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Two-Tier Workplaces and Intergenerational Equity

Two-Tier Workplaces and Intergenerational Equity. Michael Mac Neil Department of Law and Legal Studies, Carleton University. Two-Tier. Same. Employer Job Workplace. Wages Benefits. Different. MAGIC DATE. HIRED BEFORE. HIRED AFTER. Evaluating Two-Tier Workplaces. Voice. Equity.

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Two-Tier Workplaces and Intergenerational Equity

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  1. Two-Tier Workplaces and Intergenerational Equity Michael Mac Neil Department of Law and Legal Studies, Carleton University

  2. Two-Tier Same • Employer • Job • Workplace • Wages • Benefits Different

  3. MAGIC DATE HIRED BEFORE HIRED AFTER

  4. Evaluating Two-Tier Workplaces Voice Equity Efficiency

  5. Use of Two-Tier Breweries Airline Industry Canada Post US auto industry US Steel Quebec municipalities

  6. A Note About Pensions Defined Benefit – 92% underfunded; $350 billion shortfall (2010) Defined Contribution - Slowly replacing defined benefit plans Deficits Risk Transition

  7. Duty of Fair Representation Efficiency Equity Voice Flexibility in Collective Bargaining Discrimination against new hires Representation for those not in bargaining unit

  8. Discrimination

  9. Age Based?

  10. Proving Discrimination Statistics Overlapping Age Cohorts

  11. Two-Tier as BFOR Economic Necessity Access to Employment Seniority Job Security Collective Bargaining Grand Parenting

  12. Quebec Approach Two Tier

  13. Issues With Quebec Approach differentials ‘solely’ because of date of hiring Same tasks in same establishment

  14. Issues With Quebec Approach Temporary v. Permanent Differentials Union Liability Seniority and Grand Parenting

  15. Conclusion Voice Efficiency Equity

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