Question 1

Which of the following is the least likely to lead to a grievance:

Accepted Answer

A)  The parties failed to define a term the collective agreement. 
B)  The union wants to challenge a management decision. 
C)  One of the parties appears to have violated the collective agreement. 
D)  An employee is dissatisfied with the terms of the collective agreement. 
E)  Union leaders want to put pressure on the employer. 
A)  The parties failed to define a term the collective agreement. 
B)  The union wants to challenge a management decision. 
C)  One of the parties appears to have violated the collective agreement. 
D)  An employee is dissatisfied with the terms of the collective agreement. 
E)  Union leaders want to put pressure on the employer. D

Question 2

Which of the following has the right to file a grievance:

Accepted Answer

A)  the union, if the employer has been notified and been given an opportunity to correct the problem 
B)  the employer, if the union has been notified and been given an opportunity to correct the problem 
C)  the employer 
D)  the union 
E)  c and d 
A)  the union, if the employer has been notified and been given an opportunity to correct the problem 
B)  the employer, if the union has been notified and been given an opportunity to correct the problem 
C)  the employer 
D)  the union 
E)  c and d E

Question 3

At an arbitration hearing dealing with the issue of the discharge of an employee the employer's witnesses have failed to establish that the employee was guilty of misconduct. In this situation the union should not call any evidence.

Accepted Answer

A) True 
 B)False  True

Question 4

When conducting a posting for a job vacancy and selecting an employee to fill the vacancy employers must ensure that:

Accepted Answer

A)  the job specifications are reasonable 
B)  all employees on layoff are recalled before the posting 
C)  managers do not use testing 
D)  managers do not refer to performance appraisals 
E)  a and b 
A)  the job specifications are reasonable 
B)  all employees on layoff are recalled before the posting 
C)  managers do not use testing 
D)  managers do not refer to performance appraisals 
E)  a and b

Question 5

The union has a duty of fair representation in many jurisdictions. Explain the nature of this duty and identify how an employer could be affected.

Accepted Answer

The duty of fair representation is a leg

Question 6

Rules made by the employer must be reasonable and consistent with the collective agreement.

Accepted Answer

A) True 
 B)False

Question 7

An arbitrator has the authority to deal with all disputes between the union and the employer.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following is correct regarding an arbitration hearing:

Accepted Answer

A)  Lawyers must represent the parties. 
B)  The hearing is normally held at the workplace. 
C)  The arbitrator rules upon the admissibility of evidence. 
D)  The union bears the burden of proof. 
E)  The arbitrator renders a decision immediately after the parties have made their final arguments. 
A)  Lawyers must represent the parties. 
B)  The hearing is normally held at the workplace. 
C)  The arbitrator rules upon the admissibility of evidence. 
D)  The union bears the burden of proof. 
E)  The arbitrator renders a decision immediately after the parties have made their final arguments.

Question 9

Employees have not responsibility with respect to accommodations under Human Rights Legislation.

Accepted Answer

A) True 
 B)False

Question 10

The collective agreement provides that if a dispute between the parties cannot be settled the issue is referred to:

Accepted Answer

A)  the courts 
B)  interest arbitration 
C)  rights arbitration 
D)  mediation 
E)  a strike or lockout 
A)  the courts 
B)  interest arbitration 
C)  rights arbitration 
D)  mediation 
E)  a strike or lockout

Question 11

Most collective agreements provide that the arbitrator's fees for rights arbitration are paid by the:

Accepted Answer

A)  employer 
B)  union 
C)  party who loses the arbitration 
D)  union and employer spitting the fees 
E)  Ministry of Labour 
A)  employer 
B)  union 
C)  party who loses the arbitration 
D)  union and employer spitting the fees 
E)  Ministry of Labour

Question 12

It is possible that an employer cannot enforce the terms of the collective agreement because of verbal statements the employer has made to the union or employees.

Accepted Answer

A) True 
 B)False

Question 13

Rules established by management must comply with the requirements set out in the KVP Co. Ltd. case. Explain these or 5 of the 6) requirements.

Accepted Answer

The requirements set out in the KVP Co.

Question 14

The grievance process could be viewed as part of the voice mechanism which unions provide.

Accepted Answer

A) True 
 B)False

Question 15

The grievance process benefits employees and unions, but not employers.

Accepted Answer

A) True 
 B)False

Question 16

Employers can safely rely on the deemed termination provision in the collective agreement as long as the employee has been absent for the time specified.

Accepted Answer

A) True 
 B)False

Question 17

Expedited arbitration is an alternative provided in some collective agreements.

Accepted Answer

A) True 
 B)False

Question 18

An employee has been discharged from an employer as the employee has been convicted of trafficking in narcotics in violation of a company policy. The employee has told the union not to withdraw the grievance. The Union also has a policy that does not support trafficking as they wish to protect their members.

