Abstract Cet article a pour objet l'avenir des syndicats et des droits des travailleurs dans le lieu de travail, en relation avec les politiques publiques canadiennes. Je soutiens que le régime de politiques actuellement en place a limité outre mesure la portée des syndicats et les droits et protections consentis aux travailleurs et que, sous ce régime, les syndicats sont devenus de plus en plus marginalisés. Puis, après avoir considéré diverses alternatives, je plaide pour un paragdime de "bonnes pratiques" qui repose moins sur une certification formelle et des droits de négotiation collective et davantage sur l'établissement de droits universels destinés à assurer un niveau minimum de dignité, d'équité et de possibilité pour les travailleurs d'être entendus (c-à-d. de "bonnes pratiques"). Ainsi, le rôle des syndicats serait moins de négocier et de faire respecter des droits déjà approuvés que d'assurer une mise en oeuvre effective et le respect de droits mandatés par l'état dans tous les lieux de travail, sans tenir compte qu'ils aient été ou non approuvés en vue de négociations collectives. /// This paper addresses the future of labour unions and of workplace rights as they pertain to Canadian public policy. I argue that the established policy regime has unduly limited the purview of unions and the rights and protections afforded workers, and that unions are becoming increasingly marginalized under it. After then considering various alternatives, I argue for a "good practice" paradigm, one that relies less on formal certification and collective bargaining rights and more on the provision of universal rights designed to ensure basic levels of dignity, fairness, and voice (i.e., good practice) at work. Under this paradigm, the role of unions would be less one of negotiating and enforcing rights where they are certified, and more one of ensuring the effective implementation and enforcement of state-mandated rights in all workplaces, regardless of whether they are certified for purposes of collective bargaining. Show Journal Information Canadian Public Policy is Canada's foremost journal examining economic and social policy. The aim of the journal is to stimulate research and discussion of public policy problems in Canada. It is directed at a wide readership including decision makers and advisers in business organizations and governments, and policy researchers in private institutions and universities. Because of the interdisciplinary nature of many public policy issues, the contents of each volume aim to be representative of various disciplines involved in public policy issues. This quarterly journal publishes interdisciplinary articles in English or French. Abstracts are provided in both languages. Publisher Information University of Toronto Press is Canada’s leading academic publisher and one of the largest university presses in North America, with particular strengths in the social sciences, humanities, and business. The Book Publishing Division is widely recognized in Canada for its strength in history, political science, sociology, Indigenous studies, and cultural studies. Internationally, UTP is a leading publisher of medieval, Renaissance, Italian, Iberian, Slavic, and urban studies, as well as studies in book and print culture. The Journals Division has been an important part of the Press since its foundation and has built a strong reputation for excellence in scholarship and innovation in publishing. We work hand-in-hand with world-class authors, editors and scholarly societies to publish 40+ journals in a variety of disciplines, including the humanities, social sciences, and medicine. We are passionate about high-quality content, digital distribution, and the success of scholarly journals and are making major strides forward in areas such as online peer review systems and multimedia publishing, such as videos and podcasts. Our goal is to be a leading journal publisher in North America, serving the North American and international academic community with superior journals, exceptional services, and customer-focused employees. Rights & Usage
This item is part of a JSTOR Collection. journal article The Labor Relations System: A Proposed Conceptual FrameworkRelations Industrielles / Industrial Relations Vol. 40, No. 2 (1985) , pp. 303-323 (21 pages) Published By: Départment des Relations Industrielles, Université Laval https://www.jstor.org/stable/23072266 Read and download Log in through your school or library Alternate access options For independent researchers Read Online Read 100 articles/month free Subscribe to JPASS Unlimited reading + 10 downloads Read Online (Free) relies on page scans, which are not currently available to screen readers. To access this article, please contact JSTOR User Support. We'll provide a PDF copy for your screen reader.With a personal account, you can read up to 100 articles each month for free. Get StartedAlready have an account? Log in Monthly Plan
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Abstract As an extention of the recently formulated system-theory-based view of labor relations systems (Larouche & Déom, 1984), this article presents the conceptual framework of a labor relations system [LRS]. The LRS components are defined and discussed on the basis of systems theory concepts and terminology, to refer to a workplace union-management relations. Prior attempts to apply systems theory to theory construction at the same level of analysis are examined and the LRS is shown to improve upon them. Finally, the avantages of the LRS to researchers and practitioners in labor relations are outlined. Journal Information Relations Industrielles / Industrial Relations is a bilingual quarterly published since 1945 by the Department of Industrial Relations at Laval University in Québec, Canada. It was the world's first academic journal in industrial relations and is the only journal in the field in Canada. Publisher Information Départment des Relations Industrielles, Université Laval is one of the largest educational and research centers in the field of work in North America. Founded in 1943, the department provides a focus on the interactions that occur within different workplaces and during work curriculum. Its programs are designed to train professionals who will manage the relationships between the main actors of an organization such as employers, workers, and possibly the unions that represent them, taking into account the the political, legal, economic and social environment in which they operate. What are the labor relations in Canada?Unlike employers in the United States, there is no National Labor Relations Board governing the entire country's unionized workforce. Likewise, hours of work and overtime are regulated (for 90% of the workforce) by the provincial government in the province where the employee is actually employed.
What do American and Canadian employment systems have in common?Similarities in Canadian and American Employment Standards
Canadian and American work cultures are similar. The countries share time zones, a long border, a language, and similar demographics. Our and industrial histories are similar, too.
What is the difference between labour relations and employment relations?Simply put, labor relations is the relationship between unions and employees while employee relations deals solely with companies and their employees.
How does unionization in Canada compare with unionization in the US by percentage of workers )?Canada's unionization rate (31.8%) remains more than twice that of the United States (13.8%). Similar patterns hold when employment is broken down between the private and public sectors.
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How is the Canadian labor relations system different from that of the United States in terms of the present day labor relations processes?
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