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Alternative Forms of Employee Representation and Labour Policy

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  • Daphne G. Taras

Abstract

There are many alternative types of collective representation among workers in addition to unions and some of these might be useful platforms on which to build labour policy initiatives. Between 42 and 48 percent of Canadian workers have some form of collective representation (including the 32 percent who are unionized). Concrete examples are offered of the interplay among different labour market intermediaries (unions, non-union employee-management committees, professional and staff associations, and government agencies). These actors have developed innovative employment policies and practices that match the needs of the Canadian workforce. Future labour policy initiatives must incorporate new actors and new models in order to be relevant.

Suggested Citation

  • Daphne G. Taras, 2002. "Alternative Forms of Employee Representation and Labour Policy," Canadian Public Policy, University of Toronto Press, vol. 28(1), pages 105-116, March.
    • Handle: RePEc:cpp:issued:v:28:y:2002:i:1:p:105-116
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    References listed on IDEAS

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    1. Sam Pizzigati & Barbara Yentzer & Ronald D., 2002. "The School of Hard Cyber Knocks: NEA's Experience," Journal of Labor Research, Transaction Publishers, vol. 23(2), pages 175-199, April.
    2. A. Tarik Timur & Allen Ponak, 2002. "Labor Relations and Technological Change at Canadian Pacific Railway ," Journal of Labor Research, Transaction Publishers, vol. 23(4), pages 535-557, October.
    3. Robert E. Lucore, 2002. "Challenges and Opportunities: Unions Confront the New Information Technologies," Journal of Labor Research, Transaction Publishers, vol. 23(2), pages 201-214, April.
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    Cited by:

    1. John Godard, 2003. "Labour Unions, Workplace Rights and Canadian Public Policy," Canadian Public Policy, University of Toronto Press, vol. 29(4), pages 449-467, December.

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