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Chapter 1' The 2ynamics of -abour $elationsd.

labour and management

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6. hich of the following is ! T one of the key reasons why workers join unions in Canada?a.

to earn higher pay

b.

to fulfill social needs

c.

to get a voice in their work lives

d.

to change the government

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+- " 7nderstanding

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Chapter 1' The 2ynamics of -abour $elations8. ,ason Thomas recently joined A+C 9nc. to work on the shipping wharf as a loader. 0e has been told

that he must join the union as a condition of employment. hat is this employment provision called?a.

a union shop

b.

a bully provision

c.

an agency shop

d.

an unfair labour practice

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:. hat is the strongest reason to join a union?a.

dissatisfaction with wages; benefits; and working conditions

b.

personal preference for a union and social pressure to join

c.

the need to fraterni


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to consolidate decision making

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15. hich of the following groups initiates most organi


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Chapter 1' The 2ynamics of -abour $elations11. @orkville Tire anufacturing Company has been e periencing really bad management employee

relations for almost two years. ,ack !pratt; one of the leaders among the employees; wants to help inunioni


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)5 percent

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16. 9n certification elections in Canada; how many employees must vote in favour of unions for them to become certified in workplaces?a.

65 percent; plus one

b.

'5 percent; plus one

c.

'1 percent

d.

61 percent

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Chapter 1' The 2ynamics of -abour $elations18. ho is responsible for administering the union certification elections in Canada?

a.

the labour relations board

b.

the Canada %lections Commission

c.

the union

d.

the employer

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1:. According to Canadian labour relations legislation; all of the following employer actions are prohibited E"CEPT which one?a.

threatening to close the business

b.

stating the employer is ready to listen to employees and discuss any issue

c.

increasing wages during the certification process

d.

promising increased vacation if the employees vote for no union

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1(. According to federal labour law; which tactic can employers use in opposing unioni


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Advice from the 9nternational -abour *ffice.

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5. !trategies to remain union3free include all of the following E"CEPT which one?a.

institute formal procedures to resolve employee complaints

b.

give attention to employee growth and development needs

c.

allow supervisors to adopt their own approaches to employee motivation and job design

d.

offer competitive wages and benefits

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Chapter 1' The 2ynamics of -abour $elations1. hat is a key difference between unioni5 *+," )+- " 0igher *rder

'. hich of the following is ! T a usual effect of unions in the workplace?

a.

restrictions on unilateral human resource policy

b.

increases in accident rates and sabotage

c.

increases in wages

d.

restrictions on management rights

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Chapter 1' The 2ynamics of -abour $elations

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6. The full3time professors at c aster 7niversity are usually represented by a group of nonunioni1 *+," )+- " 0igher *rder

(. 7nlike many unions in %urope; most of the bargaining and decision making for unions in Canadaoccurs at which of the following levels?a.

the provincial level



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Chapter 1' The 2ynamics of -abour $elations b.

the local level

c.

the international level

d.

the national level

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>. hich of the following labour organi


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) . ho has the major responsibility in negotiating and administering the labour agreement and workingto resolve problems arising in connection with it?

a. the bargaining agent b.

the shop steward

c.

the national union e ecutive

d.

the business agent

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)). Appro imately what percentage of Canadian public employees are unioni5 percent

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)'. Assume that the Canadian 7nion of #ublic %mployees DC7#%E is representing essential workers in ahospital. The hospital=s administration and the union are deadlocked in negotiations. hat is a likelysolution to this impasse?a.

decertification of C7#%

b.

compulsory binding arbitration

c.

a strike

d.

counselling

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)6. !trikes; boycotts; lockouts; and plant closures may all be included in which of the following?



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Chapter 1' The 2ynamics of -abour $elationsa.

negotiation preparation

b.


c.

public3sector bargaining

d.

the collective bargaining process

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)8. 2eveloping likely union proposals; lists of demands; and a contingency plan for operating in the eventof a strike are part of which of the following?a.


b.

an employer=s bargaining strategy

c.

a union=s bargaining strategy

d.

good faith bargaining

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Chapter 1' The 2ynamics of -abour $elations):. 9n the bargaining model; what is the area within which the union and employer are willing to concede

when bargaining?a.

bargaining team

b.

bargaining committee

c.

bargaining : *+," '+- " 0igher *rder

)>. hat is interest3based bargaining based upon?a

.

the identification and resolution of mutual interests

b.

a give3and3take philosophy

c.

suspicion and compromise

d.

the area within which union and management are willing to concede

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'5. The creation of a relationship for the future based on trust; understanding; and mutual respect is the basis of which of the following?a.

interest3based bargaining

b.

adversarial bargaining

c.

good faith bargaining

d traditional bargaining

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Chapter 1' The 2ynamics of -abour $elations.

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'1. 7nions tend to hold strike votes to assess whether members are willing to go on strike for their

demands. hat does a high vote in favour of a strike De.g.; >6 percentE mean?a.

anagement will most likely have to lock out the union.

b.

The union will definitely go on strike because it has an overwhelming mandate to do so.

c.

anagement will lose in the bargaining.

d.

The union will have strengthened its bargaining power.

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Chapter 1' The 2ynamics of -abour $elations' . 0ow can the bargaining power of a union be e ercised?

a.

lockout or relocation

b.

striking; picketing; or boycotting

c.

union merger

d.

legal injunction

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'). #ickets may prevent trucks and railcars from entering a struck business because of which of thefollowing?a.

#icketing during a strike carries a legal obligation on the part of the employer to ceaseoperations; including delivery of goods and materials.

b.

7nions often refuse to cross another union=s picket line.

c.

The union has a legal right to obstruct the business of the employer the union is strikingagainst.

d.

