Elective courses will vary from year to year depending on instructor availability.
MIR 819 – Labour Arbitration
This skills seminar examines the process of grievance, arbitration and dispute settlement under collective agreements as well as the central role of arbitration in the collective bargaining relationship under Canadian labour statutes. Students will participate in mock arbitration hearings. The areas to be explored include, but are not limited to, pre-arbitration procedures, the arbitration tribunal, the jurisdiction of the arbitrator, the arbitration hearing, and selected issues in grievance determination.
MIR 825 - Human Rights Law
The focus of this course is to provide students with the tools required to create and maintain a culture of human rights in the workplace. Through the use of case studies, students will learn how to apply legal principles and law to develop practical solutions to the challenges they are sure to face.
MIR 841 - Labour Policy
This course provides a basic overview of the major purposes and elements of current Canadian labour policy and emerging challenges in the context of changing external and internal environments. The three major areas of labour policy studied include regulations related to labour relations, labour standards, and labour markets in both the public and the private sectors. Among key areas studied include legislation and programs related to labour relations, pay equity, occupational health and safety, employment standards, worker compensation, unemployment insurance, as well as broader policy programs such as the federal sectoral councils program for skills development and adjustment. Although the main focus of the course is on Canada, aspects of North American or global developments relevant to Canadian labour policy will also be reviewed.
MIR 851 - Relationships in Organizations
The purpose of this course is to create better understanding of the importance of relationships in organizations. Using a socio-psychological approach, the course will focus on topics central to relationship formation including social perception and cognition, attitudes and persuasion as well as inter-personal attraction and influence. Among the topics to be covered include attachment theory, social identity, social networks, organizational compassion, emotions, politics and influence tactics, diversity, harassment.
MIR 852 - Leadership
This course examines theories and research findings from the behavioral sciences that are relevant to leadership and the influence process in groups and organizations. Topics may include personality, situational factors, intergroup processes, interpersonal perception as well as the motivation to both lead and follow. The course also explores the implications of leadership training, organization development, and action research.
MIR 885 - Industrial Relations in the Global Economy
This course develops a critical appreciation of the role of industrial relations in a global economic environment. The emphasis is on providing an understanding of the nature and scope of adjustments and adaptations in labour-management institutions and relationships required to deal with international competitive pressures, focusing on strategic links between HR/LR and competitiveness, the Japanese challenge, evolving management approaches and strategies, union responses and the labour agenda, and restructuring experience in key Canadian industries.
MIR 886 - Negotiation and Conflict Resolution
The object of this course is to develop industrial relations and human resource expertise including negotiation, conflict resolution and facilitation skills for those who will be employed in line, staff, or union positions in the public or private sectors. The course deals specifically with negotiation strategy and behaviour, labour and management attitudes and relationships, conflict and cooperation, methods of conflict resolution and facilitation, workplace innovations, strategic choice in IR/HR policy, new directions in IR/HR, and in the new roles of staff and line management in the high performance workplace.
MIR 888 - Advanced Topics in Labour Relations
The course is an advanced topics seminar providing contemporary perspectives on labour relations. The course is intended to explore specific aspects of labour relations in depth. Private and public sector labour relations issues may be explored. Specific topics may vary from year to year, as issues change and different instructors are involved.
MIR 891 - Directed Special Studies
The purpose of the directed special studies/reading course is to provide additional flexibility in the MIR program to enable students to pursue in-depth study of a topic/subject relating to industrial relations and human resources management that is not covered by existing course offerings. The scope of this course will be arranged by the student in consultation with the instructor. Although the exact course format and requirements will depend on the nature of the subject area and on the discretion of the instructor, the following guidelines may be helpful: the minimum workload for the course is the same as required for a normal course; the student is normally required to undertake a review of the literature, including an annotated bibliography of the subject covered by the course; the student is normally required to write at least one major paper (minimum 20 typed pages or 5000 words in length) as a requirement for the course. The course is available only under special circumstances and with the permission of the Director. This course may be taken in any one of the three terms, but it can only be taken once during the MIR program.
MIR 895 - Analytical Methods for HRMIIR
This course focuses on the methods used to collect, assess, and evaluate industrial relations related qualitative and quantitative data and information in a variety of contexts. Example topics covered include designing and administering workforce surveys (including interviews and focus groups), compiling, analyzing, and presenting organizational data, and analyzing labour market survey data.
MIR 898 - Master's Research Project
Written under the direction of a faculty supervisor and normally about 50 pages in length, the research essay provides students with the opportunity to undertake independent research of an IR/HR issue or a case study of an organization and to develop the ability to express their ideas in an organized and literate form. Preliminary work is normally completed in the winter term and research and writing conducted during the spring/summer term. Counselling for the research essay (choice of an appropriate topic, selection of a supervisor, etc.) is provided by the School. Every effort is made to inform students about the research interests and activities of faculty members and associates and to encourage them to undertake topics related to these. The written essay will be examined by a committee composed of the supervisor, and one other member of the faculty of the School or a related department.
The following courses are offered through the Faculty of Law, and require permission. See the Faculty of Law course descriptions.
LAW 522 - Human Rights *requires permission
The Ontario human rights system has undergone significant changes in recent years. This course will examine the evolution of Ontario's human rights system as a mechanism for promoting and protecting human rights. It will also explore the meaning of discrimination with reference to recent cases from the Ontario Human Rights Tribunal. Particular attention will be paid to the interaction between the Charter and the Ontario Human Rights Code. The legal structure of Canadian human rights protection, its scope and its deficiencies, will be considered in depth.
LAW 566 - Advanced Labour Law: Human Rights in the Workplace *requires permission
This course will examine selected human rights issues in the contemporary workplace. The class will challenge students to identify key human rights issues currently confronting Canadian employers and workers, to develop practical approaches for advising both employers and employees on the implementation and enforcement of workplace human rights laws, and to reflect on workplace human rights issues in Canada within a comparative and international context. This year, the course will focus on recent substantive developments in the law of discrimination on the basis of pregnancy and family status, the accommodation of disability and the problem of remedies for systemic discrimination. We will also examine current challenges in the adjudication of workplace human rights, including the complex relationship between human rights tribunals and labour arbitrators, and the role of unions in workplace human rights enforcement. The seminar format will be a flexible blend of directed class discussion, guest speakers and student presentations. Enrolment is limited to 20 students. Students will be evaluated based on class participation, a 15-20 page paper and a seminar presentation related to the paper topic.
LAW 681 - Occupational Safety, Health and Worker's Compensation Law *requires permission
Workplace health is a principal concern of industrial relations practice and generates considerable risk and liability for organizations. This course examines occupational safety and health (OSH) and workers' compensation law, policy, administration and compliance. With a focus on industrial relations practice, the course addresses the purpose, economic rationale, business value and human resource implications of how the state regulates health in the workplace. The course examines occupational safety and health and workers' compensation systems, addressing such issues as OSH standards, due diligence, prosecutions, workplace injury and disease (for example, cancers and SARS).
These seminars are designed to provide students with critical analytical, research, and interpersonal skills required of Human Resources and Labour Relations professionals in the workplace. Each seminar meets over a four-week period, and students are required to take three seminars which together will be considered a half-course. Students also have the option of taking three additional seminars, which may be counted as an elective credit. Students will not be permitted to take more than six seminars. Students who wish to drop a seminar must do so before the second scheduled class or with the permission of the instructor.