These arguments have contributed to an explosion of interest in models that raise workplace skills by integrating classroom and work-based learning along the lines of youth apprenticeship programs. An alternative model for youth apprentice programs is proposed based on these lessons. Canadian unions have remained active recruiting new members and assign a high priority to organizing while America unions have shown diminished organizing effort and ability. Canadian unions have demonstrated superior performance in collective bargaining as measured by resistance to concession bargaining and negotiated wage gains, among other factors. Finally, although Canadian unions experienced some political setbacks, they wielded more political influence than their American counterparts in promoting union-specific as well as broad social legislation.
Density is examined as both a consequence and determinant of the divergence in union performance.
In the NLSY there is little evidence of lower return to black youths' contacts, but there is evidence of lower returns to Hispanic youths' contacts. First, we find that previously trained workers exhibit larger cumulative wage gains during their current training. Thus, a substantial portion of the gender wage gap results from the fact that women have little prior training relative to men. Gender differences in workplace promotion and training practices help to explain why women accumulate less training than men. Using 1983-1992 NLSY data, we present evidence suggesting IRCA reduced the true wages of male natives most likely to be mistaken as unauthorized.