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Centre for Labour Management Relations (CLMR) Ted Rogers School of Management, Ryerson University Ted Rogers School of Management Ryerson University Room TRS-2-027, 8th Floor 55 Dundas Street West Toronto, ON M5G 2C5 September 9, 2015 To: Changing Workplaces Review Employment Labour and Corporate Policy Branch Ministry of Labour From: Centre for Labour Management Relations (CLMR) Ted Rogers School of Management, Ryerson University Re: Comments for consideration to The Changing Workplaces Review, Ministry of Labour The Centre for Labour Management Relations (CLMR) was established at Ryerson University in May 2010. The Centre is funded by sponsors from organized labour and the corporate sector. The mission of the CLMR is to promote collaborative, ethical, entrepreneurial, proactive and sustainable best-practice labour management relations in Canada through funding ground breaking research and transferring knowledge to receptor communities. In order to achieve this mission, the Centre hosts events that bring together leaders from external organizations such as unions, private and public sector employers, and government, to explore important questions in an environment supportive of meaningful discussion and participation. Events have been held around topics such as pension reform, pay equity, and precarious employment. CLMR also provides financial support to Ryerson University faculty for research activities in the realm of labour management relations. So far, the CLMR has funded close to 50 research projects on topics related to compensation and benefits, pension management, corporate social responsibility, disadvantaged groups, diversity and equity, labour market economics, and labour history. We would be happy to provide additional information on any of these topics (see attachment #1 on page 7 for a listing of all funded research). We have identified several internal and external research projects we believe relate closely to the scope of the Ministry of Labour’s Changing Workplaces Review, and will provide short summaries for the identified projects, along with a linked attachment to a more in-depth document. [email protected] 416-979-5000 x2379/2495 www.ryerson.ca/clmr @RyersonCLMR Ted Rogers School of Management Ryerson University Room TRS-2-027, 8th Floor 55 Dundas Street West Toronto, ON M5G 2C5 1. Resisting Precarity in Toronto’s Municipal Sector: The Justice and Dignity For Cleaner’s Campaign (page 11) Dr. Jenny Carson (Ryerson University) Dr. Myer Siemiatycki (Ryerson University) “This paper examines a relative rarity in recent Canadian labour-state relations: the successful resistance by public sector workers and their allies to government-driven employment precarity. At stake was Toronto Mayor Rob Ford’s determination to contract out a thousand jobs held by city cleaners. In response, the cleaners and the city’s labour movement launched a “Justice and Dignity for Cleaners” campaign to preserve these jobs as living-wage employment. Effective coalition building behind a morally compelling campaign, together with some fortuitous political alignments, forestalled city efforts to privatize a significant yet undervalued segment of the workforce. This examination of the Justice and Dignity for Cleaners campaign reveals that resistance to precarity is not futile, notwithstanding some attendant ambiguity of what constitutes a labour victory.” 2. Precarious Jobs in Ontario: Mapping Dimensions of Labour Market Insecurity by Workers’ Social Location and Context, commissioned by Law Commission of Ontario (page 29) Dr. Andrea M. Noack (Ryerson University) Dr. Leah F. Vosko (York University) “This study maps the prevalence of precarious jobs in Ontario’s labour market over the decade long period between 1999 and 2009. At the provincial level, there is limited awareness of the different permutations and combinations of key features of labour market insecurity identified with different employment statuses (e.g., self-employment or paid employment) and forms of employment (e.g., part- time or full-time, temporary or permanent paid employment) and their prevalence among differently situated workers, both workers in different industries and occupations and in different social locations. This report aims to fill this knowledge gap, and thus is a necessary step towards correcting the disjuncture between labour market realities and the model upon which many provincial labour regulations and policies are premised. To this end, in the analysis that follows, we aim to answer four questions about precarious jobs in Ontario: i.) How has the structure of the Ontario labour market changed from 1999-2009, particularly in relation to the prevalence of part-time and temporary forms of paid employment and solo self-employment, forms of employment which are typically identified with