Labour Relations, 6th Edition
by Larry Suffield
Complete Chapter Solutions Manual
are included (Ch 1 to 11)
** Immediate Download
** Swift Response
** All Chapters included
,Table of Contents are given below
Chapter 1:Union Objectives, Processes, and Structure
Chapter 2:Labour Relations in Canada
Chapter 3:The External Environment
Chapter 4:Organizational Strategy
Chapter 5:Governments and Labour Relations Boards
Chapter 6:Union Organizing, Drive and Certification
Chapter 7:The Collective Agreement
Chapter 8:Negotiation of the Collective Agreement
Chapter 9:Strikes, Lockouts, and Contract Dispute Resolution
Chapter 10:Administration of the Collective Agreement
Chapter 11:Public-Sector Labour Relations
,Solutions Manual organized in reverse order, with the last chapter displayed first, to ensure that all
chapters are included in this document. (Complete Chapters included Ch11-1)
CHAPTER 11
PUBLIC SECTOR LABOUR RELATIONS
Preface
In this chapter students explore the unique features of Canadian public sector unions. They
will review how these unions came to be and their distinctive elements and future look forward.
Learning Objectives
11.1 Identify the size and importance of the public sector.
11.2 Outline the development of labour relations in the public sector.
11.3 Describe the distinctive features of labour relations in the public sector.
11.4 Outline recent trends in public-sector labour relations.
Outline/Table of Contents
I. The Public Sector: Size and Importance
II. Distinctive Features of Public-Sector Labour Relations
III. Comparing Alternative Contract Dispute Resolution Methods
IV. Recent Developments in Public-Sector Labour Relations
V. Review Questions
VI. Discussion Questions
VII. Web Research
VIII. Vignette
IX. Case Incident
I. The Public Sector: Size and Importance
The public sector is defined here as including three components: persons working directly
for local, provincial, territorial and federal governments; persons employed in various public-
sector agencies or services such as health care, social service agencies or educational institutions
funded by government; and persons who work for government business enterprises and Crown
corporations such as the Canadian Broadcasting Corporation.
Importance of the Public Sector
The public sector is important for several reasons. The number of people employed
makes it an important part of the Canadian economy. It provides vital services such as health
care, education, police and fire protection. Unlike the private sector, where if an employer
suspends operations customers can obtain services elsewhere, many public-sector employers are
the only providers of their service.
The public sector is an important component of the labour relations system, and in 2021
approximately 77% of all union members were public-sector employees. This was in sharp
240
, Instructor’s Manual for Labour Relations, Sixth Edition Chapter 11
Public Sector Labour Relations
contrast to the private sector, where only 16 percent of persons employed in the private sector
belonged to a union.
Why Public-Sector Employees Were Not Allowed to Unionize
There are several reasons for the delay in extending the right to unionize to the public
sector. The essential nature of some of the services provided was a concern as a strike could
mean an interruption of vital community services. It was also thought that governments should
not be forced to give up control of the public sector, in particular, control over budgets. There
was also a concern that a unionized public sector would have too much power, in view of the
services provided, and this would lead to excessive increases in compensation.
Employee Associations
Prior to public-sector employees being granted the right to unionize, they formed
employee associations to promote their interests. These were different from unions in several
respects. Because these associations were not certified by a labour relations board, they did not
have the right to strike. They included members of management and did not join labour
federations. The associations consulted with governments to voice employee concerns regarding
compensation and working conditions; however, the employer maintained final decision-making
authority. Eventually employees perceived that this process did not adequately protect their
interests, and they sought the right to unionize. The associations were important, however,
because they were the basis for public-sector unions that were able to develop rapidly when
legislation extended collective bargaining rights to public-sector employees.
Collective Bargaining Rights Extended to the Public Sector
In 1967, the federal government enacted the Public Service Staff Relations Act which is
now the Public Service Labour Relations Act. This Act gave federal government employees the
right to unionize. A distinctive aspect of this legislation was a provision for a choice of contract
dispute resolution mechanisms. Prior to the start of each contract negotiation, the union could
choose either interest arbitration or a strike as the final dispute resolution mechanism.
Subsequently, the provinces enacted legislation granting collective bargaining rights to their
employees. In many jurisdictions, separate statutes covering parts of the public sector such as
teachers or health workers were passed. There was a great deal of variation with respect to the
right to strike in the provincial legislation. In some provinces, government and other public-
sector employees were given the right to strike. In other provinces, employees were not allowed
to strike, and interest arbitration was established as the contract dispute resolution mechanism.
II. Distinctive Features of Public-Sector Labour Relations
Employers
Several unique features of public-sector employers affect labour relations.
