We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byNatalie Blackburn
Modified over 2 years ago
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-1 Chapter Fourteen Unions Growth and Incidence Created by: Erica Morrill, M.Ed Fanshawe College
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-2 Chapter Focus Union membership Evolution of unions Workers covered by unions Level of unionization Unions in Canada and U.S.
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-3 Unions Collective organizations Objective to improve the well-being of members Play a role in social and political affairs
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-4 Types of Unions Craft unions workers in a particular trade or occupation Industrial unions represent workers in an entire industry
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-5 Unions and Collective Bargaining in Canada Significant fraction of labour force Upward trend Higher among nonoffice than office employees Can influence wages and conditions of unorganized workers in the same industry
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-6 The Legal Framework Reflects the changing social attitudes toward unions Played a role in the increase in unions Three phases Prior to Confederation the law discouraged unionization 1870s the law was neutral Post WWII legislation encourages unionization
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-7 Canadian Labour Relations Policy Established the right form unions Collective bargaining protected Bargaining units and representation established Certified unions became exclusive bargaining representative Bargain in good faith Enforced
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-8 Factors Influencing Union Growth and Incidence Substantial but erratic growth Union density higher than U.S., France, Japan lower than Scandinavian countries declined from Collective Agreement Coverage lower than the OECD countries exceeds Japan,New Zealand,U.S.
© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-9 Benefits of Union Representation Demand side higher wages/nonwage benefits greater employment security protection from arbitrary treatment Costs dues, time, potential loss of income
© 2002 McGraw-Hill Ryerson Ltd.Chapter Benefits of Union Representation Supply side administering contracts are costly unions will allocate resources to yield the greatest return success in organizing depends on a variety of factors
© 2002 McGraw-Hill Ryerson Ltd.Chapter Dimensions that Determine Union Status Workers become represented by certified union Union is the exclusive bargaining unit Influenced by workers decisions to become union or nonunion Influenced by the hiring decisions of employers Growth and decline over time
© 2002 McGraw-Hill Ryerson Ltd.Chapter Supply and Demand Framework Level of unionization does not correspond to actual supply and demand government regulation imperfect competition Questioning individuals desire to be unionized provides an estimate of demand
© 2002 McGraw-Hill Ryerson Ltd.Chapter Social Attitudes Toward Unions and Collective Bargaining Affect the receptiveness of employees and resistance of employers Difficult to measure Attitudes becoming less favourable
© 2002 McGraw-Hill Ryerson Ltd.Chapter The Legislative Framework Governing Unionization and Collective Bargaining Legislation influences supply and demand Reflects societys attitudes Difficult to determine the independent impact In Canada lowered cost of unionization restricted employers from discouraging unionization
© 2002 McGraw-Hill Ryerson Ltd.Chapter Other Economic and Social Legislation Direction of effect difficult to determine Raising of employment standards minimum wage, overtime premiums statutory holidays health and safety notice of layoff, severance pay Social Programs
© 2002 McGraw-Hill Ryerson Ltd.Chapter Aggregate Economic Conditions Union growth varies directly with growth of employment eligible for unionization Resistance low when demand for product is high and labour market is tight Unions able to secure wage and benefits when excess of labour demand
© 2002 McGraw-Hill Ryerson Ltd.Chapter Industry and Enterprise Characteristics Unionization higher in larger firms concentrated industries capital-intensive production processes hazardous jobs
© 2002 McGraw-Hill Ryerson Ltd.Chapter Personal Characteristics Part-time workers and intermittent labour net benefits lower costs of higher Women Blue-collar industries Age and experience
© 2002 McGraw-Hill Ryerson Ltd.Chapter End of Chapter Fourteen
© 2002 McGraw-Hill Ryerson Ltd.Chapter 6-1 Chapter Six Labour Demand,NonWage Benefits, and Quasi- Fixed Costs Created by: Erica Morrill, M.Ed Fanshawe.
Chapter 31: Labor Unions Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin 13e.
