the protection of the Charter cannot as easily be dismissed. In regard to these broader matters, his claim is not to absolute isolation but to be free to make his own choices, unfettered by the opinion of those he works with, as to what associations, if any, he will be associated with outside the workplace. Reception The Rand Formula has been implemented in a variety of legal contexts and although interpreted by its critics as binding businesses to violate the free choice of their employees, and as having a negative effect in that it limits individual choice on whether or not to pay union dues in a manner incompatible with market economies it has been generally well received. The positive reception of the Rand formula came mostly from unions and their allies with conservative Canadians voicing the most opposition. The rationale for the Rand formula being stated as “unions are service providers entitled to appropriate compensation for the services they provide” demonstrating that the Rand formula was viewed by the judiciary as a reasonable limit on personal economic freedom in a free market economy such as Canada's. The Formula was largely perceived by businesses and individuals in Canada as a compromise between the extremes of mandatory union membership and universal non-unionism. Related cases Advance Cutting & Coring (2001): The Supreme Court upheld mandatory union membership in the Quebec construction industry. R. v. Advance Cutting & Coring Ltd., 2001 SCC 70, (2001) 3 S.C.R. 209 B.C. Health Services (2007): The Supreme Court recognized collective bargaining as a constitutional right under the freedom of association guarantees. Health Services and Support – Facilities Subsector Bargaining Assn. v. British Columbia, (2007) 2 S.C.R. 391, 2007 SCC 27 Lavigne (1991): The Supreme Court upheld mandatory dues. Lavigne v. Ontario Public Service Employees Union, (1991) 2 S.C.R. 211 Notes External links Canadian labour law Labour relations in Canada 1946 introductions 1946 in Canadian law Freedom of association