J. Ryan Lamare

UNION STATUS AND DOUBLE-BREASTING AT MULTINATIONAL COMPANIES IN THREE LIBERAL MARKET ECONOMIES

The relationships among employee representation, formal union status, and employer strategies within and across institutional regimes offer a variegated landscape in the context of globalization. Key questions remain as to the relative weight of macro- and micro-level influences on union status at subsidiaries of multinational companies (MNCs). This study analyzes data gathered through coordinated surveys of MNC subsidiaries in Canada, Ireland, and the United Kingdom and tests the extent to which union status and double-breasting depend on home-country variation, host-country influences, and particular organizational characteristics. The authors find support for a combination of effects on both union status and double-breasting. Further analyses test explicit variations on union status within each host context and support arguments that effects depend on the particularities of national industrial relations regimes.

Union influence on voter turnout:Results from three los angeles county elections

Using voting records of several thousand people in South Los Angeles over three local elections in 2003 and 2004, the author examines the effects of political mobilization contacts by the Los Angeles County Federation of Labor on voter turnout. Many view Los Angeles as a key example of U.S. labor movement revitalization and regard the County Federations political acumen paramount to the local labor movements success. Using logistic regressions, the author measures changes in voter propensity based on union contact for each election. He finds that all types of union contacts (including personal visits and live phone calls) significantly affect the turnout levels of voters, particularly Latinos.

The Interactive Effects of Labor‐Led Political Mobilization and Vote Propensity on Turnout: Evidence from Five Elections

The concept of unions as political mobilization groups is not well documented relative to the general determinants of voting behavior and labor’s traditional political roles. Specifically, scholars have yet to study the interaction between individuals’ propensities to vote and labor-led mobilization. Does labor have a stronger influence on frequent, occasional, or non-voters? Using data totaling 188,551 individuals in Los Angeles over five elections, this paper empirically studies the interaction between vote propensity and mobilization, finding that occasional voters are generally most receptive to labor’s efforts, particularly amongst Latinos, and that personal visits and phone calls are successful for occasional voters.

The Effect of Gender on Awards in Employment Arbitration Cases: The Experience in the Securities Industry

In this article we analyze the outcomes of nearly 3200 awards issued in employment disputes settled by arbitration in the securities industry over the period 1986–2008. The large amount of litigation in the securities industry alleging discrimination by securities firms against the women they employ led us to hypothesize that women would do less well than men in these arbitration cases. Regression analysis reveals that the gender of the complainant and the complainants attorney (but not the gender of the respondents attorney or the arbitrator) had significant effects on the size of the awards. Regardless of the definition of the dependent variable, female complainants did less well than male complainants in these employment arbitration cases. In most estimates, the gender of the attorney representing the complainant also affected the size of the award: male attorneys obtained larger awards than female attorneys. We conclude that these gender differentials are more likely to be the consequence of employment conditions in the securities industry rather than biases in the arbitration process.

Independent, dependent, and employee: Contractors and New Zealand’s Pike River Coal Mine disaster

In this paper, we use the case study of the Pike River Coal Mine explosions, which occurred outside Greymouth, New Zealand, in November 2010 and killed 29 workers, to examine the vulnerability of contracted workers, particularly with regards to occupational health and safety, at times of disasters. We first consider how the literature defines ‘employees’ and ‘contracted workers’, and the notion that many contractors are in fact dependent, vulnerable individuals. We next explain that this group of workers has been overlooked within the disaster and occupational health and safety literatures. We use the Pike River mine explosion as a case study for exploring the health and safety consequences facing vulnerable contractors at a heavily subcontracted employer willing to disregard necessary protections for these workers. Our findings indicate that contractors were especially vulnerable when the Pike River mine exploded, relative to other employee types. In addition, we find that financial outlays to these workers’ families following the explosion have been slow or nonexistent, largely due to a lack of legal guarantees granted to these individuals. This study highlights the need to consider the nuanced levels of subcontracting and multiple types of employees whose health and safety are affected when disaster occurs.

