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Detail for the requirement see on the pictures
Detail for the requirement see on the pictures 2nd Assignment Submission Folder (Due March 23, 2021)
Case: D-J Composites Dispute
• Please submit by due date via eClass in Word Doc format.
Due Tuesday, March 23; submission folder will close at 10:00 PM on March 23.
• Case Study on Page 304-305-D-J COMPOSITES DISPUTE (case also attached below as PDF for your convenience)
• Please write an essay answering all four questions on Pg 306
• Minimum 3 pages, Maximum 5 pages, double space font times new roman size12
• With proper reference; reference style flexible;
• You need to reference a minimum of two journal articles
2nd Assignment Questions.jpg
Case Study for 2nd Assignment.jpg
14 March 2021, 7:29 PM
14 March 2021, 7:29 PM
QUESTIONS
1. Discuss the extent to which the three theories of strikes can be used to
analyze this work stoppage.
2. Examine the list of potential causes of strikes presented in this chapter.
Are any relevant to this labour dispute?
3. Do you agree with NL Employers’ Councils concern regarding the
potential of government legislation mandating binding arbitration in a
private sector dispute? Why or why not?
4. Issues concerning picket lines and replacement workers evoke strong
reactions from people. Do you agree with Unifor’s decision to create
and release a video concerning scab workers?
// REFERENCES
Alberta Labour Relations Board. (2019). Frequently asked questions: Strikes,
ockouts & picketing. Retrieved 10 July 2019 from http://www.alrb.gov.ab.ca/faq_
trikes.html.
Alphonso, C. (28 December 2007). Fredericton’s St. Thomas University
o lock out its faculty. The Globe and Mail. Retrieved 22 April 2019 from
https://www.theglobeandmail.com/news/national/frederictons-st-thomas-
university-to-lock-out-its-faculty/article 700697.
Aramayo, C. (2017). Lessons from the 2016 Harvard strike. International
Labor and Working Class History, 91, 174-79, doi:http://dx.doi.org/10.1017/
0147547916000363.
Ashenfelter, O., & Johnson, G. E. (1969). Bargaining theory, trade unions, and
ndustrial activity. The American Economic Review, 59(1), pp. 35-49.
Bamberger, P., Kohn, E., & Nahum-Shani, I. (2008). Aversive workplace conditions
nd employee grievance filing: The moderating effects of gender and ethnicity.
=rdustrial Relations: A Journal of Economy and Society, 47(2), pp. 229-259.
Barling, J., Fullagar, C., McElvie, L., & Kellow
trike propensity Town
TT
Inalty and
a settlement
5. Reread the opening vignette about the strike by public health nurses at the Thunder
Bay District Health Unit. To what extent are the theories and causes of strikes
6. Godard (2011) suggests several avenues down which conflicts formerly managed
through strikes may have gone. These include: (1) routed to alternative conflict
represented?
were
economy;
third-party interventions, the dispute continued on with little progress toward
About 80 weeks into the strike, in July 2018, the workers learned that they
Insurance (EI) commission ruled that the employees locked out were eligible
e eligible for additional financial benefits. While unusual, the Employment
under El regulations. Workers were pleased with this decision as they were only
earning about $250 a week in strike pay. While many locked-out employees
had secured part-time employment in the community to bolster their financial
situation during the dispute, the addition of El payments provided some extra
security for workers who had struggled financially, could not make mortgage
a
break you into
resolution mechanisms; (2) resolved through the restructuring of the
(3) internalized in the employee; and (4) cyclical
. The instructor may
four groups and have you argue one of these positions.
7. In the chapter we discuss non-union grievance procedures. Most colleges and uni-
versities have a calendar that discusses appeal processes. These are often available
presented in this
borrowing money to sustain themselves and their families,
online. How similar is the process to the grievance process we
chapter? (see pp. 295-296)
payments, were
and so on.
employees
8. Find a collective agreement from your workplace, the workplace of a friend or family
member, or online. Have a look at the grievance procedure contained in one collec-
tive agreement from
your
institution.
(a) Is there an informal (pre-grievance) step mentioned?
(b) How many steps are in the formal process?
(c) Which levels of management and the union are present at each step?
9. Interview a parent, sibling, friend, or someone else who has been on strike. Ask what
he or she feels was the cause of the strike as well as what impact it had on the work-
place, workers, and management. To what extent does his or her personal experience
mirror the findings discussed in this chapter?
CASE
D-J COMPOSITES DISPUTE
Just before Christmas on 20 December 2016, American-based D-J Composites,
an aerospace firm, locked out approximately 30 employees in Gander. These
employees were represented by their union, Unifor, Local 597. The main areas
of contention between the parties related to wages and job security. There was
even media discussion that the employer was seeking wage concessions as well
as reductions in the union-seniority provisions. At the time of the labour dispute
the pay level for D-J Composites workers was about $16.50 an hour relative
to the national average of $35 for Unifor members employed in the aerospace
The interactions between striking employees and replacement workers
and managers received considerable media attention. Media stories noted that
on the picket line were swearing and threatening to hurt non-union
employees (including managers) as well as calling the replacement workers “scabs.”
The workers had been on the picket line for two full winters, and had faced the
Newfoundland elements for more than 600 days. As summer ended in 2018, about
21 months into the strike, shortly after the Labour Day long weekend, tensions
between employees on the picket line and replacement workers hit an all time
high. The union launched a video via its social media channels titled “Meet the
Scabs.” This video showed the names and photos of replacement workers. Pubic
and media reaction was swift. Some criticized the union’s decision, feeling that the
video was akin to bullying or harassment. Others noted that the purpose of a picket
line was to prevent replacement workers and that the Supreme Court had ruled,
back in 2013, that unions had a constitutional right to broadcast photographs of
strikebreakers. The union, in media reports, noted that the video was a necessary
tactic in an attempt to end the dispute.
Between February and September 2018, when the union launched the scab
video, the union had written three letters to the premier concerning the dispute.
In October 2018, the lockout, which by then was 21 months old, was receiving
increased political attention. The office of Newfoundland and Labrador Premier
Dwight Ball informed Unifor that the employer had agreed to binding arbitration
as a way to settle the strike. In fact, after meeting with the National President of
Unifor, the premier noted that the potential of reconvening the legislature prior to
the fall sitting for the purpose of passing legislation to force the parties into binding
arbitration. This development was not celebrated by all. The NL Employers’
Council raised concerns about the unprecedented potential of legislation that
would force a private sector union and employer to accept binding arbitration to
settle a labour dispute.
In late November, the parties learned of the arbitrator’s decision. Workers were
expected to return to work by 13 December 2018.
Sources: Barry (2017a, 2017b); CBC News (2018b); Glavin (2018); Jackman (2018); Kinsella (20182,
2018b); Sampson (2018); Unifor (n.d., 2017b, 2018b).
sector.
The relationship between the parties was contentious. The employer was,
on two occasions, found by the Newfoundland Labour Relations Board to have
engaged in unfair labour practices and bad-faith bargaining. The union, in media
stories, referenced that the employer was union busting.
About 10 months into the strike, in October 2017, the parties were making
very little headway toward a settlement. While conciliation had been provided
to the parties since August, the government announced, following a request
from the union, the appointment of an independent mediator. Despite these