precarious jobs?; ii.) How prevalent are the different features of labour market insecurity in the Ontario’s labour market, and how has their prevalence changed from 1999-2009?; iii.) In what sectors, industries and occupations are precarious jobs most prevalent?; iv.) What are the socio-demographic characteristics (gender, ethnicity, immigration status) of people who hold precarious jobs and how has this changed from 1999-2009?” [email protected] 416-979-5000 x2379/2495 www.ryerson.ca/clmr @RyersonCLMR Ted Rogers School of Management Ryerson University Room TRS-2-027, 8th Floor 55 Dundas Street West Toronto, ON M5G 2C5 3. An Immigrant All Over Again? Recession, Plant Closures, and Older Racialized Immigrant Workers: A case study of the workers of Progressive Moulded Products (page 89) Dr. Winnie Ng (Ryerson University) Dr. Aparna Sundar (Ryerson University) Dr. Grace-Edward Galabuzi (Ryerson University) Dr. Sedef Arat-Koc (Ryerson University) Salmaan Khan (Ryerson University) Sareh Serajelahi “This study traces the trajectory of a sample of workers over the five years since they lost their jobs at Progressive Moulded Products, an auto-parts manufacturing company in Vaughan. A large majority of PMP workers are racialized immigrants and a significant proportion were over 45 years of age when they lost their jobs. The study documents their experiences with re-training and re-employment, accessing services, working through temporary employment agencies, dealing with barriers to employment, and living with unemployment and precarious employment. While there are a growing number of studies that document the increased prevalence of precarious work, vulnerable workers, and the working poor in southern Ontario, this study is unique in providing an account of the experiences of a group of workers who transitioned from relatively secure and well-paid standard employment to precarious work and poverty wages.” 4. Blurred Boundaries: Social Media Privacy and the Twenty-First-Century Employee (page 181) Dr. Patricia Sánchez Abril (University of Miami) Dr. Avner Levin (Ryerson University) Alissa Del Riego, J.D. (Harvard Law School) “Social media and mobile communication technology have blurred the boundaries between work and private life. Employees are increasingly expected to be available for work outside of traditional hours and outside of the physical workplace. Employees are also increasingly held accountable for their conduct outside of work that is captured on social media. At the same time research demonstrates that employees continue to have expectations of a private life outside of work and to have expectations that their activity on social media will have little to no implication for their work. A new declaratory standard of employment is required to re-draw and re-sharpen the boundaries between work and private life and to confirm that in Ontario employees have a right to a life separate from work. The new standard should offer reasonable protection for the online conduct and expression of employees, and establish limits on the availability of employees for work outside of the regular workplace and outside of regular work hours. The attached papers provide further discussion of the ongoing expectation of employees in regards to their private life as well as attempt to articulate a standard that would balance employee rights and employer interests.” [email protected] 416-979-5000 x2379/2495 www.ryerson.ca/clmr @RyersonCLMR Ted Rogers School of Management Ryerson University Room TRS-2-027, 8th Floor 55 Dundas Street West Toronto, ON M5G 2C5 5. Unions and Temporary Help Agency Employment (page 243) Dr. Timothy Bartkiw (Ryerson University) “Temporary help agency employment is a peculiar and often precarious employment form that has become increasingly salient in Canada in recent decades. This article examines the effects of the expansion of this employment form upon labour unions, as well as union responses to this phenomenon. Using a qualitative exploratory method, various effects upon union organizing and representation activities are outlined, as are a range of union responses to the phenomenon.” 6. Baby Steps? Toward the Regulation of Temporary Help Agency Employment in Canada (page 267) Dr. Tim Bartkiw (Ryerson University) “This paper provides a critical examination of recent policy developments in Canada towards the regulation of temporary help agency employment in Canada. The contextual description provided includes analysis of recent trends in the growth of temporary help agency employment in Canada, and a review of emerging labor policy concerns. Policy “problems” are identified, under explicit normative assumptions provided in the paper. Subsequently, the paper then provides an assessment of the trajectory of Canadian policy reform through a review of four key policy
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