Exam Review Flashcards

Question

Regulative Role of the State

Answer 1

Regulating the relationship between employers and employees (i.e. labour law and employment law)

Answer 2

Employment of the public sector employees. Three quarters of which are unionized

Answer 3

the shaping of beliefs and values adhered to by the parties

Answer 4

shaping the economic and financial constraints to which employers are subject to shaping labour market conditions

Answer 5

shaping and enforcing rules and rights which form the basis for economic activity in general

Answer 6

A government with more pro-labour leanings will establish policies throughout the five roles that will shift the balance between employer and worker. Alternatively, a more pro-employer government (as has been the case in recent years) will tilt their policies the other direction.

Answer 7

No, as they too are an employer

Answer 8

- The Webbs: The Effects of Industrialization: separation between capital and labour, method of mutual insurance, method of collective bargaining, method of legal enactment, device of common rule, device of restriction of numbers - Selig Perlman: Unions and the Class System: unions needing support of middle class, emphasis on “psychology of the labour - John Commons: The Effects of the Market: influence of competitive markets on wages, influence of expanding markets; unions able to use better communication and travel to broaden membership

Answer 9

- Neo-liberal - Managerialist - Orthodox pluralists - Liberal reformists - Radical

Answer 10

Some argue that unions protect economic interests of workers but did not play a role in social change on behalf of workers. While others argue it was crucial for unions to push for political and economic change beyond the workplace. Unions have made changes in the past that we now view as given in the work place.

Answer 11

Printers, shoemakers, journeymen workmen, and shipyard workers were all rumored to be parts of the first unions and they were all craft unions

Answer 12

The earliest attempts to organize trade unions in Canada were limited to specific geographic areas and small groups of workers, usually those in a particular trade or occupation.

Answer 13

the government and employers faught against unions

Answer 14

a wartime order-in-council (similar in effect to a law passed by Parliament in peacetime) modelled on the American Wagner Act. The provisions of P.C. 1003 included compulsory collective bargaining and the right of “employee representatives” to be certified as bargaining agents by a labour relations board, if the representatives could prove that they had sufficient support among employees in a workplace.

Answer 15

The passage of P.C. 1003 led to further union organizing because of the legislative recognition of employee and union rights, and Quebec and British Columbia passed similar acts at the provincial level.

Answer 16

- Industrial Relations and Disputes Investigation Act passed - Provincial labour codes in place in nearly every province - Extensive public and para-public sector organizing - Federal Public Service Staff Relations Act passed - Charter of Rights and Freedoms becomes law

Answer 17

long and bitter gold miners’ strike in northern Ontario in 1941–42, during which the government was criticized for ineffectiveness, that the government took action and reworked the federal labour legislation to acknowledge the increased skills and resources that union members possessed. The government was also encouraged to be more supportive of workers by some significant provincial and federal electoral wins by the CCF; these wins clearly indicated that workers were prepared to vote for political parties friendly to labour, and might vote against governments that did not support workers’ interests

Answer 18

There was union growth in 1950s and ‘60s because workers where now allowed to organize and collectively bargain freely without fear of being reprimanded. This was due to the passing of federal and provincial legislation. Also, the post-war economic effects had worn off by this time and the Canadian Labour Congress (CLC) was formed from the TLC and the CCL. In the 1960s there was additional growth as the public sector starting to extensively organised.

Answer 19

Unions were partially blamed as they negotiated for higher wages and also reduced employer's ability to make employees work in the way the employers saw most efficient. The 1980s saw cuts to employment in the public sector as they were blamed for the economic problems as the sector was largely unionized.

Answer 20

Unions are no longer targeted by the police and workers can no longer be (legally) be punished by their employers for wanted to join or form a union. Also, unions are no longer restricted to the trade unions as they are now present in the service sectors as well. Unions are also more protected now by government and provincial legislation. There is also the fact that unions in Canada are separate from American unions.

Answer 21

However, there are still hostiles that exist in the labour market towards unions. Workers still fear the actions their employer will take against them, despite it no longer being legal.

