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Cluster analysis is applied to the union and employer tactics used in a sample of Ontario organising campaigns to identify the combinations of tactics or strategies that are used most often. Seven union organising strategies and five employer resistance strategies are revealed. Contingency table analysis shows that the union and employer strategies are not independent of one another. More active campaigns by one side (in terms of more tactics used) are met by more active campaigns by the other side. Regression analysis is used to estimate the effects of the strategies on the outcome of the organising campaign. The most active strategies, including intensive communication with workers and worker committees, work best for the employers. For unions, strategies emphasising personal communication through house calls are the most effective.

Event study methods are used to estimate the effects of union certification applications on the returns to shareholders in Canada. Two methods of inference are employed: a classical method, and a resampling method which makes no assumptions about the distributions of share returns. Certifications granted without a representation vote have virtually no effect on returns, whereas certifications granted after a vote have a negative impact. Dismissed applications that required a representation vote also have a negative effect. These results suggest that the certification process itself is important; providing another explanation for the difference in the experiences of the Canadian and U.S. labour movements.