Suchergebnisse

The presumptive theory underlying the Employee Free Choice Act (EFCA) is that American labor policy is basically sound and only needs a bit of tweaking to stimulate a new round of union growth. An estimate, attributed to Andy Stern, claims that upon EFCA's passage union membership would increase by 1.5 million members per year for ten to fifteen years.1 That prognosis flies in the face of the Canadian experience, where legislation incorporating card-check provisions and first contract arbitration, EFCA's key features, has been in effect for some time.

Freedom of association and collective bargaining have won international status as human rights. Americans shouldn't let companies violate them with impunity.

Similarities and differences between Canadian and
US labour relations systems are explored. In the
US, employers have, with government indulgence,
retreated from their commitment to collective
bargaining, whereas Canadian employers, under
government pressure, have generally continued
to respect theirs. The reasons for the divergence
in systems are examined.

Abstract. The marginal productivity theory of wages and employment has proved, over the years, to be a useful basis for analyzing wage and employment relationships. But in the real world wage rates and the size of the work force appear to be set by other considerations. The article reviews efforts by economists to take these into account. Evidence of the ability of management to manipulate wages is presented. An attempt is made to reconcile practice and theory by taking into account sociological and psychological variables and harmonizing them with the economic variables.