Answer 22

Alone, workers have little voice and limited ability to defend themselves against the interests of employers. They band together to create a collective voice, one that at least partially offsets the inherent power of the employer. Unions’ strength relies upon those individual workers being willing to act together (sometimes at the risk of their own self-interests).

Answer 23

union members who investigate individual workers’ complaints or grievances, and act as the workers’ advocate to management.

Answer 24

A group of union members elected to run a local union.

Answer 25

This individual is responsible for handling day-to-day union functions and assisting the executive members in their jobs.

Answer 26

* determining what outcomes the membership wants to achieve from the bargaining process * prioritizing the desired outcomes and determines bargaining strategy * participating in bargaining sessions with the employer

Answer 27

The generic term for regional, national, and international unions

Answer 28

is an organization composed of delegates from many different local unions

Answer 29

The largest national labour federation in Canada.

Answer 30

The trade union structure is composed three components: - Local Unions - Parent Unions - National labour federations (CLC)/Centralized labour federations (Quebec) - International labour federations

Answer 31

Labour councils represent workers’ interests to local government, municipal councils, boards, and commissions.

Answer 32

The CLC assists its affiliates through union education and organization, communications, political education, research and legislation, and representation on international issues.

Answer 33

Alone, workers have little voice and limited ability to defend themselves against the interests of employers. They band together to create a collective voice, one that at least partially offsets the inherent power of the employer. Unions’ strength relies upon those individual workers being willing to act together (sometimes at the risk of their own self-interests). Unions are based on a logic of collective action which draws together the shared interests of individuals and uses them advance their mutual cause.

Answer 34

There are four main factors the effect a workers support for a union: - Personal Factors - Workplace Factors - Economic Factors - Societal Factors

Answer 35

Needs to be studied more

Answer 36

- The Information Meeting | - The Organizing Committee

Answer 37

The first formal step in the organizing campaign is to plan and hold an information meeting, which takes place after working hours and off company property. During which the employees considering unionization will attempt to determine whether there are enough co-workers interested in unionization to justify holding an information meeting. If sufficient interest is perceived, one of the employees will usually ask an existing union to send a representative to a formal information meeting

Answer 38

If sufficient interest in unionization is apparent at the information meeting an organizing committee will be created. The organizing committee usually consists of several employees in the workplace and, perhaps, an experienced organizer from the union who can provide assistance

Answer 39

- manner in which the campaign is conducted - appear to be the amount of control over the campaign exerted by the employees targeted by the campaign - the amount of participation by those employees in the campaign activities - employer’s response to the organizing campaign can be a very strong influence on the campaign’s success or failure - the use of rank-and-file strategies

Answer 40

- Sufficient Membership Support | - Appropriate Bargaining Unit

Answer 41

If not enough employees in a workplace support the union problems may occur with negotiating a collective bargaining agreement Given that union membership is established as a basic legal right it might be unfair to turn away a group of employees who want to exercise their right to form a union simply because of the size of the group. In most Canadian jurisdictions, a certification application must be accompanied by an indication of a sufficient level of support from the employees in the proposed bargaining unit.

