Question 1

Unions usually expel members only as a last resort when?

Accepted Answer

A)  A member continues to file complaints against the union 
B)  The impact of the member's employment affects the union's reputation 
C)  The employer dismisses the expelled employee from his/her employment 
D)  Other disciplinary measures have failed. 
A)  A member continues to file complaints against the union 
B)  The impact of the member's employment affects the union's reputation 
C)  The employer dismisses the expelled employee from his/her employment 
D)  Other disciplinary measures have failed.

Question 2

Which of the following labour codes does not permit religious exemptions in regards to regular dues payments?

Accepted Answer

A)  Quebec 
B)  Ontario 
C)  Manitoba 
D)  Saskatchewan 
A)  Quebec 
B)  Ontario 
C)  Manitoba 
D)  Saskatchewan

Question 3

Describe the union security provision known as the Rand formula.

Accepted Answer

The Rand formula is a form of union secu

Question 4

Describe the process known as union dues check-off.

Accepted Answer

This process requires employer

Question 5

How is the choice of bargaining structure usually determined?

Accepted Answer

A)  By mutual consent of the parties 
B)  By the certification order 
C)  By the provincial labour code 
D)  By the employer 
A)  By mutual consent of the parties 
B)  By the certification order 
C)  By the provincial labour code 
D)  By the employer

Question 6

Bargaining in bad faith includes all but which of the following?

Accepted Answer

A)  Refusing to bargain 
B)  Participating in bargaining, but with no intent to reach a collective agreement (surface bargaining) 
C)  Attempting to renegotiate terms that have already been settled 
D)  All of the above are examples of bargaining in bad faith. 
A)  Refusing to bargain 
B)  Participating in bargaining, but with no intent to reach a collective agreement (surface bargaining) 
C)  Attempting to renegotiate terms that have already been settled 
D)  All of the above are examples of bargaining in bad faith.

Question 7

What is often used to replace the religious exemption in those provinces where there is no such provision in the labour code?

Accepted Answer

A)  Dues check-off 
B)  Rand formula 
C)  Closed shop 
D)  Union shop 
A)  Dues check-off 
B)  Rand formula 
C)  Closed shop 
D)  Union shop

Question 8

What is the required minimum duration of a collective agreement in most Canadian jurisdictions?

Accepted Answer

A)  Three years 
B)  Two years 
C)  One year 
D)  This number varies in each jurisdiction 
A)  Three years 
B)  Two years 
C)  One year 
D)  This number varies in each jurisdiction

Question 9

What is a religious exemption?

Accepted Answer

When an employee has an objection to uni

Question 10

What is a common remedy applied by a labour relations board when dealing with a charge of failure to bargain in good faith?

Accepted Answer

A)  Apply appropriate punitive sanctions 
B)  Levy fines against the offending party 
C)  Provide behavioural guidelines to follow in subsequent bargaining sessions 
D)  Provide a conciliator to ensure adherence to the principles of good faith bargaining 
A)  Apply appropriate punitive sanctions 
B)  Levy fines against the offending party 
C)  Provide behavioural guidelines to follow in subsequent bargaining sessions 
D)  Provide a conciliator to ensure adherence to the principles of good faith bargaining

Question 11

What should be the first action undertaken by a well prepared negotiating team?

Accepted Answer

The team should determine what are the g

Question 12

The matching of senior union employees unable to find work with those employers needing skilled labour occurs in "hiring halls"

Accepted Answer

A) True 
 B)False

Question 13

Once a certification order is in place, most Canadian labour codes specify times by which negotiations must begin.

Accepted Answer

A) True 
 B)False

Question 14

Discuss the concept of union security. In particular, you should address the fundamental issue of whether or not employees should be obligated to participate in unions and list some forms of union security. (178-179)

Accepted Answer

It is an apparent violation of one's bas

Question 15

What is the term commonly used to describe the process by which the employer deducts funds from each employee and remits these funds to the union?

Accepted Answer

A)  Union security 
B)  Automatic deposit 
C)  Dues check-off 
D)  Dues remittance 
A)  Union security 
B)  Automatic deposit 
C)  Dues check-off 
D)  Dues remittance

Unions usually expel members only as a last resort when?

Which of the following labour codes does not permit religious exemptions in regards to regular dues payments?

Describe the union security provision known as the Rand formula.

Describe the process known as union dues check-off.

How is the choice of bargaining structure usually determined?

Bargaining in bad faith includes all but which of the following?

What is often used to replace the religious exemption in those provinces where there is no such provision in the labour code?

What is the required minimum duration of a collective agreement in most Canadian jurisdictions?

What is a religious exemption?

What is a common remedy applied by a labour relations board when dealing with a charge of failure to bargain in good faith?

What should be the first action undertaken by a well prepared negotiating team?

The matching of senior union employees unable to find work with those employers needing skilled labour occurs in "hiring halls"

Once a certification order is in place, most Canadian labour codes specify times by which negotiations must begin.

Discuss the concept of union security. In particular, you should address the fundamental issue of whether or not employees should be obligated to participate in unions and list some forms of union security. (178-179)

What is the term commonly used to describe the process by which the employer deducts funds from each employee and remits these funds to the union?

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

Establishing Union Recognition

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

Exam 7: Defining and Commencing Collective Bargaining

Unions usually expel members only as a last resort when?

Which of the following labour codes does not permit religious exemptions in regards to regular dues payments?

Describe the union security provision known as the Rand formula.

Describe the process known as union dues check-off.

How is the choice of bargaining structure usually determined?

Bargaining in bad faith includes all but which of the following?

What is often used to replace the religious exemption in those provinces where there is no such provision in the labour code?

What is the required minimum duration of a collective agreement in most Canadian jurisdictions?

What is a religious exemption?

What is a common remedy applied by a labour relations board when dealing with a charge of failure to bargain in good faith?

What should be the first action undertaken by a well prepared negotiating team?

The matching of senior union employees unable to find work with those employers needing skilled labour occurs in "hiring halls"

Once a certification order is in place, most Canadian labour codes specify times by which negotiations must begin.

Discuss the concept of union security. In particular, you should address the fundamental issue of whether or not employees should be obligated to participate in unions and list some forms of union security. (178-179)

What is the term commonly used to describe the process by which the employer deducts funds from each employee and remits these funds to the union?

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

Establishing Union Recognition

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