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<p> This thesis examines the influence of size and ownership of plants on the employment characteristics and locational behaviour of plants. The variables utilized to attain this objective were: foreign and Canadian-owned plants; single and multi-plants; plant, office and executive employment; location of plants within Toronto Census Metropolitan Area; and location of plants among aggregated areas in Ontario. Two methods were used in analysing the data. First, the mean of plant and employment data were obtained to provide employment characteristics. Second, regression analysis was performed to obtain in what areas there was a growth or decline of plants and employment. </p> <p> The result of the study show that foreign-owned plants employ a greater proportion of unskilled labour and are growing in reletively rural areas. On the other hand, single plants employ a greater proportion of executives and are growing within the outskirts of the Toronto Census Metropolitan Area. </p> / Thesis / Bachelor of Arts (BA)

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Veterans’ preference policies in government employment, at all levels, have existed for the intention of providing advantages for veterans who consider employment in public service after military service. While the purpose of these policies is well intended for veterans who have served, there exists the potential that this practice can be perceived as an endorsement to hire from a pool of candidates that consists of mostly white males. From a representation standpoint, for women and minority groups, this creates the potential to undo much of the progress that has been made in terms of better representation within the public workforce. However, overall, veterans have experienced a wage premium in the public sector compared to the private, which creates the challenge that veteran employment can have a negative effect on one area of employment equity while maintaining a positive effect in another. Furthermore, external factors, both market-based and employment-based, may influence these effects as well. This research examines how veteran employment has impacted public-private representation among veteran women and minority groups, overall veteran public-private wage gaps, and the explanatory factors that affect veteran hiring and pay variances. Using public use data from the American Community Survey (ACS) 1-year Public Use Microdata Sample (PUMS) files this research looks to fill in the gap in the literature related to public-private veteran employment representation and wage variances. The findings of this research first indicate that even though veterans are overrepresented in government service, veteran women and minorities have an even higher likelihood of representation in government service compared to the private sector. The explanatory factors that influence this finding are GSP, per capita income, and the unemployment rate, while union membership illustrates mixed results. Second, this research indicates that veterans are paid a wage premium working in the public sector compared to the private sector. The explanatory factors that influence this finding are per capita income, the unemployment rate, and union membership, while GSP does not. The overall contribution of this research builds upon the literature related both the composition and compensation of veterans and the external factors that influence public-private employment equity.

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