Answer 42

``` Every certification application must contain a description of the bargaining unit that the proposed union is seeking to represent. Size and Location Managerial and Non-Managerial Employees - Defining an “Employee” - Defining an “Employer” - Defining a “Trade Union” ```

Answer 43

1. There is sometimes concern about whether signatures in support of the certification application are valid 2. a description of the proposed bargaining unit allows a labour relations board to assess whether the proposed unit is an appropriate unit.

Answer 44

An unfair labour practice is an action undertaken by an employer or, less commonly, by a union that has the effect of unduly influencing the “private decisions” made by the employee in the certification process.

Answer 45

demoting, disciplining, or firing employees, intimidate other employees Employer complaints about unions’ unfair labour practices during certification attempts usually focus on union organizing activity that has taken place during prohibited times (e.g. working hours) or in prohibited locations (e.g. the employer’s premises).

Answer 46

they can hire union busters

Answer 47

Although unfair labour practices can occur at any point in the employer-employee relationship, they tend to occur more often during the certification process than at any other time. This is because employees are vulnerable prior to certification, since they are not yet protected by a collective agreement. After certification is granted and a collective agreement is signed, employees are protected by the terms of the agreement that govern such procedures as promotions, discipline, and dismissal.

Answer 48

Agreeing on a set of goals and priorities can be a very challenging process for each side’s negotiating team. For the union team, part of the challenge may be to balance the different needs and wants of what is usually a diverse group of union members. For the management team, part of the challenge may be to balance the desires of various stakeholders inside and outside the organization After bargaining issues have been identified and prioritized, each negotiating team will develop a “laundry list” of proposals, usually with the listed items ranked from the most to the least important and/or achievable.

Answer 49

* outright refusal to bargain * surface bargaining (i.e., participating in negotiations but having no intention of concluding a collective agreement) * presenting an initial offer, possibly based on an employer survey of union members, as a final offer—without any justification or rationale—and refusing to negotiate further * firing or disciplining union members or negotiators for reasons unrelated to their performance at work, or for no reason, during the negotiation process * the employer bargaining directly with employees rather than with the union * refusing to provide the rationale for a bargaining position * attempting to renegotiate terms that have already been settled

Answer 50

Collective bargaining generally begins with intra-organizational bargaining as each side (union and management) determines what is important to them. Intra-organizational bargaining indicates that there are competing interests and perspectives within both unions and management. Negotiators have to negotiate within their organizations (intra-organizational bargaining) as well as with their counterparts on the other side (inter-organizational bargaining). In theory, each bargaining team achieves a mandate (the intra-organizational compromise) before they begin bargaining. But intra-organizational bargaining often continues during negotiations, and the course of negotiations can affect the power of various factions within unions and management.

Answer 51

- Pre-negotiation Stage - Establishing the Negotiating Range - Narrowing the Bargaining Range - The Crisis Stage - Ratification

Answer 52

In this stage, each side determines its priorities, goals, and proposals for the upcoming negotiations. It is common for the two sides to agree to meet jointly during the pre-negotiation stage to informally sound each other out on negotiating protocol and procedures.

Answer 53

In this stage, both parties introduce their bargaining team members and present their proposals. The activities in the stage when the bargaining range is narrowed are perhaps best illustrated by the zone of agreement model.

Answer 54

each team enters negotiations (if it is well prepared) with an initial offer and a bottom line position for each proposed item. The initial offer is the first proposal given to the other side and is usually the team’s most optimistic outcome for that item. This back-and-forth discussion, combined with the time each team spends in private meetings, means that narrowing the bargaining range is often the longest of all the bargaining stages.

Answer 55

During the crisis stage of negotiations, one or both sides must decide whether to settle or whether to use economic sanctions such as a strike or lockout to pressure the other side into agreeing to its demands.

Answer 56

During ratification, the negotiating teams return to the constituencies they represent and present the negotiated contract terms for the constituencies’ approval.

Answer 57

the actual or perceived ability of one side to get the other side to agree to its terms.

Answer 58

- Strikes or lockouts - Mediation - Interest arbitration

Answer 59

