Bank of Canada Records, 1958-1989

The Bank of Canada first introduced Canada Savings Bonds during the First and Second World Wars. At the time, they were known as War Savings Certificates and Victory Bonds and were used to fund the war effort. In 1946, Canada Savings Bonds were used as part of Canada’s Postwar Financing Program. At that time, the government also introduced the sale of bonds through payroll deduction. Canada Savings Bonds proved to be very popular, providing investors with a convenient, flexible and safe investment. Over time the bonds failed to remain competitive with other low-risk investment options, and the high cost of administering the program called into question its relevance. An independent report commissioned by the government in 2004 recommended that the bonds be phased out, however, the government decided to keep the program and make some revisions. As of 2012, Canada Savings Bonds are available exclusively through the payroll savings program, while Canada Premium Bonds (introduced in 1998) are available through financial institutions, dealers and by phone.

Royal Bank of Canada records, 1973-1977

In 1973, the Royal Bank of Canada began construction on a new office in downtown Toronto known as the Royal Bank Plaza. The $100 million construction project consisted of two triangular office towers linked by a glass-enclosed banking hall. In addition to housing the Royal Bank of Canada’s Ontario headquarters, the Plaza included a two-level shopping concourse with restaurants and boutiques, as well as office space available for lease. The Plaza officially opened on March 10, 1977.

Canadian Bank of Commerce (vinyl cover), St. Catharines bank book of Welland D. Woodruff Esq.

Canadian Bank of Commerce (vinyl cover), St. Catharines bank book of Welland D. Woodruff Esq., 1915-1917.

Memoranda booklet (soft cover) compliments of the Canadian Bank of Commerce, St. Catharines Branch

Memoranda booklet (soft cover) compliments of the Canadian Bank of Commerce, St. Catharines Branch. Only one page has writing on it. It appears to be a shopping list, n.d.

List of Employees to be involved in the extension of the Port Dalhousie and Thorold Railway

List of Employees to be involved in the extension of the Port Dalhousie and Thorold Railway (1 page, handwritten). This is signed by S.D. Woodruff, Nov. 25, 1856.

Indenture of assignment of mortgage between Executors of the Zimmerman Estate and the Bank of Upper Canada

Indenture of assignment of mortgage between Executors of the Zimmerman Estate and the Bank of Upper Canada regarding Lot no. 4 in block O in the Town of Elgin – instrument no. 6360, May 14, 1858.

Letter to William Dickson of Galt from the cashier of the Bank of Upper Canada

Letter to William Dickson of Galt from the cashier of the Bank of Upper Canada, Toronto, Ontario. This letter informs Mr. Dickson that he has received a bonus on his shares of the Old Stock on the Bank of Upper Canada due to an act that was passed by legislature (3 pages, printed), Jan. 6, 1855.

Statement of Debentures lodged in the Bank of Upper Canada for Safe Keeping and for Collection the Interest

Statement of Debentures lodged in the Bank of Upper Canada for Safe Keeping and for Collection the Interest on them every 6 months, on the 8th of February and the 8th of August every year (handwritten), 1848, 1850.

Statement of Debentures lodged in the Bank of Upper Canada for Safe Keeping and for Collection the Interest

Statement of Debentures lodged in the Bank of Upper Canada for Safe Keeping and for Collection the Interest on them every 6 months, on the 8th of February and the 8th of August every year (handwritten). [This is a more detailed copy of the above item], 1848, 1850.

Design of a performance assessment instrument for blind employees of a social enterprise.

Tesis (Maestría en Psicología Laboral y Organizacional) UANL, 2011.

The Inflation Bias When the Central Bank Targets, the Natural Rate of Unemployment

This paper studies the proposition that an inflation bias can arise in a setup where a central banker with asymmetric preferences targets the natural unemployment rate. Preferences are asymmetric in the sense that positive unemployment deviations from the natural rate are weighted more (or less) severely than negative deviations in the central banker's loss function. The bias is proportional to the conditional variance of unemployment. The time-series predictions of the model are evaluated using data from G7 countries. Econometric estimates support the prediction that the conditional variance of unemployment and the rate of inflation are positively related.

Flexibilité des pratiques de gestion des ressources humaines et intention de quitter des salariés.

Cette recherche s’intéresse au concept de la GRH à la carte et à son influence sur l’intention de départ des salariés. Pour ce faire, nous avons dû définir les différentes composantes qui entourent notre concept principal, nous faisons référence aux espaces de choix relatifs à l’organisation et à l’aménagement du temps de travail, aux espaces de choix relatifs à la rémunération, à la formation, etc. Dans leur description, ces pratiques qu’on trouve au coeur du concept de la GRH à la carte nous permettent de prendre conscience que la gestion des ressources humaines connaît une nouvelle facette. Celle-ci s’explique principalement par le souci des entreprises d’aujourd’hui de se rapprocher des attentes de leurs salariés, en leur offrant un certain nombre d’espaces de choix dans leur emploi. Les gestionnaires des ressources humaines parlent alors de personnalisation des pratiques des RH, ce qui exige une certaine flexibilité de la part des organisations. Ainsi, l’élaboration de notre étude nous a permis de présenter un modèle théorique dont l’objectif est de tester l’influence de la flexibilité des différents espaces de choix de la GRH à la carte sur l’intention de départ souvent manifestée par les salariés. Les résultats obtenus à l’aide de l’analyse multivariée appliquée à des données d’une institution bancaire haïtienne mettent en évidence l’impact significatif de certaines pratiques et le rôle médiateur du sentiment d’autodétermination dans la décision des salariés. Mots clés : Intention de départ volontaire, flexibilité des pratiques de la GRH à la carte, sentiment d’auto-détermination