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How "Anti-Union" Laws Saved Canadian Labour: Certification and Striker Replacements in Post-War Industrial Relations

John Logan
Relations Industrielles / Industrial Relations
Vol. 57, No. 1 (2002 WINTER), pp. 129-158
Stable URL: http://www.jstor.org/stable/23077768
Page Count: 30
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Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
How "Anti-Union" Laws Saved Canadian Labour: Certification and Striker Replacements in Post-War Industrial Relations
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Abstract

This article analyzes the development in Canada of two critical differences between Canadian and U.S. labour policy: union recognition and state regulation of striker replacements. The development of public policy on these issues helps illuminate the fundamental principles of state intervention in post-war labour-management relations. Canadian lawmakers have circumscribed the economic weapons of unions and established stringent certification requirements; but they have also restricted employers' recruitment of striker replacements and limited management involvement in the certification process. In the post-war decades, unionists attacked the "excessive intrusiveness" of Canadian labour policy and preferred the less intrusive system of state intervention in the U.S. Since the 1970s, however, Canada's extensive regulation of labour relations has protected workers against market-driven anti-unionism and helped preserve the institutions of collective bargaining. Este articulo analiza el desarrollo en Canadá de dos diferencias cruciales entre Canada y los Estados-Unidos en cuanto a la política laboral: el reconocimiento de sindicatos y la regulación estatal de reemplazantes en caso de huelga. El desarrollo de políticas públicas sobre estos aspectos ayuda a esclarecer los principios fundamentales de la intervención estatal en las relaciones patronal-sindicales de postguerra. Los legisladores en Canadá han circunscrito las armas económicas de los sindicatos y han establecido requisitos rigurosos de certification, pero han restringido también el reclutamiento patronal de reemplazantes y han limitado la implication de la patronal en el proceso de certificación. En las décadas de postguerra, los sindicalistas atacaron «la intromisión excesiva» de la política laboral canadiense y prefirieron el sistema estado-unidense de intervención con menos injerencia. Sin embargo, desde los años sesenta, la vasta regulación canadiense de las relaciones laborales ha protegido los trabajadores contra el antisindicalismo dirigido por el mercado y ha ayudado a preservar las instituciones de negociación colectiva.

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