ELR Test Flashcards
(43 cards)
1
Q
- A written document outlining the terms and conditions of employment in an unionized workplace
A
collective agreement
2
Q
- The process by which management and labour negotiate the terms and conditions of employment in a unionized workplace
A
collective bargaining
3
Q
- The processes used to convert internal and external inputs into outputs of the industrial relations system
A
conversion mechanisms
4
Q
- The study of employment relationships between employers and individual employees, usually in non-unionized settings
A
employee relations
5
Q
- The study of employment relationships and issues, often in unionized workplaces
A
industrial relations
6
Q
- The study of employment relationships and issues between groups of employees (usually in unions) and management; also know as union-management relations
A
labour relations
7
Q
- employment where employees have limited job security, lower wages, and less protection
A
precarious employment
8
Q
- an action by workers in which they cease to perform work duties and do not report to work
A
strike
9
Q
- A group of workers recognized by law who collectively negotiate terms and conditions of employment with their employer
A
union
10
Q
- A quasi-judicial process whereby a neutral third party makes a final and binding determination on all outstanding issues in dispute
A
Arbitration
11
Q
- The group of employees in an organization that are eligible to be represented by a union
A
Bargaining Unit
12
Q
- Recognition of a union by a labour board after completion of the procedures under the labour act
A
Certification
13
Q
- Mediation – a dispute resolution process in which a neutral third party acts as a facilitator
A
Conciliation
14
Q
- A legal obligation on the union’s part to represent all employees equally and in a non-discriminatory manner
A
Duty of Fair Representation
15
Q
- Equity in employment levels and opportunities between targeted community groups and major employers
A
Employment Equity
16
Q
- An obligation on union and management to make a serious attempt to reach a settlement
A
Good Faith Bargaining
17
Q
- a dispute resolution process in which a neutral third party acts as a facilitator
A
Mediation
18
Q
- 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
A
P.C. 1003
19
Q
- alleged violations of the Labour Relations Act by employers, unions, or employees
A
Unfair Labour Practice
20
Q
protected—under federal law—the right to organize unions for the purpose of collective bargaining as well as the right to strike
A
Wagner Act
21
Q
a landmark court case in 1925 that determined that labour matters fell under the purview of the provinces under the British North America Act
A
Snider Case
22
Q
Types of unions
A
craft, industrial, public sector
23
Q
Craft union
A
skilled, single occupation, International brotherhood of electricians
24
Q
industrial union
A
multi skilled, inclusive, social unionism
25
An effort to eliminate a union from a workplace or prevent a union from winning certification. May be illegal or legal
Union Busting
26
Why workers join unions
Collective voice
Utility
Politics or ideology
27
Union Philosophies
Economic (equity of markets) , Political (democratic), Human Rights
28
groups of employees who meet with management regarding the terms and conditions of their workplace, often using a committee structure
NER – Non-Union Employee Representative
29
Work arrangements that differ from the norm in terms of employment term, location, schedule, hours, pay
Non-Standard Work Arrangements
30
Comprehensive human resources practices designed to improve organizational performance
High-performance work practices (HPWPs)’
31
High-performance work practices (HPWPs) seek to:
1) improve the knowledge, skills, and abilities of employees, (2) motivate high levels of employee performance, (3) minimize employee turnover, (4) reduce work avoidance and poor work quality, and (5) encourage nonperformers to leave the organization
32
employee’s perceptions of the fairness of workplace outcomes or decisions
Distributive justice
33
employee's perceptions of the fairness of the procedures used to decide workplace outcomes
procedural justice
34
employee's perceptions of the fairness of interpersonal interactions and exchanges
interactional justice
35
Four sub-processes of collective bargaining
Distributive
Integrative
Intra-team
Attitudinal structuring
36
Distributive Bargaining
- characterized by an adversarial or competitive style
- issues such as wages and job security
37
Integrative Bargaining
- founded on the assumption that bargaining outcomes can expand the pie to enable both sides to win
- mutual gain
- shared interests
- health and safety
38
Attitudinal Structuring
- the stage in which trust is built between the parties
39
Hybrid issues
Pension
40
A cooperative form of bargaining in which the parties focus more on the interests of the parties and not the exaggerated positions
Interest Based Bargaining
41
Steps of interest based bargaining
identify problem, search solutions, compare alternatives
42
Dunlop
American
model consists of actors, a shared ideology, and contexts, as well as a web of rules.
43
Craig
Canadian
expansions of Dunlop’s model
similar to the systems models used in biology
