scholarly journals Public Employment, Collective Bargaining and the Conventional Wisdom : Canada and U.S.A.

2005 ◽  
Vol 21 (3) ◽  
pp. 406-435
Author(s):  
W. B. Cunningham
Keyword(s):  
United States ◽  
Collective Bargaining ◽  
Private Sector ◽  
Public Service ◽  
Industrial Relations ◽  
The United States ◽  
Conventional Wisdom ◽  
Public Employment ◽  
The Public ◽  
State Of Affairs

The author states that the conventional wisdom has viewed collective bargaining in the public service as unnecessary, impractical and illegal. And he adds that, in general, and until recently, the prevailing practices in the United States and Canada have been in close harmony with the conventional wisdom. But the restless change of events threatens the existing state of affairs, described by the conventional wisdom, with progressive obsolescence. And the author answers the two following questions: Can the industrial relations system of the private sector be applied to public employment? To what extent does the nature of government employment raise unique problems? The enemy of the conventional wisdom is not ideas but the march of events. J.K. GALBRAITH, « The Affluent Society »

scholarly journals Impasse Procedures: The American Experience

1970 ◽  
Vol 3 (1) ◽  
Author(s):  
Don J. Turkington
Keyword(s):  
United States ◽  
Public Sector ◽  
Collective Bargaining ◽  
Private Sector ◽  
Public Service ◽  
Industrial Relations ◽  
The United States ◽  
Representative Democracy ◽  
Government Services ◽  
American Experience

Recent American industrial relations have been characterized by experimentation with alternatives to the strike. Much of this experimentation is the result of public sector workers gaining access to collective bargaining while continuing to be denied access to the strike. In the United States, as in many countries, governments have taken the view that their employees should not strike. Considerations of public service, sovereignty and representative democracy, essentiality of government services and of the lack of some private sector restramts underlie this view

scholarly journals Elegy Written in a Country Schoolhouse

2013 ◽  
Vol 3 (1) ◽  
pp. 41-49 ◽  
Author(s):  
Howard Hendrix
Keyword(s):  
United States ◽  
Private Sector ◽  
Sierra Nevada ◽  
The United States ◽  
Political Factors ◽  
Fresno County ◽  
The Public ◽  
School Year ◽  
Sierra Nevada Foothills ◽  
The Relationship

Article examines the economic, environmental, social, and political factors involved in the closing of Auberry Elementary School in the Sierra Nevada foothills of Fresno County after the 2010–2011 school year. The closing of the school serves as a window onto the shifting landscape of the relationship between the private sector and the public good not only in Auberry but throughout California and the United States.

scholarly journals Contraction and Expansion: The Divergence of Private Sector and Public Sector Unionism in the United States

1988 ◽  
Vol 2 (2) ◽  
pp. 63-88 ◽  
Author(s):  
Richard B Freeman
Keyword(s):  
United States ◽  
Public Sector ◽  
Private Sector ◽  
Developed Countries ◽  
The United States ◽  
Public And Private ◽  
The Public ◽  
Union Status ◽  
Contraction And Expansion ◽  
Public Sector Unionism

The institutional structure of the American labor market changed remarkably from the 1950s and 1960s to the 1980s. What explains the decline in union representation of private wage and salary workers? Why have unions expanded in the public sector while contracting in the private sector? Is the economy-wide fall in density a phenomenon common to developed capitalist economies, or is it unique to the United States? To what extent should economists alter their views about what unions do to the economy in light of the fact that they increasingly do it in the public sector? To answer these questions I examine a wide variety of evidence on the union status of public and private workers. I contrast trends in unionization in the United States with trends in other developed countries, particularly Canada, and use these contrasts and the divergence between unions in the public and private sectors of the United States to evaluate proposed explanations.

COLLECTIVE BARGAINING DYNAMICS IN THE NIGERIAN PUBLIC AND PRIVATE SECTORS

2011 ◽  
Vol 01 (05) ◽  
pp. 63-70
Author(s):  
Anyim C. Francis ◽  
Elegbede Tunde ◽  
Mariam A. ◽  
Gbajumo Sheriff
Keyword(s):  
Public Sector ◽  
Collective Bargaining ◽  
Private Sector ◽  
Industrial Relations ◽  
The State ◽  
Wage Determination ◽  
Federal State ◽  
Freedom Of Association ◽  
Public And Private ◽  
The Public

