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SODS > Industrial Relations > Flashcards

Industrial Relations Flashcards

1
Q

Alternative Dispute Resolution (ADR)

A

resolving disputes without going to court

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2
Q

Apprenticeship

A

a process in which trainees learn a trade under the supervision of senior trades person

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3
Q

Arbitration

A

A quasi-judicial process whereby a neutral third party makes a final and binding determine on all outstanding issues in dispute

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4
Q

Article

A

a section of a collective agreement

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5
Q

attitudinal structuring

A

the difficult process of building the mutual respect and trust necessary for an enduring and positive collective bargaining relationship

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6
Q

back-to-work legislation

A

legislation requiring that strike action cease and employees return to work

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7
Q

balanced scorecard

A

using multiple measures to assess a firm’s effectiveness

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8
Q

bargaining unit

A

the group of employees in an organization that are eligible to be represented by a union

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9
Q

base pay

A

the part of pay that is solely based on time worked

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10
Q

bottom line - BATNA

A

the minimum position necessary in negotiations to avoid a strike or lockout; it represents for the union the best possible outcome short of a strike

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11
Q

bumping

A

a process whereby senior employees pass on their layoff to more junior employees

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12
Q

business unionism

A

unionism that focuses on improving wages and the working conditions of its members

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13
Q

certification

A

recognition of a union by a labour board after completion of the procedures under the labour act

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14
Q

chilling effect

A

the lack of bargaining flexibility caused by the parties’ fear that a concession made negotiations will reduce the arbitration outcome

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15
Q

clause

A

a specific section of an article

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16
Q

closed shop

A

a form of union security in which membership in the union is a condition of employment

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17
Q

collective agreement

A

a written document outlining the terms and conditions of employment in a unionized workplace

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18
Q

collective bargaining

A

the process by which management and labour negotiate the terms and conditions of employment in a unionized workplace

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19
Q

collective bargaining coverage

A

a statistic that represents all of the employees, both union and nonunion, covered by a collective agreement as a percentage of the labour force; it is always a larger number than union density, because union density excludes nonunion employees

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20
Q

collective voice

A

the ability of group or union to express concerns

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21
Q

committee on freedom of association (CFA)

A

a special committee established by the ILO in 1951 to examine cases of labour rights violations

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22
Q

company union

A

a union that a company helped create

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23
Q

contract zone

A

exists if each side’s bottom line overlaps; in other words, to avoid a strike or lockout, management will offer more and the union will accept less than the point where their negotiating positions intersect

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24
Q

conventional interest arbitration

A

interest arbitration where the arbitration can choose among the proposals or fashion one of his or her own

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25
Q

conversion mechanisms

A

the processes used to convert inputs into outputs of the industrial relations system

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26
Q

corrective action

A

a warning process designed to improve employee performance or behaviour

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27
Q

craft or occupational unionism

A

unions that typically allow into membership only trades or occupations that are in the same family of skills

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28
Q

Crown coporations

A

corporations owned by the government

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29
Q

cupable

A

at fault, guilty

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30
Q

defined benefit

A

a type of pension plan that guarantees a specific payout

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31
Q

deregulation

A

a policy designed to create more competition in an industry by allowing prices to be determined by market forces

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32
Q

disposable income

A

income after taxes and benefits from social programs

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33
Q

distributive bargaining

A

a form of negotiations in which two parties compete over the distribution of some fixed resources

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34
Q

distributive justice

A

employees perception of fairness in the outcomes of workplace decision

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35
Q

dues check-off

A

a process whereby union dues are deducted automatically from pay

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36
Q

duty of fair representation

A

a legal obligation on the union’s part to represent all employees equally and in a nondiscriminatory manner

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37
Q

elasticity of supply (demand)

A

the labour responsiveness of supply (demand) caused by a change in the wage rate; for example, if a small increase in wages causes large increase in the supply of labour, the supply curve is to be elastic

