HRM200: CHAPTER 16
Unionization impacts HRM in the following way: A) HR Policies must be consistent with the terms of the collective agreement. B) a union steward must design 50% of all HR policies. C) record keeping is decentralized. D) the HR department becomes smaller. E) management has more freedom to make decisions
A) HR Policies must be consistent with the terms of the collective agreement.
Which of the following statements about ratification is FALSE? A) If the proposed collective agreement is rejected, a strike is the inevitable result. B) If any of the bargaining unit members vote in favour of the proposal it replaces any prior agreement. C) When a ratification vote is held, all members of the bargaining unit, whether or not they are trade union members, have the right to cast a ballot. D) The results of a ratification vote have a significant impact. E) In some jurisdictions, ratification is required by law
A) If the proposed collective agreement is rejected, a strike is the inevitable result.
An alternative mechanism for certification, used in situations in which there is evidence of irregularities early in an organizing campaign, such as unfair management practices, is known as: A) a pre-hearing vote. B) arbitrated certification. C) voluntary recognition. D) a representation vote. E) automatic certification.
A) a pre-hearing vote.
The area defined by the resistance points of each side, in which compromise is possible, as is the attainment of a settlement satisfactory to both parties, is known as the: A) bargaining zone. B) distributive bargaining range. C) settlement range. D) area of potential settlement. E) bargaining range.
A) bargaining zone.
The most restrictive form of union security is known as: A) closed shop. B) dues shop. C) maintenance-of-membership. D) open shop. E) union shop.
A) closed shop.
The approach that is appropriate when dealing with monetary issues, but may be used when there is a history of distrust and adversarial relations, is known as ________ bargaining. A) distributive B) productivity C) integrative D) mutual gains E) concessionary
A) distributive
Wage rates and vacation entitlements are more likely to be fixed-sum issues that are handled by _________ bargaining. A) distributive B) productivity C) mutual gains D) concessionary E) interest-based
A) distributive
The approach to bargaining often typified as "win-lose" is known as: A) distributive. B) interest-based. C) integrative. D) concessionary. E) productivity.
A) distributive.
During preparation for negotiations unions generally hold a meeting that is open to all bargaining unit members at which: A) individual members have the opportunity to suggest items for inclusion in union demands. B) members submit written proposals. C) union strategic plans are discussed. D) management presents its proposals. E) information is given by the business agent.
A) individual members have the opportunity to suggest items for inclusion in union demands.
he objective of ________ bargaining is to establish a creative negotiating relationship that benefits labour and management. A) integrative B) productivity C) concessionary D) distributive E) mutual gains
A) integrative
Each of the following is a component of business unionism
A) lobbying for legislative changes pertaining to security issues and working conditions. B) negotiating for better pay and benefits. C) achieving better working conditions. D) seeking greater job security. E) There are no exceptions listed above.
A type of security arrangement in which the individuals who were bargaining unit members at the time of certification are not obliged to join the union is referred to as a: A) modified union shop. B) maintenance-of-membership arrangement. C) Rand Formula. D) dues shop. E) union shop.
A) modified union shop.
Canada's labour laws have two key purposes, which are:
A) providing a common set of rules for fair negotiations and protecting public interest.
Memo of settlement is: A) summary of terms and conditions agreed to by the parties. B) signed collective agreement. C) union's agreement to bargain with management. D) managment's agreement to bargain with the union. E) proposals for negotiation.
A) summary of terms and conditions agreed to by the parties.
The term labour-management relations refers to:
A) the process of labour- management contract negotiations and the process of administering a collective agreement.
A type of union security arrangement in which union membership and dues payment are mandatory conditions of employment is known as: A) union shop. B) closed shop. C) the Rand formula. D) maintenance-of-membership. E) dues shop.
A) union shop.
The CNTU is the: A) parent union of the Ontario Federation of Labour. B) Quebec counterpart of the CLC. C) parent union of the CLC. D) largest chartered local union in Canada. E) American counterpart of the CLC.