The basic purpose of a strike or lockout is to inflict “economic pain” on the other side in a bargaining situation in order to force acceptance of bargaining demands. While both parties suffer economic pain during a strike or lockout, the goal of the party undertaking the action is to make the other party suffer more and thus be motivated to accept the first party’s bargaining demands

Answer 60

- It is said to create a “chilling effect” in that it encourages negotiators to hold back on concessions in the expectation that the arbitrator will “split the difference.” - It can create a “narcotic effect,” as negotiators grow reliant on the arbitrator and lose the incentive and the ability to negotiate in earnest. - Consequently, it is rare for unions or employers to voluntarily opt for interest arbitration. - Interest arbitration occurs mainly in the public sector, where governments have legislated away strike/lockout.

Answer 61

- strikes-as-mistakes | - strikes as collective voice

Answer 62

- that strikes or lockouts occur as a result of mistaken perceptions developed during bargaining. - One party may misunderstand the position of the other party and thus erroneously believe there is no common ground for settlement.

Answer 63

- suggests that strikes and lockouts are likely to occur because there is always an element of mistrust in the union-management relationship. - Unions and management represent different interests and have different philosophies of how the workplace should be governed. - Thus, according to this perspective, the two parties have fundamental reasons to distrust each other, even if a specific union-employer relationship is relatively cordial.

Answer 64

- Amount of worker discontent - Extent of management’s willingness or ability to address discontent, because reducing discontent or dissatisfaction will also likely reduce the possibility of a strike. - Whether there are other means for workers to express discontent. - The ability of union leaders to mobilize discontent - The social legitimacy of strikes.

Answer 65

They may result from a lack of experience on the part of the bargainers, limited disclosures of information during bargaining, the complexity of the issues being negotiated, miscalculations of the other side’s position, or changes in the parties’ expectations during bargaining.

Answer 66

- The size of the bargaining unit - Individual Factors - Economic Conditions - Legislative Restrictions - Bargaining Process Factors

Answer 67

how willing the union members are to undertake strike action, since they will individually bear a large part of the economic pain inflicted by a strike. the history and quality of the relationship between the parties. If the parties have a history of using strikes or lockouts against each other in past bargaining disputes, this may affect the individual union members’ willingness to engage in future strikes

Answer 68

Unemployment rates, the financial position of the employer, the general profit trends in the industry, and the current stage of the employer’s “business cycle” can all affect strike or lockout propensity. The stage of the employer’s business cycle is also influential because strikes will not have a particularly large financial impact on the employer during slow times in the employer’s business.

Answer 69

federal and some provincial labour laws require several conditions to be met for a legal strike or lockout to take place. Most Canadian labour codes ban strikes during the term of a collective agreement, but Canada has a long history of these types of strikes. These strikes may occur spontaneously as an expression of union members’ dissatisfaction, or they may be planned and facilitated by union leaders, despite the fact that they are technically illegal.

Answer 70

Strikes and lockouts are sometimes used to provide a break from bargaining and an emotional release for the bargainers and the parties they represent. If tensions are running high at the bargaining table, a strike or lockout may be perceived as a way to give the parties time away from bargaining and to return with new energy and ideas. the impact of the issues raised during bargaining. If a new issue is brought to the bargaining table, or if issues that have been presented as straightforward turn out to be complex, a bargaining team may consider taking strike or lockout action in support of its position, even if such action was not initially planned or was not historically part of the bargaining strategy.

Answer 71

- They compel compromise. - They regulate conflict. - They release frustration. - They result in economically efficient contracts.

Answer 72

ties move from their initial bargaining positions in response to the threat or use of economic sanctions such as a strike or lockout. Without such sanctions, there is no reason for either side to alter its position.

Answer 73

Legal strikes and lockouts are subject to regulation by the labour board. The notice periods generally required for each give the other side time to prepare for the strike or lockout.

Answer 74

Although this does not sound particularly analytical, sometimes the parties just get angry with each other—especially if there has been a long, simmering issue. A strike or a lockout can vent this frustration and the economic consequences can help each side regain some perspective.

Answer 75

Collective bargaining is fundamentally an economic contest. When matters come to a strike or a lockout, it is generally expected that the final “deal” reflects the balance of power between the two sides.

Answer 76

- Control of conflict and union-management relations. - Wage-effort bargain - Control of jobs - Control of work behaviour and environment

