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CHRP Test Prep > Labour Relations > Flashcards

Labour Relations Flashcards

1
Q

True or False:

Most statutes for minimum conditions of employment fall under provincial jurisdiction unless federally regulated

A

True

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2
Q

The study of the employment relationship between employers and individual employees

A

Human Resources management

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3
Q

The study of the employment relationship between employers and individual employees usually in a non union setting

A

Employee relations

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4
Q

The study of employment relationships and issues often in unionized environments

A

Industrial relations

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5
Q

The study of employment relationships and issues between groups of employees(in unions) and management (non union)

A

Labour relations

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6
Q

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

A

Union

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7
Q

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

A

Collective agreement

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8
Q

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

A

Collective bargaining

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9
Q

An action by workers in which they cease to perform work duties and do not report to work

A

Strike

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10
Q

Pay equity is

A

Equal pay for work of equal value

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11
Q

Criteria used in assessing equal pay for work of equal value

A

Skill
Effort
Responsibility
Working conditions

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12
Q

Equity in employment levels and opportunities between targeted community groups (women, visible minorities, aboriginals, disabled persons) and major employers

A

Employment Equity

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13
Q

Direct discrimination vs systemic discrimination

A

Direct occurs when an employee discriminated against a fellow employee

Systemic occurs when the organizational rules are followed but protected groups are disadvantaged

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14
Q

Health and safety legislation is twofold:

A

Prevention where possible

Compensation where prevention fails

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15
Q

Health and safety legislation 2 main prevention methods :

A

External system where standards established legislatively

Internal system with joint management labour safety committees

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16
Q

A form of negotiations in which two parties compete over the distribution of some fixed resource

A

Distributive bargaining

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17
Q

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

A

Integrative bargaining

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18
Q

Two forms of collective bargaining strategies

A

Distributive approach (competitive)( wages, benefits, vacation)

Integrative approach (collaborative) (health and safety, rest breaks)

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19
Q

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

A

Intra team bargaining

20
Q

Bargaining steps (8)

A

1) management and union prepare
2) union or management serves notice
3) parties meet
4) parties communicate
5) momentum builds for a settlement
6) contract zone reached
7) settlement
8) ratification

21
Q

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

A

Ratification

22
Q

A form infusion security When an employee will only hire individuals who are already union members

A

Closed shop

23
Q

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

A

Union shop

24
Q

Union security provisions include (3)

A

Closed shop
Union shop
Open shop (rand formula )

25
Q

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

A

Open shop ( Rand formula)

26
Q

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

A

Grievance

27
Q

3 types of grievances

A

Individual
Group
Policy

28
Q

John Dunlop developed a systematic method to analyze employment relationships (4)

A

Actors
Shared ideology
Contexts
Web of rules

29
Q

John Dunlop’s model have 3 types of actors

A

Government
Managerial
Non managerial (workers)

30
Q

3 types of contexts in John Dunlop’s method are:

A

Contexts:
Market & budgetary constraints
Workplace & community constraints
Distribution of power

31
Q

John Dunlop’s web of rules have 3 categories

A

Procedural
Substantive
Distributive

32
Q

Master servant relationship

A

Employment relationship in which employees have few rights - employer as the master made all the rules and employee as servant had to follow them

Employment contracts required employees to perform the work and employers pay wages and was illegal for workers to quit

33
Q

9 hour movement significance

A

1872- 1500 Hamilton workers sought a reduction in the length of the work day and goal was to standardize work day - it was wide spread but did not result in any changes
It influenced John a McDonald to create the trade union act declairing himself the working mans friend

34
Q

Importance of Winnipeg general strike

A

1919 - female telephone operators were actively involved - building trades went on strike with metal workers to have union recognized and improve wages/ working conditions

35
Q

First province to pass Wagner act

A

Novia Scotia -1935

36
Q

Describe the Rand Formula

A

Justice Ivan rand decided that all union dues would be paid directly to the union (deducted from pay though a dues check) regardless of whether or not the person chose to be a union member

37
Q

When:

  • product markets are less competitive
  • it is harder to substitute labour for capital
  • labour costs are small proportion of total costs
  • market for substitutions is less competitive

Then:

A

Demand is more elastic and unions have more power

38
Q

Reasons for union decline

A

Globalization and pressures to be competitive, more individual protection under employment laws, and changes in the nature of work with improved HR practices

39
Q

5 types of contingent work

A 
Part time
Contingent 
Flex time
Compressed work weeks 
Teleworking
40
Q

Importance of Snider case

A

Landmark in 1925 determined labour matters fell under provincial legislation

41
Q

3 stakeholders on a tripartite board

A

Management
Labour
Government

42
Q

Are Canadian labour boards tripartite in nature ?

A

Yes - we provide alternative to the courts that are faster and cheaper. Cases are heard by a panel consisting if union and management and a neural chair person

43
Q

What is interest based bargaining

A

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

44
Q

Hicks strike theory (accident)

A

Strikes represent accidents - rational is that negotiators would see to avoid strikes and lockouts to avoid higher costs

45
Q

Asymmetric strike theory

A

Grounds in the assumption that parties strike or lockout to see if other side is bluffing. Will strike if they feel management was not being truthful about their inability to afford wages

46
Q

Total joint costs theory

A

States parties strike when costs are relatively low for both parties

CHRP Test Prep (5 decks)

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