B) Quebec counterpart of the CLC.
Managers often prefer to place greater weight on ________, while unions want more emphasis placed on ________. A) physical ability, merit B) ability/merit, seniority C) certification, merit D) attitude, seniority E) loyalty, seniority
B) ability/merit, seniority
The labour organization that, traditionally, represented all of the unskilled and semi-skilled workers in a particular organization or industry is known as: A) an independent local union. B) an industrial union. C) a provincial federation of labour. D) a local/district labour council. E) a craft union.
B) an industrial union.
Convincing politicians of the need for stricter and more comprehensive health and safety legislation is most closely associated with:
B) business unionism.
The process by which a formal collective agreement is established between labour and management is known as: A) conciliation. B) collective bargaining. C) contract ratification. D) contract bargaining. E) collective negotiating.
B) collective bargaining.
All Canadian jurisdictions require that collective agreements contain a clause providing for: A) pattern bargaining. B) final and binding settlement by arbitration of all disputes arising out of the collective agreement. C) surface bargaining. D) a disciplinary process. E) mediation.
B) final and binding settlement by arbitration of all disputes arising out of the collective agreement
During a union organizing drive, the employer is permitted to do the following: A) forbid the distribution of union literature on company property. B) forbid the distribution of union literature on company property and state non-threatening opinions about unions. C) shut down operations to avoid unionization. D) participate in union formation. E) discipline an employee for wanting to join the union.
B) forbid the distribution of union literature on company property and state non-threatening opinions about unions.
A negotiating strategy in which the possibility of win-win, lose-win, and lose-lose outcomes is recognized, and there is acknowledgement that achieving a win-win outcome will depend on mutual trust and problem solving, is known as ________ bargaining. A) concessionary B) integrative C) distributive D) mutual gains E) interest-based
B) integrative
Bargaining that is aimed at seeking win-win solutions to labour relations issues is ________ bargaining. A) union acceptance B) mutual gains C) integrative D) distributive E) productivity
B) mutual gains
Under the law, employers are granted the right to do all of the following in response to a unionization attempt EXCEPT: A) increase wages, make promotions, and take other HR actions, as long as they would do so during the normal course of business. B) require employees to attend sessions at which their position is presented. C) prohibit distribution of union literature on their own property on company time. D) express their views and opinions regarding unions. E) state their position regarding the desirability of remaining non-union.
B) require employees to attend sessions at which their position is presented.
Speaking out on proposed legislative reforms is most closely associated with:
B) social unionism.
Who is responsible for contacting employees, presenting the case for unionization, and signing up members? A) the regional representative B) the in-house organizing committee C) the business agent D) the union organizer E) the president of the local/district labour council
B) the in-house organizing committee
If it is determined that a union obtained its certification through fraudulent acts: A) this is known as termination on abandonment. B) the union will be decertified immediately. C) the LRB (or equivalent) will hold a decertification election. D) the union's fate is determined through a secret-ballot election. E) the collective agreement remains in effect until a replacement has been negotiated.
B) the union will be decertified immediately
Each of the following statements about lockouts is true except: A) putting pressure on the union negotiating team to agree to the terms and conditions offered by management. B) they are legally permissible in only a few Canadian jurisdictions. C) lockouts are not a widely used strategy in Canada. D) they can damage an organization's public image. E) they may have a negative impact on nonstriking employees.
B) they are legally permissible in only a few Canadian jurisdictions.
In a ________, collective bargaining is accepted as an appropriate mechanism for establishing workplace rules.
B) union acceptance strategy
The section of the collective agreement that identifies the recognized trade union and clarifies its rights and responsibilities as the exclusive bargaining agent for the employees in the bargaining unit is known as the ________ clause. A) union exclusivity B) union recognition C) union rights D) bargaining unit descriptor E) union security
B) union recognition
An organizing drive has begun at a busy branch of a bank. The managers wish to avoid a union at all costs. This approach to labour relation is:
B) union suppression.