Accepted Answer

A)  The union may not withdraw the grievance due to the requirement to represent the employee. 
B)  The union may not withdraw the grievance to provisions of the Labour Relation Act 
C)  The union must always obey the instructions of the employee 
D)  The union may withdraw the grievance as their reason is not arbitrary 
E)  The union may withdraw the grievance with the approval of the company 
A)  The union may not withdraw the grievance due to the requirement to represent the employee. 
B)  The union may not withdraw the grievance to provisions of the Labour Relation Act 
C)  The union must always obey the instructions of the employee 
D)  The union may withdraw the grievance as their reason is not arbitrary 
E)  The union may withdraw the grievance with the approval of the company

Question 19

The grievance rate is the number of grievances:

Accepted Answer

A)  filed in a year 
B)  filed during the life of a collective agreement 
C)  that go to arbitration 
D)  that are settled 
E)  divided by the number of employees in the bargaining unit 
A)  filed in a year 
B)  filed during the life of a collective agreement 
C)  that go to arbitration 
D)  that are settled 
E)  divided by the number of employees in the bargaining unit

Question 20

A last chance agreement can impose any conditions upon the employee that the employee and the union agree to.

Accepted Answer

A) True 
 B)False

Which of the following is the least likely to lead to a grievance:

Which of the following has the right to file a grievance:

At an arbitration hearing dealing with the issue of the discharge of an employee the employer's witnesses have failed to establish that the employee was guilty of misconduct. In this situation the union should not call any evidence.

When conducting a posting for a job vacancy and selecting an employee to fill the vacancy employers must ensure that:

The union has a duty of fair representation in many jurisdictions. Explain the nature of this duty and identify how an employer could be affected.

Rules made by the employer must be reasonable and consistent with the collective agreement.

An arbitrator has the authority to deal with all disputes between the union and the employer.

Which of the following is correct regarding an arbitration hearing:

Employees have not responsibility with respect to accommodations under Human Rights Legislation.

The collective agreement provides that if a dispute between the parties cannot be settled the issue is referred to:

Most collective agreements provide that the arbitrator's fees for rights arbitration are paid by the:

It is possible that an employer cannot enforce the terms of the collective agreement because of verbal statements the employer has made to the union or employees.

Rules established by management must comply with the requirements set out in the KVP Co. Ltd. case. Explain these or 5 of the 6) requirements.

The grievance process could be viewed as part of the voice mechanism which unions provide.

The grievance process benefits employees and unions, but not employers.

Employers can safely rely on the deemed termination provision in the collective agreement as long as the employee has been absent for the time specified.

Expedited arbitration is an alternative provided in some collective agreements.

The grievance rate is the number of grievances:

A last chance agreement can impose any conditions upon the employee that the employee and the union agree to.

Introduction to Labour Relations

The Environment

Employers: Objectives, Processes and Strategy

Governments, Labour Relations Boards and Other Parties

Union Organizing Drive and Certification

The Collective Agreement

Negotiation of the Collective Agreement

Strikes, Lockouts and Contract Dispute Resolution

Public-Sector Labour Relations

The Future of Unions

Filters

Exam 10: Administration of the Collective Agreement

Which of the following is the least likely to lead to a grievance:

Which of the following has the right to file a grievance:

At an arbitration hearing dealing with the issue of the discharge of an employee the employer's witnesses have failed to establish that the employee was guilty of misconduct. In this situation the union should not call any evidence.

When conducting a posting for a job vacancy and selecting an employee to fill the vacancy employers must ensure that:

The union has a duty of fair representation in many jurisdictions. Explain the nature of this duty and identify how an employer could be affected.

Rules made by the employer must be reasonable and consistent with the collective agreement.

An arbitrator has the authority to deal with all disputes between the union and the employer.

Which of the following is correct regarding an arbitration hearing:

Employees have not responsibility with respect to accommodations under Human Rights Legislation.

The collective agreement provides that if a dispute between the parties cannot be settled the issue is referred to:

Most collective agreements provide that the arbitrator's fees for rights arbitration are paid by the:

It is possible that an employer cannot enforce the terms of the collective agreement because of verbal statements the employer has made to the union or employees.

Rules established by management must comply with the requirements set out in the KVP Co. Ltd. case. Explain these or 5 of the 6) requirements.

The grievance process could be viewed as part of the voice mechanism which unions provide.

The grievance process benefits employees and unions, but not employers.

Employers can safely rely on the deemed termination provision in the collective agreement as long as the employee has been absent for the time specified.

Expedited arbitration is an alternative provided in some collective agreements.

The grievance rate is the number of grievances:

A last chance agreement can impose any conditions upon the employee that the employee and the union agree to.

Introduction to Labour Relations

The Environment

Employers: Objectives, Processes and Strategy

Governments, Labour Relations Boards and Other Parties

Union Organizing Drive and Certification

The Collective Agreement

Negotiation of the Collective Agreement

Strikes, Lockouts and Contract Dispute Resolution

Public-Sector Labour Relations

The Future of Unions

Filters