The prevalence of labour disruptions in the Canadian education sector requires a comprehensive analysis of the adverse implications of strikes for stakeholders and Canadian society in general. Education is a kind of public good that generates positive externalities and strikes in Canadian universities and colleges engender negative externalities…

On October 16, 2017, over 12,000 faculty, librarians, and counsellors in 24 independent postsecondary colleges in Ontario, Canada went on strike for the fourth time since they organized in 1971 as members of the Civil Service Association of Ontario and won their first collective agreement the next year. Begun as an apolitical, self-consciously…

In October 2012, Premier Christy Clark announced government would consult with the education partners for the purpose of reviewing teacher bargaining structures and processes with the goal of providing a more stable learning environment for British Columbia students. The review looked for opportunities to achieve two priorities: (1) Create…

In many school districts, business managers--not superintendents--are the ones who deal with labor relations, negotiating or participating on the negotiations team. Business managers who oversee the human resources department may find themselves dealing with labor relations on a regular basis. In this article, the author discusses four labor…

An examination of strikes and alternatives to strikes in public employment. (Editor)

Two examples of bluff pressures (as opposed to real pressures) used by mediators to effect contract settlements are presented, along with advice to negotiators on avoiding or minimizing such tactics. (Author/IRT)

Provides insight into fact finding wherever it is used and in whatever forms it manifests itself. (Author)

The impact on the operation of colleges by the 1967 Taylor Law that gave employees of New York public education institutions the right to bargain for salary and working conditions is assessed. (CA)

Fact finding, mediation, and arbitration are three methods of resolving impasses in collective bargaining. All three methods imvolve the inclusion of a third party in the bargaining process. The mediator suggests avenues along which agreement may be sought, but has no power to compel acceptance of his suggestions. Fact finders have greater power…

Compared to subjects in the conventional arbitration condition, subjects in the final-offer condition had significantly lower aspiration levels immediately before bargaining, were closer to agreement at the conclusion of the bargaining, and felt greater personal responsibility for the outcome of the negotiations. (Author)

An historical run down on teacher strikes and legislation concluding that the schools must have the authority to negotiate and settle. Collective bargaining, the author says, is a process of confrontation. (Author/AF)