The Evolution of Conflict Management Policies in US Corporations: From Reactive to Strategic

Over the last four decades, the policies and practices used in the US to resolve workplace conflict have undergone a historic transformation. Beginning in the 1970s, a growing number of non-union employers, responding to a series of workplace statutes that had been passed by the US Congress, began to use alternative dispute resolution (ADR) to resolve disputes with their employees. At first, employers principally used arbitration and mediation on an ad hoc basis to handle their employees’ statutory complaints. Over time, however, the case-by-case use of ADR evolved into the institutionalization of ADR policies by employers, especially in large US corporations. Employer-promulgated ADR policies began to be used to handle not only statutory complaints but also an expanding range of non-statutory workplace issues as well. Although arbitration and mediation have continued to be the principal techniques used by US employers to manage workplace conflict, the portfolio of ADR techniques available to employers expanded to include, for example, fact finding, peer review, conflict coaching, facilitation, early neutral evaluation, and other innovative methods. As the so-called ‘ADR revolution’ took root in American employment relations, an increasing number of employers used ADR not merely as a response to the threat of litigation and unionization but also as a proactive strategy designed to help achieve the organization’s larger goals. The use of ADR evolved from a reaction to the legal environment to a strategy for managing workplace conflict.

Learning about Democracy at Work: Cross-National Evidence on Individual Employee Voice Influencing Political Participation in Civil Society

Using European Social Survey data, this article analyzes the extent to which individual autonomy and participation in decision making at the workplace are linked empirically to individual political behaviors in civil society. The results, which are consistent with the hypothesis of a positive outward democratic spillover from the workplace to the political arena, point to the possibility of a learning effect. Much of the literature studies small samples in a single country, whereas we analyze more than 14,000 workers across 27 countries. The results do not appear to be driven by specific countries, which suggests that this spillover effect is a general phenomenon across a variety of institutional contexts, although some features of a country’s electoral system moderate some of the results.

Beyond Repeat Players: Experience and Employment Arbitration Outcomes in the Securities Industry

Abstract Purpose This chapter analyzes the extent to which more experienced employers, arbitrators, and attorneys fare better in securities industry arbitration. Although studies into experience have identified a so-called repeat-player effect on outcomes, I argue that more nuanced considerations of experience are required. Methodology/approach I empirically analyze all employment arbitration awards from the securities system’s inception through 2008. I separate experience into two categories (between- and within-group effects) and run hybrid random- and fixed-effects regressions modeling increasing employer, attorney, and arbitrator experience on arbitration outcomes. Findings I find that between-group experience affects awards but that within-group experience is nonsignificant, except in civil rights cases. This implies that so-called repeat players gain an advantage over inexperienced players due to their entity-specific characteristics, not necessarily by learning to use the system to their advantage. I conclude that, although the securities arbitration system suffers from power imbalances, there is little evidence of systemic exploitation by firms. Originality/value Prior studies into employment arbitration are limited both by their definitions of experience and by their methodological approaches. I overcome these issues by employing a novel methodological approach to measure between- and within-entity experience, which adds a more multifaceted and nuanced framework to the literature than the common repeat-player versus single-player dichotomy.

Community Workforce Agreements: A Tool to Grow the Union Market and to Expand Access to Lifetime Careers in the Unionized Building Trades

This paper profiles and explores variations in the nature and extent to which community workforce provisions have been effectively negotiated into Project Labor Agreements (PLAs). Community Workforce Agreements broadly aim to advance employment and career models for demographic groups underrepresented in the construction industry but have implications for coalition building and may facilitate a broader role for labor in long-term economic development. These arrangements are the focus of intense policy and research debate, where the issue of using PLAs on publicly funded projects has long been considered. However, the types of provisions regularly included in these PLAs, and the manner in which these provisions vary by geography, time, and size of the Building and Construction Trades Council, are not well understood. This paper profiles the most common provisions and their variability and briefly touches on outcome effects of these agreements to communities, using a content analysis of 185 negotiated agreements over fourteen years, a survey of over 300 building trades councils, and three case studies from projects in Washington, D.C., Cleveland, and New York.

Resolving Discrimination Complaints in Employment Arbitration: An Analysis of the Experience in the Securities Industry

This article empirically examines whether employment discrimination claims differ from other types of disputes resolved through arbitration. Whether arbitration is appropriate for resolving violations of anti-discrimination statutes at work is a focus of ongoing policy debates. Yet empirical scholarship has rarely considered whether different types of complaints might have distinct characteristics and receive varied outcomes in arbitration. The authors analyze all of the employment arbitration awards for cases filed between 1991 and 2006 in the financial services industry to determine whether differences in the type of allegation affect award outcomes. They also examine the effects of the financial industry’s decision in 1999 to introduce voluntary arbitration for discrimination claims. Results indicate that discrimination claims largely fared worse in arbitration than did other statutory or non-statutory claims but that arbitration systems are capable of meaningful self-reform.