© 2002 McGraw-Hill Ryerson Ltd.Chapter 4-1 Labour Supply Over the Life-cycle Chapter Four Created by: Erica Morrill, M.Ed Fanshawe College.
1 Globalization and Protection against Unemployment Risk in the Americas (Chapter V, Social Security Report 2007) Mexico, October 2006.
Presentation Pro © 2001 by Prentice Hall, Inc. Economics: Principles in Action C H A P T E R 9 Labor.
MARKET POWER IN THE LABOR MARKET 17 APPENDIX. Objectives After studying this appendix, you will be able to: Explain why union workers earn more than nonunion.
Chapter 9SectionMain Menu Labor Market Trends How do economists define the labor force? What occupational trends exist in the U.S. economy? What is temporary.
Most wage increases occur through a demand-supply negotiation mechanism between unions and employers. These are called enterprise negotiations and usually.
Chapter12Chapter12 PowerPoint Presentation by Charlie Cook © Copyright The McGraw-Hill Companies, Inc., All rights reserved. Effective Management.
© 2002 McGraw-Hill Ryerson Ltd.Chapter 15-1 Chapter Fifteen Wage and Employment Determination Under Collective Bargaining Created by: Erica Morrill, M.Ed.
Trieschmann, Hoyt & Sommer Workers Compensation and Alternative Risk Financing Chapter 12 ©2005 Thomson/South-Western.
© The McGraw-Hill Companies, 2002 Different types of labour.
Copyright 2006 McGraw-Hill Australia Pty Ltd PPTs t/a Management Accounting: Information for managing and creating value 4e By Kim Langfield-Smith 13-1.
Chapter 4 McGraw-Hill/Irwin Copyright © 2011 by the McGraw-Hill Companies, Inc. All rights reserved.
Chapter 6 Labor Mobility Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin.
Copyright © 2006 Pearson Education Canada Inc. 8-1 Chapter 8 Managing Human Resources and Labour Relations.
Chapter 4: Demand for Labor in Short Run Demand for labor: level of employment (L) desired by business firms. Topics: –Factors that determine a firm’s.
Reforming Regulation This chapter elaborates on some main reform recommendations for improving federal regulations. Chapter 11 McGraw-Hill/Irwin© 2006.
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved
Copyright © 2008 Pearson Addison-Wesley. All rights reserved. Chapter 7 Commercial Policy.
Globalization and Inequality September 2011 Arvid Lukauskas Columbia University COMFAMA Program.
10 chapter Business Essentials, 7 th Edition Ebert/Griffin © 2009 Pearson Education, Inc. Human Resource Management and Labor Relations Instructor Lecture.
McGraw-Hill © 2007 The McGraw-Hill Companies, Inc. All rights reserved. Slide 1 SOCIOLOGY Richard T. Schaefer The Economy and Work 18.
Pre-test review Chapter What was the total national debt at of 2008? 2. What is that debt today? 3. What are low-income people tend to be most.
2004 McGraw-Hill Ryerson Ltd. Kapoor Dlabay Hughes Ahmad Prepared by Cyndi Hornby, Fanshawe College Chapter 8 Home and Automobile Insurance 8-1.
chapter National Differences in Political Economy McGraw-Hill/Irwin Global Business Today, 5e © 2008 The McGraw-Hill Companies, Inc., All Rights Reserved.
Copyright © 2011 Pearson Addison-Wesley. All rights reserved. Chapter 7 Commercial Policy.
LABOR MARKET IN THE LONG RUN Long Run -- A period of time over which firms can enter and leave the market and existing firms can change all of their inputs.
Globalization Chapter 13 McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. This chapter: Explains globalization in more depth.
Copyright © 1999 Harcourt Brace & Company Canada, Ltd. Chapter 15 Working with Unions Falkenberg, Stone, and Meltz Human Resource Management in Canada.
© 2016 SlidePlayer.com Inc. All rights reserved.