ABSTRACT
This chapter seeks to determine the degree of autonomy of local unions with respect to decisions pertaining to internal management as well as to the protection of employee interests. Although not particular to the American or Canadian organized labour movement, the problem of relations between local and parent unions in North America is unique in light of the social role of American unionism and the legal framework in which this role is carried out. In fact, unlike in some European countries, North American unions concentrate their efforts at the company level. While their efforts focus primarily on the company, the American and Canadian labour movements have distinguishing characteristics in that the latter has greater sociopolitical ramifications (Kumar, 1993). The primary role of unions is to negotiate a collective agreement with the company and then ensure that the work rules contained in the agreement are respected (Rankin, 1990). Union activity thus takes place mainly at the local level and is closely linked to the legal framework that defines the parameters of collective bargaining in Canada. The various labour laws provide that once it has obtained the support or votes from the majority of the employees involved or a specific group of employees, a union gains the exclusive right to negotiate on behalf of all those employees or specific groups (Carter, 1995).