Differentiate between business and social unionism.
Business unionism refers to the activities of labour unions focusing on economic and welfare issues, including pay and benefits, job security, and working conditions. Included in business unionism is negotiating for greater job security, improved economic conditions, and better working conditions. Social unionism refers to the activities of unions directed at furthering the interests of their members by influencing the social and economic policies of governments at all levels. The objectives of social unionism are often accomplished by lobbying and speaking out on proposed legislative reforms, such as the introduction of employment equity legislation or amendments to LR acts.
All of the following statements about termination of bargaining rights are true EXCEPT: A) Members may apply for decertification if they are dissatisfied with the performance of a union. B) The decertification process generally involves a secret-ballot election. C) A union is automatically decertified when a collective agreement is not negotiated within one year of certification. D) Generally, members may apply for decertification if the union has failed to negotiate a collective agreement within one year of certification. E) It is possible for a labour union to notify the LRB (or equivalent) that it no longer wishes to represent the employees in a particular bargaining unit.
C) A union is automatically decertified when a collective agreement is not negotiated within one year of certification.
Which of the following statements about the AFL-CIO and CLC is true? A) The AFL-CIO is the major central labour organization in Canada. B) The purpose of the CLC is social reform C) Most international and national unions belong to the CLC. D) The local/district labour councils belong to both the CLC and AFL-CIO. E) The AFL-CIO and CLC operate independently, and have no common interests.
C) Most international and national unions belong to the CLC.
Which of the following statements about regular certification is true? A) To gain certification, the voting results must indicate that more than 20 percent of the potential bargaining unit members are in support of the union. B) Automatic certification is permitted in all Canadian jurisdictions. C) Signed authorization cards along with an application for certification are required. D) The majority of union certifications in Canada are based on the results of a secret ballot vote. E) The evidence of support required to apply for certification ranges from 40 to 50 percent depending on jurisdiction.
C) Signed authorization cards along with an application for certification are required.
A labour union with branches and members in both Canada and the United States, the head office of which is in the United States, is known as: A) a national union. B) an industrial union. C) an international union. D) a regional union. E) a member of the AFL-CIO.
C) an international union.
The negotiations that take place between a labour union and an employer to arrive at a mutually-acceptable collective agreement are known as:
C) collective bargaining.
The use of a neutral third party to assist an organization and the union representing a group of its employees to come to a mutually satisfactory collective agreement is known as: A) interest arbitration. B) rights arbitration. C) conciliation. D) LRB intervention. E) mediation.
C) conciliation.
In many collective agreements, seniority is the governing factor in layoffs and a(n) ________ factor in transfers and promotions. A) unique B) sufficient C) determining D) first E) important
C) determining
Which type of bargaining is characterized by three distinct components: the initial point, the target point, and the resistance point? A) concessionary B) integrative C) distributive D) productivity E) mutual gains
C) distributive
Demonstrating genuine concern for employee well-being is best described as: A) holding a joint training program to explain contract amendments. B) using third-party assistance. C) fair treatment and communication going well above and beyond the requirements of the collective agreement. D) extending the courtesy of prior consultation. E) instituting an open-door policy.
C) fair treatment and communication going well above and beyond the requirements of the collective agreement.
The imposition of the final terms of a collective agreement occurs through the process known as: A) arbitration. B) mediation-arbitration. C) interest arbitration. D) rights arbitration. E) final offer selection.
C) interest arbitration.
The most important part of the union structure for human resources managers is the: A) central or regional office. B) local/district labour council. C) local. D) provincial/territorial federation of labour. E) national union
C) local.
Being a union member also has an impact on female workers' ability to achieve: A) career equity. B) union equity. C) pay equity. D) employment equity. E) none of the above.
C) pay equity.
