Exam 8: Managing Human Resources and Labour Relations

In a union shop, an employer may hire non-union workers even if the employer's current employees are unionized.

The human resources department of a large organization is interested in measuring the personality traits of its potential employees. The job applicants have been assured that they should feel free to answer honestly and that all responses will be anonymous. All of the following point out reasons why the human resources department should be skeptical about the data collected except that the applicants may not believe that the responses will truly be anonymous. the applicants may not be able to accurately measure their own personality traits. the applicants may deliberately exaggerate their positive characteristics. the applicants' responses may not show any connection between personality and job performance. the applicants' responses may reflect their mood only at the time of the test.

When migrant workers in Manitoba voted to no longer be represented by their union, this was an example of decertification. emancipation. arbitration. mediation. a referendum.

When does collective bargaining occur? When all employees (not just the bargaining committee) get involved in bargaining When management requests a meeting with a union official to discuss a grievance When union and management representatives meet to negotiate a new contract When a mediator is asked to help resolve a deadlock in negotiations When the employee presents a grievance

The Constitution Act prohibits unfair labour practices on the part of management. recognized the right of employees to bargain collectively. provides for compulsory investigation. is a comprehensive piece of legislation that applies to the labour practices of firms operating under the legislative authority of parliament. divides authority concerning labour regulations between the provinces and the federal government.

Which of the following is considered the starting point of effective human resource management? Advertising Financing Human resource planning External staffing Recruitment

Sally objects in principle to joining a union. Fortunately for her, she works in a(n) ______ shop, where she does not have to join the union (but she does have to pay union dues). closed open union agency ironclad

Quid pro quo harassments is the most blatant form of sexual harassment, while the creation of a hostile work environment is more subtle.

After a very successful year when the firm exceeded targeted earnings levels by 10 percent, each employee received extra pay equal to 10 percent of what they earned for the year. This plan is called merit salary. pay-for-knowledge. profit-sharing. gainsharing. pay-for-performance.

Which of the following is not part of orientation? Providing information about pay days Reading manuals Taking a polygraph test Introduction to co-workers Learning about parking priorities

Suppose that in labour negotiations with management, the Amalgamated Ditch Diggers proposed wage increases be tied to the consumer price index. This is called a(n) ________ clause. adjustable wage index cost-of-living adjustment variable wage recognition item CPI-wage adjustment

All of the following are external recruiting methods except advertising. campus interviews. a skills inventory system. hiring "walk-ins." union hiring halls.

A ______ helps the two sides in a labour dispute clarify the issues that are separating them, while a ______ advises the disputing parties about specific steps they might take to reach a settlement. arbitrator; mediator mediator; arbitrator conciliator; mediator mediator; conciliator counselor; arbitrator

The process by which union leaders and management personnel negotiate common terms and conditions of employment is known as mediation. collective bargaining. labour unions. arbitration. certification.

A company is liable in cases of sexual harassment always, even if the harassment was done only once. under no circumstances, as it is the actions of two private individuals. only when the person doing the harassment holds a management position and the person being harassed is a lower-level employee. if management knew about the harassment but decided to do nothing about it. only if management intentionally harassed the employee.

Bill is looking at his pay cheque. He worked 38 hours last week and since he is paid $10.00 per hour, his gross pay was $380.00. Bill's compensation is in the form of variable pay. workers' compensation. salary. wages. bonus.

Compensation includes not only wages or salaries but incentives and benefits programs as well.

Comparing dissimilar jobs, such as those of nurses and mechanics, would be most likely necessary if a manager is pursuing the idea of bona fide occupational requirement. affirmative action. comparable worth. reverse discrimination. equal pay.

The cost of living allowance clause in a contract is sought by management to hold down labour costs.

What is the difference between the Employment Equity Act of 1986 and the Canadian Human Rights Act of 1977? The former applies only to government employees, while the latter applies only to private-sector employees. The former prohibits employment discrimination against four designated groups (women, visible minorities, Aboriginal people, and people with disabilities), while the latter prohibits a variety of practices in recruiting, selecting, and dismissing personnel. The former supersedes the latter. The former doesn't try to achieve employment equity, while the latter does. All of these statements are correct.