Jack Stieber

THE IMPACT OF ATTORNEYS AND ARBITRATORS ON ARBITRATION AWARDS

This paper analyzes the impact of attorney representation and the identity of the arbitrator on a sample of grievance arbitration awards in cases involving discharge for just cause. The results indicate that, as compared to cases in which neither side is represented by an attorney, each party has more favorable arbitration awards when it has attorney representation and the other party does not. When both sides have attorney representation, however, the awards do not differ from those given when neither side has attorney representation. The results also indicate that the awards of several of the arbitrators studied were consistently more favorable to one of the parties than the other.

U.S. industrial relations, 1950-1980 : a critical assessment

The Political, Economic, and Labor Climate in India contains no original contribution and not even any fresh insights. Most of the content in the book is not only familiar territory to students of Indian economy and labor relations, but it has been treated more analytically in other publications, such as A. Fonsecas Wage Issues in a Developing Economy-The Indian Experience (1975) and Charles Myers and Subbiah Kannappans Industrial Relations in India (1970). Neither of these works, nor my 1980 volume, Industrial Relations System in India, is cited in the volume under review. Still, The Political, Economic, and Labor Climate in India has the general properties to serve as a primer on the Indian economic and labor relations scene. The seven appendices at the end of the text contain useful excerpts from official industrial policy statements and labor laws. Since student access to these documents in U.S. libraries is not always assured, this volume could serve as a useful source of information.

U.S. Industrial Relations: The Next Twenty Years.

features of these two chapters, for they too contain much of value. A book like Industrial Relations Systems, which sets itself so ambitious an aim and is so all-embracing in the scope of its material, is bound to invite pungent criticism, not least when it betrays some obvious signs of haste in bountiful printing errors and repetitions in the text. It would be a great pity if the really important and fresh insights which it contributes to our understanding of industrial relations should be overshadowed on this account. The need for systematic thought is so great that we should welcome it with open arms and ask for more. The feeling of regret, that I began by expressing, is mingled with a feeling of gratitude that someone of John Dunlops stature, with his immense experience and acute mind, should take this task in hand.

Occupational Wage Differentials in the Basic Steel Industry

Since 1947 a joint union-management job-evaluation program has governed occupational wage relationships in nearly all of the basic steel industry. It is widely believed that this program only formalized and refined underlying tendencies toward stability in skill differentials in this industry. This article presents contrary evidence to show that, prior to the introduction of the program, occupational earnings differentials in steel followed the general trend toward narrowing of the skilled-unskilled spread, and that relative stability in base-rate differentials has existed only since 1947. The relationship of the job-evaluation program to other factors contributing to this change in the direction of steel wage movements is also discussed. (Authors abstract courtesy EBSCO.)