Labour Relations Flashcards Preview

CKE 1 /2 Prep > Labour Relations > Flashcards

Flashcards in Labour Relations Deck (37)
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1
Q

The basic minimum standards for all workplaces

A

ESA

2
Q

fundamental rights such as freedom of association, freedom of peaceful assembly, freedom of thought are listed here

A

Charter of rights and freedoms

3
Q

Webbs 3 methods used by unions to achive goals

A

method of mutual insurance, method of collective bargaining, method of legal enactment

4
Q

4 functional types of unions

A

business (functional), friendly (health), revolutionary (take rights by force), predatory (union using e’e for money/power)

5
Q

marx and angels say unions emerged as a symptom of

A

ongoing struggle, difference in social classes

6
Q

A movement that occurred so canada could affiliate with international unions, very bad labour conditions were occurring

A

canadian labour movement

7
Q

an act to protect unions from organizing, started in england

A

trades union act

8
Q

The Wagner act created by Franklin Roosevelt in 1935 guaranteed

A

the right to organize, the right to collective bargaining, the right to strike w/out employer harassment

9
Q

CLC

A

Canadian Labour Congress

10
Q

rand formula

A

union dues automatically deducted from wages

11
Q

NAFTA

A

protects basic standards of each company, lots of employers use

12
Q

a local is

A

your local union

13
Q

3 major functions of locals

A

workplace problems, social/political activity, collective bargaining

14
Q

union rep in workplace

A

shop steward

15
Q

factors that influence decision to support union

A
personal factors (parents, socio-economic status)
workplace factors (compensation, dissatisfaction)
societal factors (general attitudes towards unions/labour legislation
16
Q

3 major components of application certification

A
  1. indication of sufficient membership support for application
  2. description of desired bargaining unit
  3. indication of the employer and trade union covered by the application
17
Q

a bargaining unit

A

group of e’e represented in collective bargaining

18
Q

need ____ of e’e in proposed bargaining unit who are members of union on application

A

40%

19
Q

Exempt employees from unions

A

management, HR, CEO (anyone with access to confidential info/authority)

20
Q

Application bar in ontario

A

12 months is application is withdrawn or if board dismisses application after representation vote fails (mandatory waiting period)

21
Q

Remedy by the labour relations board for unfair labour practices

A

attempt to make whole the situation by putting parties into same situation as before the complaint. reimburse, reinstate e;e, reverse damages

22
Q

most common bargaining structure

A

single union/single employer (single location)

23
Q

employer’s bargaining team

A

hr director, financial officer, parent org rep, council rep, pro negotiator, researcher

24
Q

good faith bargaining means

A

parties expected to enter into honest bargaining, with intention to create a collective agreement

25
Q

pre-negotiation stage

A

each side determines priorities, goals and proposals for upcoming negotiations, common for sides to meet informally

26
Q

establishing the negotiation / bergaining stage

A

first formal bargaining sessions with initial offers

27
Q

crisis stage

A

one or both sides must settle or use economic sanctions (strike/lockout) to pressure other side to meet demands

28
Q

ratification process

A

negotiating teams return to the constituencies they represent and present negotiated contract terms for approval

29
Q

types of neutral third parties

A

conciliation, mediation, arbitration

30
Q

most intensive third party

A

interest arbitration

31
Q

first step when seeking a third party

A

conciliation

32
Q

two types of final offer selection (arbitration)

A

item by item, total package

33
Q

disputes over CA while it’s in effect, alleged violation of term/s

A

grievance

34
Q

types of grievances

A

individual, group, continuing, policy

35
Q

when does a grievance begin

A

when the effected party knows that the employer violates CA

36
Q

procedural onus

A

party which bears responsibility for proving their case

37
Q

standard of proof

A

to sufficiently prove in their favour, balance of probabilities