The settlement range is between: A) Party A's target point and Party B's target point. B) Party B's resistance pint and Party B's target point. C) Party B's resistance point and Party A's target point. D) Party B's resistance point and Party A's resistance point. E) Party A's resistance point and Party B's target point.
D) Party B's resistance point and Party A's resistance point.
Which of the following statements about the unionization of white-collar workers is FALSE? A) To attract white-collar workers, unions have changed their focus and bargaining priorities. B) In the past, many white-collar employees felt little perceived need to unionize. C) The lack of job security related to downsizing and privatization has led to increased interest in unionization among white-collar workers. D) Unions have recently been increasing their efforts to organize blue-collar workers. E) In many firms, pay and benefits improvements negotiated by the union were extended to non-union employees as a matter of course.
D) Unions have recently been increasing their efforts to organize blue-collar workers.
An association of persons performing a certain type of skill or trade is called: A) a provincial federation of labour. B) an independent local union. C) an industrial union. D) a craft union. E) an international union.
D) a craft union.
A union steward is: A) a union member elected by management to act as the union representative. B) a union member who is appointed by management to act as the union representative. C) a union member working with an airline. D) a union member elected by workers in a particular area of a firm to act as their union representative. E) a management member elected by workers in an area of a firm to act as their union representative
D) a union member elected by workers in a particular area of a firm to act as their union representative.
A full-time employee of the union, whose role is to plan and execute union membership recruitment campaigns, is known as: A) a business agent. B) a regional representative. C) the local president. D) a union organizer. E) a chief steward.
D) a union organizer.
Steps in the unionizing process typically include all of the following EXCEPT: A) employee/union contact. B) formation of an in-house organizing committee. C) a vote. D) an all-out public campaign. E) the outcome: certification, recognition, or rejection.
D) an all-out public campaign.
The process involved in settling a dispute when special legislation is passed ordering striking or locked-out employees back to work is known as: A) mediation-arbitration. B) final offer selection C) rights arbitration. D) interest arbitration. E) arbitration..
D) interest arbitration.
A favourable strike vote means: A) a strike is inevitable. B) a strike will occur within a specified period of time. C) an advantage for management. D) management may be more willing to make concessions. E) going on strike would not involve a high risk.
D) management may be more willing to make concessions.
Specific strategies adopted by organizations using the union substitution approach include:
D) pay, benefits and working conditions equal to or better than those in unionized firms.
The final and binding process, through which disputes arising out of the interpretation or application of a collective agreement are settled, is known as: A) mediation—arbitration. B) arbitration. C) interest arbitration. D) rights arbitration. E) final offer selection
D) rights arbitration.
Which type of union security arrangement recognizes the fact that the union must represent all employees in the bargaining unit, whether or not they choose to belong to the union? A) union shop B) closed shop C) open shop D) the Rand formula E) maintenance-of-membership
D) the Rand formula
The final outcome of the collective bargaining process is shaped, to a large extent, by: A) the legislative context. B) the skill of the negotiations. C) the choice of bargaining representatives. D) the quality of pre-negotiations planning. E) the number of bargaining team members.
D) the quality of pre-negotiations planning.
Becoming so responsive to employees' needs that there is no incentive for unionization is associated with which approach to labour relations?
D) union substitution.
The labour relations process consists of ________ steps, as outlined in the text. A) 8 B) 3 C) 6 D) 7 E) 5
E) 5
All of the following statements about union certification are true EXCEPT: A) In most jurisdictions, LRBs can grant automatic certification. B) In those jurisdictions with automatic certification, if the level of support is not sufficient for such certification, but is above a specified minimum level, the LRB (or equivalent) will order a representation vote. C) If a union loses a representation vote, another election cannot be held among the same employees for at least a year. D) Representation votes are supervised by the LRB (or equivalent). E) In all jurisdictions, in order for a union to be certified, more than 50 percent of the potential bargaining unit members must be in support of the union.