Answer 77

These clauses balance the right to manage and the right to union security. They also contain provisions for resolving conflict over interpretations of the agreement.

Answer 78

These clauses balance the employer’s right to make use of the employees’ capacity to work (measured in time) with the employees’ right to be fairly remunerated for the work (measured in money).

Answer 79

These clauses balance management’s right to flexibility and the employees’ right to job security. They include layoff provisions and seniority.

Answer 80

These clauses balance management’s right to expect a certain standard of work behaviour and performance with the employees’ right to be treated fairly. These expectations are often expressed in the notion of “just cause” for discipline.

Answer 81

rights tend to focus on the terms and conditions of employment (e.g., wages, benefits).

Answer 82

Procedural rights give effect to substantive rights and curtail the ability of management to act unilaterally. Procedural rights constrain both the ability of management to act unilaterally and the ability of the union to oppose management.

Answer 83

if the union has negotiated the substantive right to be consulted over layoffs, it must also place some procedural bounds on the process of consultation (e.g., when, how, and between whom the consultation must take place).

Answer 84

They are resolved through Grievance Arbitration

Answer 85

The process is slow The involvement of lawyers, coupled with the fact that most arbitrators are also lawyers, introduces a level of formality and legalism into the arbitration process that was not intended in the initial design The process is not cost-effective

Answer 86

1. Filing the Grievance 2. Formal Complaint and Investigation 3. The Final Attempt before Arbitration

Answer 87

filing of a complaint about a violation of the collective agreement. An individual, a group of employees, or the union on behalf of all employees can file a complaint. During the first step in the grievance procedure, the parties involved are usually the individual employee, with or without a shop steward to assist him or her, and the employee’s immediate supervisor.

Answer 88

If a grievance is not satisfactorily resolved by the individual employee and the employer within the time limit established for the first step of the grievance procedure, the grievance will proceed to the next step: the written complaint The grievor is not extensively involved in the second step even if he or she initiated the grievance. This is because the union, on behalf of its members, is the party that signed the collective agreement, and is therefore also the party that would allege a violation of the collective agreement.

Answer 89

At the third step of the grievance procedure, the union business agent, along with a representative of the local union, meets with senior management representatives. The third step of the grievance procedure is the last opportunity for the union and management to resolve the issue between them and to control the outcome of the grievance without input from a third party.

Answer 90

The union normally “owns” the grievance, not the grievor, and there is no guarantee or requirement that the union act on the grievance beyond minimal “duty of fair representation” obligations. A grievance may be refused or abandoned by the union if it suits the union’s interests. Labour laws in Atlantic Canada differ on this point, allowing an employee to advance a grievance the union has abandoned at the employee’s expense.

Answer 91

First, the neoliberal shift among social democratic government has produced a diffusion of electoral strategies by public sector unions public sector employees and their unions were convenient targets for neoliberal policies endorsing reductions in government spending and the continuation of tax cuts.

Answer 92

Government intervention in public sector collective bargaining has included (1) adhoc back-to-work legislation (laws preempting or suspending legal strike action) (2) temporary restrictions on bargaining, notably wage restraint laws (3) permanent restrictions on collective bargaining rights, for example the scope of bargaining subjects, the right to strike and interest arbitration.

Answer 93

maintains they represent a fundamental shift away from free collective bargaining

Answer 94

Needs more cards

Answer 95

Companies are seeking cheaper work in other companies

Answer 96

Young workers Women in the workforce More ethic workers in the workplace

Answer 97

- Environmental, socio-demographic, and organizational factors, for example, can affect the amount of bargaining power held by both sides. - Environmental factors: public opinion, legislation, and the economy. - The socio-demographic: the diversity of bargaining priorities among negotiators and their constituencies. - The organizational: intra-organizational dynamics of both the union and management.

Answer 98

Employment relationships begin in a labour market, where the commodity that is being bought and sold—through basic supply and demand—is human effort and knowledge. The price employers pay to buy workers’ capacity to work is called the wage rate. In modern labour markets employers and employees try to strike bargains, what is sold is the employees’ capacity to work, and the price of work is greatly influenced by supply and demand.

Answer 99