241
by Larry Suffield
Complete Chapter Solutions Manual
are included (Ch 1 to 11)
** Immediate Download
** Swift Response
** All Chapters included
,Table of Contents are given below
Chapter 1:Union Objectives, Processes, and Structure
Chapter 2:Labour Relations in Canada
Chapter 3:The External Environment
Chapter 4:Organizational Strategy
Chapter 5:Governments and Labour Relations Boards
Chapter 6:Union Organizing, Drive and Certification
Chapter 7:The Collective Agreement
Chapter 8:Negotiation of the Collective Agreement
Chapter 9:Strikes, Lockouts, and Contract Dispute Resolution
Chapter 10:Administration of the Collective Agreement
Chapter 11:Public-Sector Labour Relations
,Solutions Manual organized in reverse order, with the last chapter displayed first, to ensure that all
chapters are included in this document. (Complete Chapters included Ch11-1)
CHAPTER 11
PUBLIC SECTOR LABOUR RELATIONS
Preface
In this chapter students explore the unique features of Canadian public sector unions. They
will review how these unions came to be and their distinctive elements and future look forward.
Learning Objectives
11.1 Identify the size and importance of the public sector.
11.2 Outline the development of labour relations in the public sector.
11.3 Describe the distinctive features of labour relations in the public sector.
11.4 Outline recent trends in public-sector labour relations.
Outline/Table of Contents
I. The Public Sector: Size and Importance
II. Distinctive Features of Public-Sector Labour Relations
III. Comparing Alternative Contract Dispute Resolution Methods
IV. Recent Developments in Public-Sector Labour Relations
V. Review Questions
VI. Discussion Questions
VII. Web Research
VIII. Vignette
IX. Case Incident
I. The Public Sector: Size and Importance
The public sector is defined here as including three components: persons working directly
for local, provincial, territorial and federal governments; persons employed in various public-
sector agencies or services such as health care, social service agencies or educational institutions
funded by government; and persons who work for government business enterprises and Crown
corporations such as the Canadian Broadcasting Corporation.
Importance of the Public Sector
The public sector is important for several reasons. The number of people employed
makes it an important part of the Canadian economy. It provides vital services such as health
care, education, police and fire protection. Unlike the private sector, where if an employer
suspends operations customers can obtain services elsewhere, many public-sector employers are
the only providers of their service.
The public sector is an important component of the labour relations system, and in 2021
approximately 77% of all union members were public-sector employees. This was in sharp
240
, Instructor’s Manual for Labour Relations, Sixth Edition Chapter 11
Public Sector Labour Relations
contrast to the private sector, where only 16 percent of persons employed in the private sector
belonged to a union.
Why Public-Sector Employees Were Not Allowed to Unionize
There are several reasons for the delay in extending the right to unionize to the public
sector. The essential nature of some of the services provided was a concern as a strike could
mean an interruption of vital community services. It was also thought that governments should
not be forced to give up control of the public sector, in particular, control over budgets. There
was also a concern that a unionized public sector would have too much power, in view of the
services provided, and this would lead to excessive increases in compensation.
Employee Associations
Prior to public-sector employees being granted the right to unionize, they formed
employee associations to promote their interests. These were different from unions in several
respects. Because these associations were not certified by a labour relations board, they did not
have the right to strike. They included members of management and did not join labour
federations. The associations consulted with governments to voice employee concerns regarding
compensation and working conditions; however, the employer maintained final decision-making
authority. Eventually employees perceived that this process did not adequately protect their
interests, and they sought the right to unionize. The associations were important, however,
because they were the basis for public-sector unions that were able to develop rapidly when
legislation extended collective bargaining rights to public-sector employees.
Collective Bargaining Rights Extended to the Public Sector
In 1967, the federal government enacted the Public Service Staff Relations Act which is
now the Public Service Labour Relations Act. This Act gave federal government employees the
right to unionize. A distinctive aspect of this legislation was a provision for a choice of contract
dispute resolution mechanisms. Prior to the start of each contract negotiation, the union could
choose either interest arbitration or a strike as the final dispute resolution mechanism.
Subsequently, the provinces enacted legislation granting collective bargaining rights to their
employees. In many jurisdictions, separate statutes covering parts of the public sector such as
teachers or health workers were passed. There was a great deal of variation with respect to the
right to strike in the provincial legislation. In some provinces, government and other public-
sector employees were given the right to strike. In other provinces, employees were not allowed
to strike, and interest arbitration was established as the contract dispute resolution mechanism.
II. Distinctive Features of Public-Sector Labour Relations
Employers
Several unique features of public-sector employers affect labour relations.
241
