Question 1

Regulating workplace behaviour is difficult because the rights of the employees must be the paramount consideration.

Accepted Answer

A) True 
 B)False  False

Question 2

Describe some unfair labour practices which might be used by unions and employers to influence the outcome of a certification attempt.

Accepted Answer

i. Unions might pressure employees into signing union cards.
ii. Unions might make unrealistic promises about what can be achieved through unionization.
iii. Unions might conduct their organizing activities on company property or during working hours.
iv. Unions might encourage employees to participate in illegal strike activity.
v. Employers might fire or discipline workers who lead an organizing attempt.
vi. Employers might make changes to the compensation plan while the organizing effort is underway.
vii. Employers might make promises about benefits which will be given if the employees vote against unionization.

Question 3

What is the usual procedure if a union changes its status by merging with another union?

Accepted Answer

A)  To advise the labour board of the change 
B)  To unilaterally incorporate the change into the certification documents 
C)  To apply for certification under the new name to represent the same bargaining unit 
D)  To amend the collective agreement accordingly 
A)  To advise the labour board of the change 
B)  To unilaterally incorporate the change into the certification documents 
C)  To apply for certification under the new name to represent the same bargaining unit 
D)  To amend the collective agreement accordingly C

Question 4

Describe some of the basic principles in Canadian labour law which allow workers to fulfill their desire to become and remain unionized.

Accepted Answer

i. All Canadian jurisdictions have legis

Question 5

Who conducts a representation vote in the workplace?

Accepted Answer

A)  The employer 
B)  The union 
C)  The employer and the union jointly 
D)  The labour relations board 
A)  The employer 
B)  The union 
C)  The employer and the union jointly 
D)  The labour relations board

Question 6

Labour boards have wide powers to issue remedial orders in cases of alleged unfair labour practices, including the issuance of cease and desist orders.

Accepted Answer

A) True 
 B)False

Question 7

What potentially happens to the union/employer relationship when a business merges or expands its operations?

Accepted Answer

A)  The labour board determines if this is a situation of "successorship" 
B)  All of the new employees cannot belong to the existing union 
C)  All of the new employees must join the existing union 
D)  Nothing. It is business as usual. 
A)  The labour board determines if this is a situation of "successorship" 
B)  All of the new employees cannot belong to the existing union 
C)  All of the new employees must join the existing union 
D)  Nothing. It is business as usual.

Question 8

Canadian labour codes allow employers to express their views about unionization and communicate with their employees. What are the limitations to these rights?

Accepted Answer

The employer must not use coer

Question 9

A union can circumvent the application bar by withdrawing their original application for certification for non-technical reasons.

Accepted Answer

A) True 
 B)False

Question 10

In the context of a union certification, what is a raid?

Accepted Answer

A raid is when a union attempt

Question 11

In all Canadian jurisdictions, a representation vote occurs only when all of the issues related to the certification application have been resolved.

Accepted Answer

A) True 
 B)False

Question 12

Though open periods vary by jurisdiction, a certification application can generally only be made during specified times during the term of a multi-year agreement or within a certain period toward the end of the term of a single year agreement.

Accepted Answer

A) True 
 B)False

Question 13

Who is covered by a certification order?

Accepted Answer

A)  All employees 
B)  All employees in the bargaining unit 
C)  All employees who are not considered management personnel 
D)  All employees who voted in favour of unionization 
A)  All employees 
B)  All employees in the bargaining unit 
C)  All employees who are not considered management personnel 
D)  All employees who voted in favour of unionization

Question 14

What is an application bar?

Accepted Answer

An application bar is the wait

Question 15

Legislation dealing with unfair labour practices seeks to

Accepted Answer

A)  Balance the rights of the employer and the employee during an organizing campaign. 
B)  Create the power imbalance between the employer and the employee. 
C)  Legitimize the employer's actions and statements in an organizing campaign. 
D)  Place a quasi-gag order on employer speech during the campaign. 
A)  Balance the rights of the employer and the employee during an organizing campaign. 
B)  Create the power imbalance between the employer and the employee. 
C)  Legitimize the employer's actions and statements in an organizing campaign. 
D)  Place a quasi-gag order on employer speech during the campaign.

Question 16

What issue gave rise to the SIAST Faculty Association's claim that the Saskatchewan Institute of Applied Science and Technology's actions constituted unfair labour practice?

Accepted Answer

A)  The Institute was against the formation of another similar union 
B)  The Association's union drive was disrupted without due process 
C)  The Institute denied the Association the right to rent rooms 
D)  The Institute denied the Association access to faculty in order to form a new labour organization 
A)  The Institute was against the formation of another similar union 
B)  The Association's union drive was disrupted without due process 
C)  The Institute denied the Association the right to rent rooms 
D)  The Institute denied the Association access to faculty in order to form a new labour organization

Question 17

What is the effect of the issuance of certification by a labour relations board?