*perators of trucks and railcars must get permission from the picketing union to enter the premises.

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''. hat is the term for a union=s use of radio and newspaper ads to discourage the purchase of anemployer=s products?

a. picketing

b.

an unfair labour practice

c.

a boycott

d.

a bargaining


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Chapter 1' The 2ynamics of -abour $elations.

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'8. hat is the term for a neutral third party who resolves labour disputes by issuing a final decision that

the parties must accept?a.

a mediator

b.

a conciliator

c.

an arbitrator

d.

a union steward

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Chapter 1' The 2ynamics of -abour $elations':. hich clause holds that Fmanagement=s authority is supreme in all matters e cept those conceded in

the collective agreement or in those areas where its authority is restricted by lawG?a.

the supreme rights clause

b.

the defined rights clause

c.

the management rights clause

d.

the e plicit rights clause

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'(. hat do dues checkoff; the union shop; and the agency shop represent?a.

management rights

b.

union security

c.

management prerogatives

d.

unfair labour practices

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'>. 9n which of the following situations is grievance handling most successful?a

.

in nonunioni


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61. hat is the arbitrator=s responsibility in a dispute?a

.

to interpret the intent of the labour agreement

b.

to get the parties to work together to solve their differences

c.

to mandate how the grievance will be resolved

d.

to decide the case without passing judgment

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Chapter 1' The 2ynamics of -abour $elations6 . The factors that arbitrators use when deciding cases are the wording of the labour agreement; the

submission agreement; the testimony and evidence offered; and which of the following?a.

the truthfulness of witnesses

b.

the preferences of the grievant

c.

arbitration criteria or standards

d.

the concept of reasonable doubt

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#cenario 14$1+oat Hpress; a Canadian shipping firm; has been treating employees unfairly for decades. %mployeeswork full3time hours but are hired as part3timers with no benefits other than ' percent vacation pay.0ealth and safety standards are none istent; and the list goes on. %mployees have tried to organi


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Chapter 1' The 2ynamics of -abour $elations+- " 0igher *rder

66. $efer to !cenario 1'.1. %mployees are very concerned about the repercussions of the company findingout that they are seeking union representation. +oat Hpress can legally do which of the following?a.

attend union meetings and spy on employees

b.

threaten or terminate employees because of their union affiliation or beliefs

c.

change the working conditions of employees because they actively work for the union

d.

voluntarily recogni


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Chapter 1' The 2ynamics of -abour $elations68. $efer to !cenario 1'.1. &or which reasons do workers at +oat Hpress want to organi


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Chapter 1' The 2ynamics of -abour $elationsTRUE&'(L#E

1. 7nions influence labour legislation and 0$ policies and practices.

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. 9f a manager or supervisor violates a labour law; an appropriate defence is that he or she was notfamiliar with labour legislation.

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Chapter 1' The 2ynamics of -abour $elations). -abour relations boards are responsible for administering labour law.

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'. The Canada 9ndustrial $elations +oard administers and enforces the Canada -abour Code.

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6. The first step in the labour relations process is a union organi


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Chapter 1' The 2ynamics of -abour $elations1. anagement rights are those decisions over which management claims e clusive rights.

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. 7nions that represent skilled craft workers are called craft unions.

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). 7nions that represent various groups of professional and white3collar workers are called industrialunions.

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'. -abour organi *+," )+- " $emember

:. ore than :5 percent of all public employees are unioni) *+," )+- " 0igher *rder

)5. #ublic3sector unions contend that denying their legal right to strike reduces their power duringcollective bargaining.

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)1. Compulsory binding arbitration is often available in the public sector as an acceptable way to settlecollective bargaining deadlocks.

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) . The collective bargaining process may include activities such as strikes and boycotts.

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)). A bargaining book is a case history used by an arbitrator to decide a grievance.

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)'. 2uring collective bargaining; each side normally places only their primary negotiator at the table.

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)6. %mployers are obligated to negotiate in good faith with the union.

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)8. Kood faith bargaining re uires that employers and union counterparts be willing to meet at any timeand reasonable place to discuss proposals.

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):. 9nterest3based bargaining usually leads to suspicion and compromise.

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)(. +argaining power consists of economic; political; and social influence to achieve demands.

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)>. A strike vote by union members does not always mean a strike will take place.

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Chapter 1' The 2ynamics of -abour $elations'5. #ickets may further disrupt an employer=s business because one union member; such as a truck driver;

may refuse to cross the other=s picket line.

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'1. A boycott is a refusal to cross a union picket line.

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' . An employer=s bargaining power may rest on its ability to continue its operations despite a strike by itsworkers.

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'). ediation is the only form of third3party resolution that results in binding recommendations.

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''. Compulsory membership provisions and dues checkoff are forms of union security.

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'6. Agency shops provide for voluntary union membership; but re uire all bargaining unit members to payunion dues and fees.

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'8. ost labour relations activity comes from the day3to3day administration of the collective agreement.

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':. A grievance procedure is a formal process that is often considered the heart of a bargaining agreement.

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'(. Krievance handling is more successful when supervisors are trained formally in resolving grievances.

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'>. A union will not usually take a weak case to arbitration for fear of losing member support.

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65. Arbitration hearings are formal court proceedings; held in a court of law.

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61. 9t is the arbitrator=s responsibility to ensure that each side receives a fair hearing.

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6 . An arbitration award should include not just a decision; but the rationale for it; in order to provideguidance for future interpretation.

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1. hat are the primary reasons for employee unioni


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. +riefly describe the si steps in the organi


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Chapter 1' The 2ynamics of -abour $elations). % plain the impact of unioni

the cash money summary statement

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