Labor relations are not just about negotiating thick contracts and work rules. Traditional labor relations textbooks are dominated by rich descriptions of the how, what, and where of the major labor relations processes - what's missing is the WHY. Labor relations processes and work rules are simply a means to more fundamental objectives. What are these objectives? Under what conditions are collectively bargained work rules a desirable or undesirable method for achieving these objectives? In the 21st century world of work, are there better ways of pursing these objectives? These are the central and engaging questions of labor relations - questions ignored by textbooks that narrowly focus on how the existing labor relations processes and detailed work rules operate in practice.
The labor relations system is in flux. Designing new policies, practices, and strategies that are effective hinges on a deep understanding of the employment relationship and the past, present, and future of labor relations.
Budd 5e replaces the tired paradigm of "labor relations equal detailed work rules" with the dynamic paradigm of "labor relations equal balancing workplace goals and rights." This is not to say that the existing processes are unimportant. Labor law, union organizing, bargaining, dispute resolution, and contract administration are central topics that are thoroughly covered in the heart of the 5th edition using diverse historical and contemporary examples.
This edition includes diverse material to provide for a diverse perspective to labor relations. Budd focuses on how traditional labor relations processes (like negotiating contacts) work and also WHY these processes exist. The author encourages students to consider whether there are better ways of achieving these objectives - with traditional unions, with new types or unions, or without any unions at all.
Budd presents labor relations as a system for balancing employment relationship goals (efficiency, equity, and voice) and the rights of labor and management. By weaving these themes with the importance of alternative perspectives on the nature of employment relationship throughout the text, students can learn not only how the traditional labor relations processes work, but also why these processes exist and how to evaluate whether they are working. In this way, students can develop a deeper understanding of labor relations that will help them successfully navigate a contemporary labor relations system that faces severe pressures requiring new strategies, policies, and practices.
|Publisher:||McGraw-Hill Professional Publishing|
|Product dimensions:||7.60(w) x 9.90(h) x 0.90(d)|
|Age Range:||18 Years|
About the Author
JOHN S. BUDD, F.C.A., is a financial and investment advisor in Toronto. He is one of the owners of Cumberland Partners Limited, a firm which provides investment management services to affluent families through its wholly-owned subsidiaries, Cumberland Private Wealth Management Inc. and Cumberland Associates Investment Counsel Inc. John holds a Bachelor of Commerce (Honours) degree from the University of Toronto, and he is a Chartered Accountant. In 1991, John was honoured by the Ontario Institute of Chartered Accountants by being named a Fellow of the Institute, in recognition of his contribution over many years to the C.A. profession. For more than 25 years up to 1997, he specialized in tax and estate planning, including 18 years as a tax partner with Deloitte & Touche in Toronto. His clients included some of Canada’s most affluent individuals and families. In addition, he served as national leader of Deloitte’s estate planning service line. While at Deloitte’s, he authored Second Property Strategies, a bestselling book on capital gains tax planning for vacation properties and second residences. For many years, he was also the editor and co-author of Deloitte’s Canadian Guide to Personal Financial Management, and a contributor to How to Reduce the Tax You Pay. In addition, John developed and instructed a number of specialized tax courses for the Canadian Institute of Chartered Accountants, including CICA Personal Tax and Estate Planning, Using Trusts in Tax Planning, and CICA Advanced Tax Issues.
John has been a member of the Toronto Estate Planning Council since 1979, and served as the Council’s President in 2002/2003. He is also a member of the Canadian Tax Foundation and of the international Society of Trust and Estate Practitioners (STEP). John has been a guest speaker and/or chair of many tax conferences and seminars for the Canadian Tax Foundation, The Strategy Institute, Insight Conferences, and other organizations. He has also written numerous articles and has been frequently quoted by the media in the Globe and Mail, National Post, and Financial Post Magazine, and appeared several times on CBC Business World. In 1997, John left public accounting to go into the investment management business. In 2000, he joined Cumberland Private Wealth Management Inc. as a partner and client portfolio manager. John is a shareholder of Cumberland’s parent company, Cumberland Partners Limited, and he serves on the firm’s Board of Directors. His responsibilities include business development, as well as the day-to-day management of the investment portfolios of a number of affluent clients who are located in Canada, the United States, Bermuda and Europe. John lives with his wife and family in Toronto.
For more information, visit: www.cumberlandprivate.com.
Table of Contents
PART ONE Foundations
Chapter 1: Contemporary Labor Relations: Objectives, Practices, and Challenges
Chapter 2: Labor Unions: Good or Bad?
PART TWO The U.S. New Deal Industrial Relations System
Chapter 3: Historical Development
Chapter 4: Labor Law
Chapter 5: Labor Management: Strategies, Structures, and Constraints
Chapter 6: Union Organizing
Chapter 7: Bargaining
Chapter 8: Impasses, Strikes, and Dispute Resolution
Chapter 9: Contact Clauses and Their Administration
PART THREE Issues for 21st Century
Chapter 10: Flexibility, Empowerment, and Partnership
Chapter 11: Globalization and Financialization
PART FOUR Reflection
Chapter 12: Comparative Labor Relations
Chapter 13: What Should Labor Relations Do?
APPENDIX A: THE NATIONAL LABOR RELATIONS ACT (1935, AS AMENDED)
APPENDIX B: UNIVERSAL DECLARATION OF HUMAN RIGHTS (UNITED NATIONS, 1948)
APPENDIX C: A SAMPLE NLRB DECISION
APPENDIX D: COLLECTIVE BARGAINING SIMULATION: THE ZINNIA AND SERVICE WORKERS LOCAL H-56