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Full-Text Articles in Law
Captive Audience Meetings And Forced Listening: Lessons For Canada From The American Experience, Sara Slinn
Captive Audience Meetings And Forced Listening: Lessons For Canada From The American Experience, Sara Slinn
Sara Slinn
Widespread adoption of mandatory representation votes and express protection of employer speech invite employer anti-union campaigns during union organizing, including employer-held captive audience meetings. Therefore, the problem of whether and how to restrict employers’ captive audience communications during union organizing is of renewed relevance in Canada. Captive meetings are a long-standing feature of American labour relations. This article considers how treatment of captive meetings evolved in the U.S., including the notion of employee choice, the “marketplace of ideas” view of expression dominating the American debate, and the central role of the contest between constitutional and statutory rights. It also considers …
Fairness And Opportunity For Choice: The Employee Free Choice Act And The Canadian Model, Sara Slinn, Richard Hurd
Fairness And Opportunity For Choice: The Employee Free Choice Act And The Canadian Model, Sara Slinn, Richard Hurd
Sara Slinn
No abstract provided.
Voices At Work In North America: Introduction, Sara Slinn, Eric Tucker
Voices At Work In North America: Introduction, Sara Slinn, Eric Tucker
Sara Slinn
No abstract provided.
The Effect Of Compulsory Certification Votes On Certification Applications In Ontario: An Empirical Analysis, Sara Slinn
The Effect Of Compulsory Certification Votes On Certification Applications In Ontario: An Empirical Analysis, Sara Slinn
Sara Slinn
No abstract provided.
An Analysis Of The Effects On Parties' Unionization Decisions Of The Choice Of Union Representation Procedure: The Strategic Dynamic Certification Model, Sara Slinn
Sara Slinn
This article proposes a new theoretical framework-the strategic dynamic certification model-to explain how union certification processes operate. Statutory certification procedures are not neutral. Instead, they produce particular incentives, disincentives, and opportunities for employers, unions, and employees, and these affect the outcomes of the procedure. Empirical evidence confirms this model's ability to analyze the certification process and the outcomes of unionization attempts. In particular, this model explains why the change from a card-check to a mandatory representation vote encourages unlawful employer conduct, enhances the effectiveness of union avoidance activities, and deters employee participation in the unionization decision. The article concludes that, …
Should Congress Pass The Employee Free Choice Act? Some Neighborly Advice, Sara Slinn, John Godard, Joseph Rose
Should Congress Pass The Employee Free Choice Act? Some Neighborly Advice, Sara Slinn, John Godard, Joseph Rose
Sara Slinn
No abstract provided.
Labour Policy In The Internet Age: Europe's Answer To The Market Challenge, Sara Slinn, Anil Verma
Labour Policy In The Internet Age: Europe's Answer To The Market Challenge, Sara Slinn, Anil Verma
Sara Slinn
No abstract provided.
Labor Law Reform And The Role Of Delay In Union Organizing: Empirical Evidence From Canada, Sara Slinn, Michele Campolieti, Chris Riddell
Labor Law Reform And The Role Of Delay In Union Organizing: Empirical Evidence From Canada, Sara Slinn, Michele Campolieti, Chris Riddell
Sara Slinn
No abstract provided.
An Empirical Analysis Of The Effects Of The Change From Card-Check To Mandatory Vote Certification, Sara Slinn
An Empirical Analysis Of The Effects Of The Change From Card-Check To Mandatory Vote Certification, Sara Slinn
Sara Slinn
No abstract provided.
No Right (To Organize) Without A Remedy: Evidence And Consequences Of Failure To Provide Compensatory Remedies For Unfair Labour Practices In British Columbia, Sara Slinn
Sara Slinn
Employees and unions encounter significant risks during union organizing and often see their efforts thwarted by employers. Labour law regimes attempt to minimize these risks by rendering unlawful a number of unfair labour practices (ULPs) employers can use to prevent unionization. But labour relations boards (LRBs) in Canada often avoid awarding full compensation for the harm ULPs cause, leading employers to still view ULPs as advantageous courses of action with only moderate associated costs.The author argues that this problem can be solved or greatly mitigated without the need for formal reforms, LRBs rather must come to embrace the full range …
Collective Bargaining Law, Sara Slinn