E) In all jurisdictions, in order for a union to be certified, more than 50 percent of the potential bargaining unit members must be in support of the union.
Factors accounting for union membership trends in Canada include all of the following EXCEPT: A) the increase in service sector. B) increase in white-collar jobs. C) a decline in employment in industries that have traditionally been highly unionized. D) more effective HR practices in non-unionized firms. E) There are no exceptions listed above.
E) There are no exceptions listed above.
Situations in which interest arbitration maybe involved include all of the following EXCEPT: A) negotiations involving police officers in most jurisdictions. B) negotiations involving firefighters in most jurisdictions. C) negotiations involving nursing home employees in most jurisdictions. D) negotiations involving public servants in some jurisdictions. E) There are no exceptions listed above.
E) There are no exceptions listed above.
Common characteristics among labour relations legislation in all Canadian jurisdictions include all of the following EXCEPT:
E) a minimum term of six months for all collective agreements. (prohibition of strikes or lockouts during the life of a collective agreement, establishment of a labour relations board or the equivalent, the requirement that disputes over matters arising from interpretation of the collective agreement be settled by binding arbitration, procedures that must be followed by one or both parties before a strike or lockout is legal)
The process whereby a union is legally deprived of its official recognition as the exclusive bargaining agent for a group of employees is known as: A) automatic decertification. B) decertification due to fraud. C) termination of a voluntarily-recognized union. D) voluntary decertification. E) decertification.
E) decertification.
The primary purpose of the grievance procedure is to: A) call to the attention of union and management leaders areas of the contract requiring clarification or modification in subsequent negotiations. B) resolve issues that were not anticipated by those at the bargaining table. C) interpret the contract language. D) serve as a communications device. E) ensure the application of the contract with a degree of justice for both parties.
E) ensure the application of the contract with a degree of justice for both parties.
Kate's organization is now unionized, so the HR department will hire a: A) recruitment specialist. B) training specialist. C) line manager. D) compensation specialist. E) labour relations specialist.
E) labour relations specialist.
Any rights not limited by the management rights clause are: A) negotiable. B) known as union prerogatives. C) reserved to the union. D) known as management prerogatives. E) reserved to management.
E) reserved to management.
Workers primarily seek unionization when: A) they are extremely dissatisfied. B) they are unhappy with the location of the firm. C) a union organizer convinces them of the benefits of unionization. D) they primarily want career advancement. E) they are dissatisfied and believe that it is only through collective action that the factors causing dissatisfaction can be changed.
E) they are dissatisfied and believe that it is only through collective action that the factors causing dissatisfaction can be changed.
Bargaining has commenced at the Airport Authority in Vancouver. The management bargaining team has as its mandate to strive for a mutually acceptable collective agreement. This is an example of:
E) union acceptance strategy.
A proactive human resources approach is likely to result in labour-management cooperation or at least a harmonious relationship between union and management.
False
Collective bargaining is the negotiations that take place between management and employees directly.
False
Productivity bargaining is the strategy used when employers are experiencing severe economic problems caused by a general economic recession or financial difficulties.
False
The primary goal of the labour unions active in Canada is to obtain job security for their members.
False
There are generally four internal steps prior to arbitration.
False
Union membership in Canada has been declining rapidly as a percentage of both the civilian labour force and non-agricultural paid workers.