The objective of this paper is to examine the dynamics of collective bargaining machinery in both the public and private sectors in Nigeria; with a view to bringing to the fore the peculiarities associated with both sectors with regard to the practice of bargaining. To achieve this objective, the paper adopts a theoretical approach. The author observes that the practice of industrial relations as a discipline and that of collective bargaining in particular emanated from the private sector the world over. Thus, much of the practices of public sector collective bargaining are modelled after the private sector collective bargaining. However, in Nigeria, the obverse is the case as collective bargaining gained its root in the public sector owing to the near absence of private sector at the turn of the century. However, in Nigeria, the public sector pays lip-service to the collective bargaining machinery. Governments at all levels (Federal, State and Local) have continued to set aside collective bargaining and to give wage awards to score political points in spite of its commitment to the ILO Convention 98 to freely bargain with workers. The State or the government in the course of regulating wages and employment terms and conditions revert to the use of wage commissions. Thus, wage determination is by fiat. This preference for wage commissions can at best be regarded as a unilateral system as collective bargaining is relegated to the background.Wage tribunals or commissions offer little opportunity for workers’ contribution in the determination of terms and conditions of employment and can hardly be viewed as bilateral or tripartite. Thus, the State preference for wage commissions is anti-collective bargaining. In spite of Nigeria’s commitment to Conventions of the ILO with particular reference to such Conventions as 87 of 1948 and 98 of 1949 which provide for freedom of association and the right of workers to organize and bargain collectively. Thus, the use of wage commissions is antithetical to collective bargaining.

Continuity

2019 ◽  
pp. 119-144
Author(s):  
Gamonal C. Sergio ◽  
César F. Rosado Marzán
Keyword(s):  
United States ◽  
Private Sector ◽  
The United States ◽  
Employment Contracts ◽  
Employment At Will ◽  
The Public ◽  
Unfair Dismissal ◽  
Wrongful Dismissal ◽  
The U.S ◽  
At Will

Chapter 5 describes the principle of continuity, also called the principle of “stability” or “permanence,” in Argentina, Brazil, Chile, and Uruguay. The principle presumes employment contracts of indefinite duration where employers must provide cause to terminate the contract. The chapter describes how continuity provides judges and other adjudicators with the authority to protect workers against unfair dismissal, reinforce employer obligations despite contract modification and successorship, and reform precarious contracts into standard contracts of employment. The chapter then describes the uneven and weaker presence of continuity in the United States due to employment at will. It argues that employment at will needs to be derogated by statute, likely state by state. But despite the need to derogate employment at will, the chapter also underscores that about 15 percent of the U.S. workforce, that one employed in the public sector and in the unionized private sector, is not covered by employment at will. Moreover, even under employment at will, many private sector employees are covered by antidiscrimination, antiretaliation, tort, and public policies that together concoct a law of wrongful dismissal. Hence, while weak and uneven, some form of employment stability does pervade in the United States.

Labor's Enduring Divide: The Distinct Path of Public Sector Unions in the United States

2014 ◽  
Vol 28 (2) ◽  
pp. 175-200 ◽  
Author(s):  
Alexis N. Walker
Keyword(s):  
United States ◽  
Public Sector ◽  
Collective Bargaining ◽  
Private Sector ◽  
Labor Law ◽  
Union Density ◽  
The United States ◽  
Private Sector Union ◽  
Public Sector Employees ◽  
Public Sector Unions

Why did public sector unionization rise so dramatically and then plateau at the same time as private sector unionization underwent a precipitous decline? The exclusion of public sector employees from the centerpiece of private sector labor law—the 1935 Wagner Act—divided U.S. labor law and relegated public sector demand-making to the states. Consequently, public sector employees' collective bargaining rights were slow to develop and remain geographically concentrated, unequal and vulnerable. Further, divided labor law put the two movements out of alignment; private sector union density peaked nearly a decade before the first major statutes granting public sector collective bargaining rights passed. As a result of this incongruent timing and sequencing, the United States has never had a strong union movement comprised of both sectors at the height of their membership and influence.

scholarly journals Gertrude Stanton (1863-1931)

2019 ◽  
Vol 51 (1) ◽  
pp. 5-10
Author(s):  
Viktoria Davis ◽  
Lilien Vogl
Keyword(s):  
United States ◽  
Public Service ◽  
Professional Associations ◽  
The United States ◽  
Financial Success ◽  
The Public ◽  
Professional Reputation ◽  
Service Projects ◽  
Business Acumen ◽  
Set Up

Dr. Ella Gertrude Smith Ayer Stanton Jones (1863-1931), better known as Gertrude Stanton, was the first woman licensed to practice optometry in the United States. A native of Iowa, Stanton began her career as a teacher, but eventually moved to Minnesota where she received training and began to work as an itinerant refracting optician or optometrist, building her professional reputation through clever marketing. In 1901, shortly after the passage of the first optometry licensure law in Minnesota, Stanton applied for and received a license by exemption. Stanton went on to become an in-store optometrist at Dayton’s Department Store and eventually set up her own storefront where she employed her daughter and ran an optical business run entirely by women. During her career, she participated in optometry and professional associations and public service projects and was active in her community. Thrice married with three children, Stanton’s abiding popularity with her patients and the public as well as her financial success despite leading an unconventional life for a woman at the turn of the twentieth century is a testament to her fierce independence, indomitable spirit and impressive business acumen. This article, constructed from meticulous research in archival records, paints a detailed portrait of Stanton’s life and career as an optometric pioneer.

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