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38
Q

Employee Assistance Program

A

a counselling service available to employees

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39
Q

employee relations

A

the study of the employment relationship between employers and individual employees, usually is nonunion settings

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40
Q

employee value chain

A

a belief that organizational effectiveness

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41
Q

employment equity

A

equity in employment levels and opportunities between targeted community, groups and major employers

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42
Q

employment relations

A

the study of employment relationships and issues in union and nonunion workplaces

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43
Q

exchange rate

A

the value of one country’s currency relative to another country’s currency

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44
Q

exclusive jurisdiction

A

what exists when a single union represents all workers of a trade or occupational grouping

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45
Q

exclusivity principle

A

the idea that a union is granted the sole right to represent all employees in the defined bargaining unit

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46
Q

explicit reference

A

equity clause in collective agreements that specifies which groups are covered

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47
Q

feedback loop

A

the mechanism by which outputs of the industrial relations system flow back to the external environment

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48
Q

final-offer arbitration

A

interest arbitration in which the arbitration in which the arbitration must choose one of the parties’ proposals

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49
Q

first agreement arbitration

A

arbitration that determines the first collective agreement

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50
Q

gain sharing

A

a group performance pay that is based on firm productivity gains

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51
Q

goal

A

that which a person seeks to obtain or achieve

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52
Q

good faith bargaining

A

an obligation on union and management to make a serious attempt to reach a settlement

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53
Q

Great Depression

A

a period significant economic downturn resulting from the stock market crash of 1929

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54
Q

great recession

A

a serious downtown in economy around late 2008 chracterized by very low or negative growth and high unemployment triggered by the financial collapse in 2007, the worst since the the Great Depression of the 1930’s

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55
Q

grievance

A

a formal complaint that a specific clause in the collective agreement has been violated

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56
Q

grievance mediation

A

a voluntary nonbinding process whereby a neutral third party examines the grievance

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57
Q

gross national product

A

the value of all goods and services produced by a country in a year

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58
Q

high-performance work practice

A

comprehensive human resources strategies designed to improve the effectiveness of the organization

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59
Q

hiring hall

A

a union-run centre that refers union labour to job sites as requested by firms

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60
Q

human relations

A

a managerial view that believes that effective management practices can minimize the conflict between managers and employees

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61
Q

human resources

A

the study of the employment relationship between employers and individual employees

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62
Q

indirect pay (or benefits)

A

anything that an employer pays for, to the benefit of the employee, that is not part of base or performance pay

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63
Q

industrial dispute

A

a disagreement arising from entering into, renewing, or revising a collective agreement

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64
Q

industrial relations

A

the study of employment relationships and issues, often in unionized workplaces

65
Q

industrial unionism

A

a type of inclusive unionism that represents a broad range of skills and occupations

66
Q

industrial unions

A

unions that organize all workers of an industry/workplace regardless of trade

67
Q

inflation

A

the increase in prices over time

68
Q

institutionalists

A

those susbscribing to the theory that the operation of labour markets requires a knowledge and understanding of such social organizations as unions, nongovernmental community organizations and international institutions

69
Q

integrative bargaining

A

a form of bargaining in which there is potential for a solution that produces a mutual gain; also called a win-win bargaining, principled negotiations, and interest-based bargaining

70
Q

intention to quit

A

a survey measure that assesses the likelihood that an employee will quit

71
Q

interest arbitration

A

an arbitration that determines terms and conditions of the collective agreement while its being negotiated

72
Q

interest-based bargaining (IBB)

A

a cooperative form of bargaining in which the parties focus more on the interests of the parties and not the exaggerated positions

73
Q

interest rate

A

the rate a bank charges for borrowing money

74
Q

international labour organization

A

a tripartite agency of the united nations with the mandate to establish

75
Q

intra-team bargaining

A

bargaining within union and management teams during the collective bargaining process; individual union team members, for example, may represent a group with particular interests, such as shift workers

