such as the steel and forestry  industries in addition to their collective bargaining activities, unions play a role in social and political affairs; in  Canada unions have had close ties to the New Democratic Party  a significant fraction of the Canadian labour force are union members and the importance of unions  in Canada has increased over time  o as shown in Table 14.1, union membership as a percentage of non-agricultural paid  workers, a commonly used measure of union density, rose from 16% in 1920 to about  31% in 2005, peaking at 36% in 1985
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for general information about Canadian unions, click on the Canadian Labour Congress home  page, which includes links to all affiliated unions: http://canadianlabour.ca/ The Legal Framework union representation and collective bargaining in Canada are regulated by an elaborate legal  framework that has changed substantially over time, reflecting the changing social attitudes  towards unions  o labour law discouraged collective bargaining prior to Confederation and then took a  neutral position up until 1944  o since 1944 labour law has facilitated union formation and encouraged the spread of  collective bargaining the law provides workers with the right to form and join unions, and establishes procedures for  administering and enforcing these rights  o for example, unions and employers are required to bargain in good faith Canadian labour legislation has also traditionally regulated the use of work stoppages  o strikes and lockouts are prohibited during the term of a collective agreement and there is a  compulsory 'cooling-off' period prior to the initiation of a work stoppage after a collective 
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This note was uploaded on 02/05/2011 for the course ECON 3240 taught by Professor Noordeh during the Winter '11 term at York University.

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RevisedCh14Notes - Chapter14:UnionGrowthandIncidence

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