Labour Relations

Question 1

True or False:

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

Answer 1

True

Question 2

The study of the employment relationship between employers and individual employees

Answer 2

Human Resources management

Question 3

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

Answer 3

Employee relations

Question 4

The study of employment relationships and issues often in unionized environments

Answer 4

Industrial relations

Question 5

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

Answer 5

Labour relations

Question 6

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

Answer 6

Union

Question 7

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

Answer 7

Collective agreement

Question 8

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

Answer 8

Collective bargaining

Question 9

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

Answer 9

Strike

Question 10

Pay equity is

Answer 10

Equal pay for work of equal value

Question 11

Criteria used in assessing equal pay for work of equal value

Answer 11

Skill
Effort
Responsibility
Working conditions

Question 12

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

Answer 12

Employment Equity

Question 13

Direct discrimination vs systemic discrimination

Answer 13

Direct occurs when an employee discriminated against a fellow employee

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

Question 14

Health and safety legislation is twofold:

Answer 14

Prevention where possible

Compensation where prevention fails

Question 15

Health and safety legislation 2 main prevention methods :

Answer 15

External system where standards established legislatively

Internal system with joint management labour safety committees

Question 16

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

Answer 16

Distributive bargaining

Question 17

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

Answer 17

Integrative bargaining

Question 18

Two forms of collective bargaining strategies

Answer 18

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

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

Question 19

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

Answer 19

Intra team bargaining

Question 20

Bargaining steps (8)

Answer 20

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

Question 21

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

Answer 21

Ratification

Question 22

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

Answer 22

Closed shop

Question 23

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

Answer 23

Union shop

Question 24

Union security provisions include (3)

Answer 24

Closed shop
Union shop
Open shop (rand formula )

Question 25

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

Answer 25

Open shop ( Rand formula)

Question 26

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

Answer 26

Grievance

Question 27

3 types of grievances

Answer 27

Individual Group Policy

Question 28

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

Answer 28

Actors Shared ideology Contexts Web of rules

Question 29

John Dunlop’s model have 3 types of actors

Answer 29

Government Managerial Non managerial (workers)

Question 30

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

Answer 30

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

Question 31

John Dunlop’s web of rules have 3 categories

Answer 31

Procedural Substantive Distributive

Question 32

Master servant relationship

Answer 32

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

Question 33

9 hour movement significance

Answer 33

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

Question 34

Importance of Winnipeg general strike

Answer 34

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

Question 35

First province to pass Wagner act

Answer 35

Novia Scotia -1935

Question 36

Describe the Rand Formula

Answer 36

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

Question 37

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:

Answer 37

Demand is more elastic and unions have more power

Question 38

Reasons for union decline

Answer 38

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

Question 39

5 types of contingent work

Answer 39

``` Part time Contingent Flex time Compressed work weeks Teleworking ```

Question 40

Importance of Snider case

Answer 40

Landmark in 1925 determined labour matters fell under provincial legislation

Question 41

3 stakeholders on a tripartite board

Answer 41

Management Labour Government

Question 42

Are Canadian labour boards tripartite in nature ?

Answer 42

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

Question 43

What is interest based bargaining

Answer 43

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

Question 44

Hicks strike theory (accident)

Answer 44

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

Question 45

Asymmetric strike theory

Answer 45

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

Question 46

Total joint costs theory

Answer 46

States parties strike when costs are relatively low for both parties