Employers and employer groups often argue that restrictions on an employer's ability to use replacement workers during a strike reduce employment. This study analyzes provincial employment-to-population ratios for 1966-1994 and unionized bargaining unit employment growth rates for 1966-1993 to test for an impact of provincial strike replacement policies in Canada. A strike replacement ban that restricts the use of both permanent and temporary replacements is found to have adverse employment consequences. The results for reinstatement rights provisions (effectively banning permanent replacements) and professional strikebreaker bans are mixed.
Bibliographical noteFunding Information:
I am grateful to Christina Brademas, Michael McDermott, David Zimmerman, and seminar participants at the University of Minnesota, Colgate University, and the Fifth Bargaining Group Conference for their assistance in the preparation of this paper and to the Carlson School of Management's McKnight - Business and Economics Research Grants Program for financial support.
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- Strike replacement legislation