False
Describe the current challenges to the Canadian labour movement and explain how unions are dealing with them
Global Competition-Increased global competition and massive importation of consumer electronics, cars, clothing, textiles, and shoes has led to job losses for Canadian union members. Canadian unions were highly opposed to NAFTA, claiming Canadian jobs would be lost to low-wage Mexican workers, as well as to the anti-union environment that exists in many U.S. states. Some unions have taken more direct action. The United Electrical Workers, for example, subsidized organizers at Mexican plants of the U.S.-owned General Electric company. Technological Change-Technological advances have decreased the effectiveness of strikes in some sectors, because highly automated organizations can remain fully operational with minimal staffing levels during work stoppages. Even more significant is the fact that improvements in computer technology have lowered the demand for many blue-collar workers, and resulted in a decline in union membership in the auto, steel, and other manufacturing industries PrivatizationandtheUnionizationofWhite-collarEmployees,Managers,andProfessionals-Inthepast,many white-collar employees tended to identify more with owners or managers than with their blue-collar colleagues, often enjoying certain privileges and status symbols available to salaried employees only. Because the improvements in pay, benefits, and working conditions that were negotiated by the union representing their blue-collar coworkers were often extended to them as a matter of course, there was little perceived need to unionize. In recent years, however, the growth in the size of many public- and private-sector organizations has tended to distance them from management, which has made unionization more attractive. Increasing difficulties in attempting to resolve grievances, combined with a lack of job security related to downsizing in all sectors, as well as the privatization of services ranging from hydro to home care, has also led to increased interest in unionization among white-collar workers. In response to the threats to job security posed by downsizing, privatization, and public-private partnerships, and the decrease in membership numbers associated with the decline in blue-collar jobs, unions started to increase their efforts to organize white-collar employees. Service-oriented organizations, such as insurance agencies, banks, retail stores, fast-food chains, and government agencies, have been targeted for organizing campaigns. Even small businesses are being organized. To attract white-collar employees, unions have changed their focus and bargaining priorities. In addition to focussing more on equity and family issues, unions are also capitalizing on the health and safety risks associated with white-collar jobs, such as the effects of working at video display terminals for long periods of time, and the potential for repetitive strain injury associated with the jobs of clerical workers and cashiers. Another group that has been targeted for unionization includes managers and professionals. Of particular appeal to these employees is the unions' desire to protect the job security of those represented, something that has been seriously threatened due to extensive downsizing in both public- and private-sector organizations. Innovative Workplace Practices-In workplaces in which employees participate in decision making, have a high degree of autonomy and little supervision, and are paid based on their performance or the knowledge/skills they have attained, there may be less perceived need for a union. Some individuals argue that such innovative workplace practices as semi-autonomous work teams, skill-based pay, profit sharing and employee stock ownership plans undermine union power by coopting employees and aligning employee interests with those of management. On the other hand, in workplaces in which the unions have supported such changes, the end result may be better communication and more cooperation, a win-win situation.
Amin is the new VP of Labour Relations at a telecomminications company which has a history of poor labour-management relations. Describe the strategies you recommend he use to assist in building an effective and more positive labour-management relationship.
Instituting an open-door policy-When the key managers involved in labour-management relations welcome employees into their office a to discuss any problems or concerns, and employees feel comfortable in doing so, many issues: can be resolved informally. For example, if the president of the local knows that he or she can approach the LR manager "off the record" and that anything discussed in such sessions will be kept strictly confidential, fewer grievances and a more trusting and harmonious relationship often result. Extending the courtesy of prior consultation-While every management decision does not require union approval, if any actions that might affect union members are discussed with the union executive first, the likelihood of grievances is greatly reduced. Demonstrating genuine concern for employee well-being-When managers are genuinely concerned about employee well-being, and demonstrate that concern, mutual trust and respect are often established. This involves fair treatment and communication going well above and beyond the requirements of the collective agreement. Forming joint study committees-Forming labour/management committees to investigate and resolve complex issues can lead to innovative and creative solutions, as well as a better relationship. Holding joint training programs-When a contract is first signed, it can be beneficial to hold a joint training program to ensure that supervisors and union stewards are familiar with the terms and conditions specified therein and understand the intent of the negotiating teams. Such training can reduce misunderstandings and the likelihood of disagreement regarding interpretation of contract language. Joint training programs can also be extremely helpful in building the cooperation necessary to deal more effectively with other employment-related issues of concern to both parties, such as employee health and safety. Meeting regularly-Whether required by the collective agreement or voluntarily instituted, regularly scheduled union-management meetings can result in more effective communication and the resolution of problems/concerns before they become formal grievance issues. Using third-party assistance-To build a better relationship, it is often beneficial to bring in a consultant or a government agency representative to help identify common goals and objectives and ways in which trust and communication can be strengthened.