Labour councils represent workers’ interests to local government, municipal councils, boards, and commissions. They bring together local unions and help these unions actively participate in their community or region. Labour councils are also responsible for carrying out the policies of the labour movement at the regional level. The CLC assists its affiliates through union education and organization, communications, political education, research and legislation, and representation on international issues. The CLC at the national level acts as the “voice of labour,” and frequently speaks for workers as a whole, regardless of whether they are members of trade unions.

Answer 100

A type of unionism that focuses on protecting workers in a particular industry or occupation, or under a specific employer.

Answer 101

Social unionism adopts a broader perspective, arguing that unions have an obligation to fight on behalf of all workers for social and political change.

Answer 102

- Union members' identities and interests are defined by their craft, occupation or job rather than their membership in or allegiance to the working class as a whole - Defines workers' interest as primarily economic or materialistic - Diagnoses the source of workers' problems as resting not with capitalism as such, but rather the behaviour of particularly greedy employers and the unfair distribution of surplus or profit created through the process

Answer 103

Unions possess a unique and contradictory place under capitalism. They are organizations whose purpose is to advance workers’ interests through resisting employer control. In doing so they must challenge the legitimacy of employer power. However, they also are embedded within capitalist relations, meaning they must also work within existing structures, such as collective bargaining, to achieve tangible outcomes for their members. This contradictory role breeds the union dilemma: they must be both narrow and broad in their focus, but must struggle to achieve either.

Answer 104

- unions should be run like businesses - The members of a union's identity is defined by their craft. - only view their goal to protect immediate economic interests - tend to advocate for workers' "rights", a set of enumerated conditions to which workers are entitled - define the problems of the members' as being from the particularly greedy employers. - is also viewed as being non-partisan, although members tend to be "liberal" politically.

Answer 105

- workers' interests are framed as representing those of others of others, weather symbolically or materialistically, and others are exhorted to see their own stake in their battles - tends to define workers problems and interests as more than economic

Answer 106

- trade unions are not distinct from social movements and form part of a wider ecosystem of political activism that includes faith groups, civic and residents' organizations and student groups. - Union support for social justice causes can come from within the scope of their respective collective agreements. - During contract negotiations or collective bargaining, some unions are pushing for the inclusion of various social justice clauses to be added to the collective agreement.

Answer 107

Individual personalities mattered significantly, but so did the atmosphere of antagonism established by both parties. The legal structures established by the state also played a significant role in shaping how the union and management interacted over the years. The chapters also show how external factors, such as the economy, industry patterns, and national union priorities would shape dynamics on local shop floors.

Answer 108

Governments justify their interventions by arguing they are protecting the interests of taxpayers. Importantly, they also often state that the interference is justified due to the exceptional circumstances of the present situation. Think back to the Alberta teachers’ strike. The government defended its actions by claiming the strike was causing an emergency because kids could not go to school. The implied message is that the intervention is a one-time rarity to address a specific problem.

Answer 109

1. The increased global sourcing of raw materials and supplies. 2. A tendency to locate production facilities in nations with the fewest regulations. 3. An expansion of trade liberalization internationally. 4. An extensive increase in the mobility of capital, such that it can be argued to have moved beyond the ability of the state to regulate the increased global sourcing of raw materials, supplying a tendency to locate production facilities in nations with the fewest regulations an expansion of trade liberalization internationally—an extensive increase in the mobility of capital that some commentators have argued that “capital has slipped the moorings of the nation-state” altogether

Answer 110

Any work relationship other than full-time permanent employment. Also known as non-standard work.

Answer 111

- Precarious work is marked by high levels of job insecurity, low wages, and a lack of the secure elements of SER, including social benefits and statutory entitlements (such as coverage under employment standards and occupational health and safety) - Precarious work takes many forms, ranging from part-time, temporary employment to dependent contracts, piece-rate work, and many forms of self-employment. - Precarious work is a result of globalization and neo-liberalism, and as such is about shifting the power balance at work in favour of employers. Unions and others who advocate for workers struggle to find ways to counter the negative effects of precarious work. - Precarious workers are difficult to organize, meaning they are less likely to be represented by a union. Even if they are unionized, there are numerous barriers that interfere with these workers’ voices in the workplace.