76
Q

job analysis

A

a process whereby the key competencies for a job are identified

77
Q

job evaluation

A

a process whereby the firm determines the value of a job

78
Q

job satisfaction

A

an employee’s assessment of his or her job experience

79
Q

jurisprudence

A

past decisions

80
Q

labour relations

A

the study of employment relationships and issues between groups of employees (usually in unions) and management; also known as union-management relations

81
Q

legislative reference

A

equity clause in collective agreements that references legislation

82
Q

letter of understanding

A

letter between the parties usually places at the end of an agreement and describing a specific practice they have agreed to follow

83
Q

lockout

A

a work stoppage invoked by management

84
Q

macroeconomic policy

A

a policy that applies to economy-wide goals, such as inflation, unemployment and growth

85
Q

mandatory retirement

A

a requirement that employees retire at age 65

86
Q

master-servant relationship

A

the essence of the common-law employment relationship pertaining to nonunion workplaces; employment relationships in which employees have few rights

87
Q

mediation

A

a dispute-resolution process in which a neutral third party acts as a facilitator

88
Q

meta-analysis

A

a statistical technique that looks for trends across many studies

89
Q

mitigation factors

A

factors argued by the union for a reduction in a sanction

90
Q

monopoly effect

A

the union’s ability to raise wages above nonunion rates

91
Q

monopsony

A

occurs when a firm is the sole markets buyer of a good service or labour

92
Q

multi-skill training

A

training to provide employees with a variety of skills, some of which may not normally be part of their job

93
Q

narcotic or dependency effect

A

a result of frequent use of arbitration that may cause parties to lose the ability to freely negotiate settlements without third-party assistance

94
Q

neoclassical economics view

A

a view of industrial relations grounded in economics that sees unions as an artificial barrier to the free market

95
Q

new model unionism

A

the movement to trade unions

96
Q

new public management

A

a new approach to public administration in which public organizations are to become more decentralized, market driven, and concerned with financial control, and managers more empowered and performance oriented

97
Q

non standard work arrangements

A

work arrangements that differ from the norm in terms of employment term, location, schedule, hours of work or pay

98
Q

nonunion representation

A

occurs when a group of nonunion employees meets with management regarding employment terms and conditions

99
Q

organizational commitment

A

an employees commitment to the organization

100
Q

organizational justice

A

employees perception of fair treatment at work

101
Q

participative management

A

processes that ensure employee participation in workplace decisions

102
Q

pay equity

A

women and men being paid relatively equally for work of equal value

103
Q

P.C. 1003

A

the Canadian government imported the Wagner Act model in 1944; under the War measures Act, it was introduced by the Privy Council as P.C. 1003

104
Q

performance pay

A

the part of pay that is based on output or performance

105
Q

pluralist and institutional view

A

a view of industrial relations stressing the importance of institutions and multiple actors in the employment relationship

106
Q

political economy

A

a view of industrial relations grounded in socialism and Marxism that stresses the role of inherent conflict between labour and management

107
Q

political nonpartisanship

A

a belief that unions should not be aligned with any political party

108
Q

power

A

the ability to make someone agree to your terms

109
Q

prima facia case

A

union establishes, at arbitration, the the collective agreement was in place and that the grievor was employed, covered by that agreement and disciplined

110
Q

privatization

A

the transfer or contracting out of services to the private sector

111
Q

probationary period

A

a short period of time after an employee is hired in which he or she is not fully protected by a union

112
Q

procedural justice

A

employees’ perception of fairness in workplace procedures

113
Q

profit sharing

A

a group performance pay that is based on firm profits

114
Q

public good

A

an item whose consumption does not reduce the amount available for others

115
Q

public sector or social justice unionism

A

unions of public-sector employees at all three levels of government: local, provincial, and federal; typically advocates of a philosophy of social justice

116
Q

pyramiding

A

compounding premiums or benefits

117
Q

Rand Formula

A

a union security provision in which employees do not have to join the union but all employees must pay dues

118
Q

ratification

A

the process by which each party approves the settlement reached at the bargaining tables by the management and union teams