Differentiate between interest arbitration and rights arbitration and explain the use of each.
Interest arbitration involves the use of an outside third party to impose the terms of a collective agreement. The right to interest arbit ratio n is conferred by law on those who are not permitted to strike, as is the case with hospital and nursing home employees, police officers and firefighters in most jurisdictions, and public servants in some. Interest arbitration is also involved when special legislation is passed, ordering striking or locked-out parties back to work, due to public hardship. Rightsarbitrationresolvesadisagreementbetweenanorganizationandtheunionrepresentingitsemployeeswith regardtotheinterpretationorapplicationofoneormoreclausesinthecollectiveagreement.
Discuss the impact of unionization on HRM.
Organizational Structure-Once an organization is unionized, the HR department is typically expanded by the addition of an LR specialist or section. In a large firm with a number of bargaining units, human resources and labour relations may form two divisions within a broader department, often called industrial relations or labour relations. Management Decision Making-Union leaders are typically involved in decisions pertaining to any issues that will affect bargaining unit members, such as subcontracting of work, productivity standards, and job content. While management continues to claim exclusive rights over certain matters, union leaders may challenge these rights. Centralization of Record Keeping and Standardization of Decision Making-Unionization generally results in greater centralization of employee record keeping and standardization of decision making to ensure equity, consistency, and uniformity. More centralized coordination is typically required in the enforcement of HR policies and procedures, for example, which creates an expanded role for members of the LR department, as does the increased need for documentation to support decisions. Supervisory Authority and Responsibility-The major impact of unionization is at the first-line level, since it is the supervisors who are responsible for day-to-day contract administration. Greater standardization of decision making and centralization of record keeping may lead supervisors to feel they have lost some of their authority, which can cause resentment, especially since they inevitably find that unionization results in an increase in their responsibilities. Supervisors are often required to produce more written records than ever before, since documentation is critical at grievance and arbitration hearings. They must ensure that all of their decisions and actions are in accordance with the terms of the collective agreement. Even decisions that abide by the agreement may be challenged by the union.
Describe the purposes of a grievance procedure.
The primary purpose of a grievance procedure is to ensure the application of the contract with a degree of justice for both parties. There are a number of related, secondary purposes, as well: • providing the opportunity for the interpretation of contract language, such as the meaning of "sufficient ability." • serving as a communications device, through which managers can become aware of employee concerns and areas of dissatisfaction. • bringing to the attention of the union leaders, management leaders, or both, those areas of the contract requiring clarification or modification in subsequent negotiations.
A wildcat strike may be legal or illegal, depending on its timing.
True
An off-site setting is preferred for negotiations because it minimizes disruptions, interruptions, and misinterpretations.
True
For the most part, Canada has a system of grass-roots unionism.
True
Global competition and technological advances pose challenges for the union movement in Canada.
True
Integrative bargaining is an approach that assumes that a win-win solution can be found.
True
The actual settlement range in contract negotiations generally lies in the bargaining zone, between management's target and resistance points.
True
The basis of a firm's labour relations strategy is the decision to accept or avoid unions.
True
The grievance procedure provides the opportunity for the interpretation of contract language.
True
The group of employees in a firm, plant, or industry that has been recognized by an employer or certified by a LRB as appropriate for collective bargaining purposes is known as a labour union.
True
There must be a clause in every collective agreement forbidding strikes or lockouts during the life of the contract.
True
Unlike conciliators and mediators, arbitrators can impose a settlement.
True
n preparation for bargaining, unions generally hold a meeting that is open to all bargaining unit members, at which individuals have the opportunity to suggest items for inclusion in union's demands.
True