Accepted Answer

It creates the bargaining relationship b

Question 18

The labour board has the option of holding a hearing during the assessment of the certification application. When does it usually exercise this option?

Accepted Answer

A)  When the employer is angry 
B)  If there is a dispute over the content of the application 
C)  If it believes that the union is an improper bargaining agent 
D)  When the employees ask for it 
A)  When the employer is angry 
B)  If there is a dispute over the content of the application 
C)  If it believes that the union is an improper bargaining agent 
D)  When the employees ask for it

Question 19

Some unions refrain from conducting raids on principle in the belief that the employees' original choice of union should be respected.

Accepted Answer

A) True 
 B)False

Question 20

During an organizing campaign, an employer cannot communicate directly with employees.

Accepted Answer

A) True 
 B)False

Regulating workplace behaviour is difficult because the rights of the employees must be the paramount consideration.

Describe some unfair labour practices which might be used by unions and employers to influence the outcome of a certification attempt.

What is the usual procedure if a union changes its status by merging with another union?

Describe some of the basic principles in Canadian labour law which allow workers to fulfill their desire to become and remain unionized.

Who conducts a representation vote in the workplace?

Labour boards have wide powers to issue remedial orders in cases of alleged unfair labour practices, including the issuance of cease and desist orders.

What potentially happens to the union/employer relationship when a business merges or expands its operations?

Canadian labour codes allow employers to express their views about unionization and communicate with their employees. What are the limitations to these rights?

A union can circumvent the application bar by withdrawing their original application for certification for non-technical reasons.

In the context of a union certification, what is a raid?

In all Canadian jurisdictions, a representation vote occurs only when all of the issues related to the certification application have been resolved.

Though open periods vary by jurisdiction, a certification application can generally only be made during specified times during the term of a multi-year agreement or within a certain period toward the end of the term of a single year agreement.

Who is covered by a certification order?

What is an application bar?

Legislation dealing with unfair labour practices seeks to

What issue gave rise to the SIAST Faculty Association's claim that the Saskatchewan Institute of Applied Science and Technology's actions constituted unfair labour practice?

What is the effect of the issuance of certification by a labour relations board?

The labour board has the option of holding a hearing during the assessment of the certification application. When does it usually exercise this option?

Some unions refrain from conducting raids on principle in the belief that the employees' original choice of union should be respected.

During an organizing campaign, an employer cannot communicate directly with employees.

An Introduction to Industrial Relations in Canada

Theories of Industrial Relations

History of the Canadian Union Movement

The Structure of Canadian Unions

The Organizing Campaign

Defining and Commencing Collective Bargaining

The Collective Bargaining Process

Strikes and Lockouts

Third-Party Intervention During Negotiations

The Grievance Arbitration Process

Changes to the Union or the Employer

Future Issues for Workers, Work Arrangements, Organizations, and the Industrial Relations System

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Exam 6: Establishing Union Recognition

Regulating workplace behaviour is difficult because the rights of the employees must be the paramount consideration.

Describe some unfair labour practices which might be used by unions and employers to influence the outcome of a certification attempt.

What is the usual procedure if a union changes its status by merging with another union?

Describe some of the basic principles in Canadian labour law which allow workers to fulfill their desire to become and remain unionized.

Who conducts a representation vote in the workplace?

Labour boards have wide powers to issue remedial orders in cases of alleged unfair labour practices, including the issuance of cease and desist orders.

What potentially happens to the union/employer relationship when a business merges or expands its operations?

Canadian labour codes allow employers to express their views about unionization and communicate with their employees. What are the limitations to these rights?

A union can circumvent the application bar by withdrawing their original application for certification for non-technical reasons.

In the context of a union certification, what is a raid?

In all Canadian jurisdictions, a representation vote occurs only when all of the issues related to the certification application have been resolved.

Though open periods vary by jurisdiction, a certification application can generally only be made during specified times during the term of a multi-year agreement or within a certain period toward the end of the term of a single year agreement.

Who is covered by a certification order?

What is an application bar?

Legislation dealing with unfair labour practices seeks to

What issue gave rise to the SIAST Faculty Association's claim that the Saskatchewan Institute of Applied Science and Technology's actions constituted unfair labour practice?

What is the effect of the issuance of certification by a labour relations board?

The labour board has the option of holding a hearing during the assessment of the certification application. When does it usually exercise this option?

Some unions refrain from conducting raids on principle in the belief that the employees' original choice of union should be respected.

During an organizing campaign, an employer cannot communicate directly with employees.

An Introduction to Industrial Relations in Canada

Theories of Industrial Relations

History of the Canadian Union Movement

The Structure of Canadian Unions

The Organizing Campaign

Defining and Commencing Collective Bargaining

The Collective Bargaining Process

Strikes and Lockouts

Third-Party Intervention During Negotiations

The Grievance Arbitration Process

Changes to the Union or the Employer

Future Issues for Workers, Work Arrangements, Organizations, and the Industrial Relations System

Filters