Answer 112

Companies outside of north america are able to produce goods for lesser due to there lower standards of employment. In order to north american companies to complete they too need to lower costs, which includes cutting wages, benefits, and/or staff. Also, but moving production overseas, lower employment standards are being encouraged in other countries. While there is the International Labour Organization that requires countries to promote the rights and interests of workers, no one is enforcing them.

Answer 113

- the structure of the organization is sometimes changed to a form that encourages more cooperative worker-employer relationships. This can help the union’s work as the employees’ representative, if the more cooperative relationships help workers and employers to generally view each other more positively - But the control and direction of the organization still remains with the employer, even in the most progressive forms of organizational structure, and thus unions still have a role to play in ensuring that workers’ issues are addressed. - structural changes are often undertaken to ensure an organization’s continued vitality. In these situations, a union’s adversarial opposition to change may impair the organization’s chances for long-term survival. The union also has an interest in seeing the company succeed, because success and survival mean that the union maintains its membership base and its revenues

Answer 114

influence the type or form of the change through representation at the levels of the organization at which structural change decisions are made.

Answer 115

This shift is due, in part, to the evolution of societal values around gender and racial equity; it is also due to the shifting nature of the economy. The new economy, which is increasingly service-oriented, is more embracing of a more diverse workforce.

Answer 116

- there is a lack of organizing. Most newly unionized workers as such as they where hired into a unionized environment - there are less unionized younger workers (14 - 25) as young workers are more likely to be employed in non-unionized workplaces/enviroments - high unionization rates in

Answer 117

Is characterized by an administrative approach to unions and collective bargaining. - workers have not automatic right to collective bargaining - labour board decides on bargaining unit - deals with employers committing unfair labour practices - workers have the ability to strike and employers have right to lock out - certification process

Answer 118

There are five main components to employment law: 1. Minimum standard legislation 2. health and safety 3. human rights legislation 4. employment equity legislation 5. unjust dismissal law

Answer 119

- If their parents were active in unions or held positive attitudes toward unions, workers may be more likely to support a union - Low socio-economic status, low income, or minority group membership may make workers more likely to support a union. - If a specific union is perceived as being able to achieve changes that the worker cannot achieve alone, the worker may be more likely to support that union. - If the image the union presents does not fit workers’ self-perception, they may be less likely to support that union.

Answer 120

- Absolute and comparative levels of compensation may increase support for the union if these are perceived as insufficient. - Support for the union may increase if the rest of the industry is unionized; however, non-unionized firms may match unionized firms’ conditions. - dissatisfaction with management/workplace may increase support for the union if the union is perceived as being able to resolve the problems leading to dissatisfaction. - If co-workers attitudes are positive, workers may be more likely to support the union. - While management attitudes generally have no influence on employees’ attitudes if management is perceived as being willing to act against the union, employees’ intention to support the union may increase. - Factors unique to a specific industry or organization may increase or decrease union support.

Answer 121

- If unemployment rate increases, the likelihood of a worker joining the union may increase. - If there is a significant change in the rate, unionization is more likely. - Price inflation can increase intent to unionize and the actual rate of unionization. - Unions can improve wage and benefit levels, but workers must perceive that unions are capable of achieving those improvements.

Answer 122

- These may not affect individual attitudes, even during labour-related events such as strikes and recessions. - An individual may support the general concept of unions but not be personally willing to join one. - Legislation making certification more difficult may reduce the likelihood of a successful organizing campaign.

Answer 123

The expectation that during collective bargaining, parties will bargain honestly and with the intention of concluding a collective agreement.

Answer 124

- Pluralism recognizes that conflict will occur in the workplace, while unitarism does not believe that conflict is inherent. - Radicalism also believes conflict is inherent, but also believes that unitarism is an attempt to legitimise the rights of management. - Radicalism's critique of pluralism is that their approach has no effect on inequality.

Exam Review Flashcards

(153 cards)