119
Q

recall

A

the process by which a laid off employee gets rehired

120
Q

recruitment

A

techniques designed to make potential employees aware of job openings

121
Q

red-circling

A

protecting employees’ pay at a level high than the normal rate of their current job

122
Q

residual rights

A

a principle whereby management retains all rights it held before unionization except those changed by the agreement

123
Q

rights arbitration (grievance)

A

arbitration concerning alleged violations of the collective agreement

124
Q

same-sex beenfits

A

same-sex partners receiving the same benefits as opposite sex-partners

125
Q

scientific management

A

the application of engineering principles to define specific task in the production process thereby removing the autonomy of skilled craft workers

126
Q

seniority

A

the length of time a person has been a member of the union

127
Q

shock effect

A

occurs when increased costs and protection shock management into stricter management practices

128
Q

Snider Case

A

a landmark court case in 1925 that determined that labour matters fell under the purview of the provinces under the British North America Act

129
Q

socialist unionism

A

unionism that challenges capitalism and seeks equity for union and nonunion members

130
Q

socio-technical systems design

A

systems of new technology in which workers are complements to, not simply extensions of, technology; in which participation, communication, and collaboration are encouraged through an accommodative organizational structure; and in which individual workers achieve control through shared responsibility and minimal supervision

131
Q

spillover effect

A

a belief that increases in union wages result in decreases in nonunion wages

132
Q

strategic choice framework

A

a view that emphasizes the role of management and strategies in the industrial relations system

133
Q

strategies

A

processes developed and implemented to achieve goals

134
Q

strike

A

an action by workers in which they cease to perform duties and do not report to work; a work stoppage invoked by an union

135
Q

super seniority

A

the status of union representatives who, while in office, have the highest seniority in the bargaining unit

136
Q

threat effect

A

a belief that nonunion employers increase wages to avoid unionization

137
Q

total compensation

A

the total base pay, performance pay, indirect pay that an employee receives

138
Q

trade union

A

unions that organize all workers of a trade regardless of their industry or workplace

139
Q

transnational corporations

A

global corporations that may integrate prodcut chains horizontally; for example, parts of the final product might be made in a dozen countries spanning five continents

140
Q

tripartite

A

a tripartite board has three stakeholders; management, labour and government

141
Q

unfair labour practices

A

an alleged violation of the labour relations act

142
Q

union

A

a group of workers recognized by law who collectively bargain terms and conditions of employment with their employer

143
Q

union acceptance

A

management’s seeing unionization as a democratic right, and accepting that part, if not all, of its operations will be unionized

144
Q

union commitment

A

an employee’s commitment to his or her union

145
Q

union coverage

A

a broader measure than union density; includes nonmembers covered by the collective agreement

146
Q

union density

A

a fraction that expresses union members as a percentage of the non-agricultural labour force

147
Q

union removal

A

a management strategy designed to remove the union from the workplace

148
Q

union resistance

A

a management policy seeking to limit the spread of unions in the firm

149
Q

union satisfaction

A

an employee’s assessment of his or her union experience

150
Q

union security

A

the method by which unions are able to maintain membership and dues collection in bargaining unit

151
Q

union shop

A

a form of union security in which new employees must join the union but only after their probation period

152
Q

union substitution

A

a management strategy designed to give nonunion employees all the advantages of unionization

153
Q

utility function

A

the sum of individual preferences for such measurable items as wages and benefits

154
Q

values

A

a set of standards or principles

155
Q

voluntarism

A

the notion that collective bargaining is a private matter between the parties and that government intervention should be kept to a minimum

156
Q

wage differential

A

the difference in wages earned by two groups of workers

157
Q

Wagner Act

A

named after the bill’s sponsor, Senator Robert F Wagner of New York, and more formally known as the National Labour Relations Act of the United States

158
Q

wildcat strike

A

an illegal strike during the term of the collective agreement

159
Q

work to rule

A

the strategy of employees who perform only to minimum standard required

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