Collective Bargaining
Final Test Solutions
Course Introduction
Collective Bargaining explores the process, principles, and practices of negotiation between employers and groups of employees, typically represented by labor unions, regarding wages, working conditions, benefits, and other aspects of employment. The course examines the historical development of collective bargaining, legal frameworks, bargaining strategies, contract administration, dispute resolution, and the role of arbitration and mediation in labor relations. Students will analyze case studies, participate in simulations, and gain a comprehensive understanding of how collective bargaining impacts both management and labor in various organizational settings.
Recommended Textbook Labour Relations 3rd Edition by Larry Suffield
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12 Chapters
858 Verified Questions
858 Flashcards
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Page 2
Chapter 1: Introduction to Labour Relations
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Sample Questions
Q1) "Wrongful dismissal" means that an employer must have a valid reason to terminate an employee.
A)True
B)False
Answer: False
Q2) After an employer has been unionized an employee in the bargaining unit cannot make an agreement with the employer providing for additional vacation time.
A)True
B)False
Answer: True
Q3) Company A is reducing production because of a decrease in demand for its product.When the company reduces the size of its unionized workforce,which of the following is correct?
A) the union must be given reasonable notice
B) employees must be given reasonable notice
C) employees must be given the notice provided for in the collective agreement
D) younger employees must be laid off first
E) employees cannot be terminated unless the union consents
Answer: C
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Page 3
Chapter 2: The Environment
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Sample Questions
Q1) Nominal wages are wages that have been adjusted for inflation.
A)True
B)False
Answer: False
Q2) Legacy costs are the expenses associated with providing pensions and health benefits to retired workers.
A)True
B)False
Answer: True
Q3) Which of the following regulates minimum terms of employment?
A) labour relations legislation
B) human rights legislation
C) employment standards legislation
D) Canadian Charter of Rights and Freedoms
E) the duty to accommodate
Answer: C
Q4) The duty to accommodate imposes obligations on employers,unions,and employees.
A)True
B)False
Answer: True
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Chapter 3: Unions: Objectives, Processes, Structure, and History
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) Union methods or processes include contract negotiation,grievances and arbitration,and court action.
A)True
B)False
Answer: True
Q2) Union density has been declining in Canada since 1984.
A)True
B)False Answer: True
Q3) Trusteeship refers to the situation where the members of a local vote to have the national or international union take over the local's affairs.
A)True
B)False
Answer: False
Q4) The legal environment in all provinces allows unions to enforce the collection of fines imposed on union members through the court system.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Employers: Objectives, Processes, and Strategy
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Sample Questions
Q1) The premise of a union avoidance strategy is that employees will not turn to a union if they are treated fairly.
A)True
B)False
Q2) A low commitment approach to human resource management emphasizes or includes:
A) increasing labour skills
B) technological innovation
C) reducing labour costs
D) higher compensation levels
E) higher levels of commitment
Q3) The legal environment does not affect an employer's ability to oppose unionization. A)True B)False
Q4) High-performance practices such as variable pay are welcomed by unions. A)True B)False
Q5) Younger employees make union opposition easier for the employer. A)True B)False
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Chapter 5:
Governments, Labour Relations Boards, and Other Parties
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Sample Questions
Q1) Arbitrators resolve disputes between unions and employers by hearing evidence and rendering a final and binding decision.
A)True
B)False
Q2) Governments provide mandatory services that unions and employers must use to improve their relationship.
A)True
B)False
Q3) Labour relations disputes such as unfair labour practice complaints are referred to Labour Relations Boards in Canada.In the United States some disputes are referred to the court system.The result of this that:
A) disputes are resolved faster in Canada
B) disputes are resolved by a body with more expertise in the U.S.
C) dispute resolution is more costly in Canada
D) disputes are resolved faster in the U.S.
E) none of the above, there are no differences between the two countries
Q4) Explain four reasons why governments become involved in labour relations.
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Chapter 6: Collective Bargaining Rights
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Sample Questions
Q1) Describe the importance of and the procedure involved in the decertification of a union.
Q2) The appropriate bargaining unit is determined by the union filing the application for certification.
A)True
B)False
Q3) Which of the following is correct?
A) All workers, including independent contractors, can unionize.
B) All workers who are not independent contractors can unionize.
C) All employees can unionize.
D) Most non-managerial employees can unionize.
E) Most managerial employees can unionize.
Q4) A voluntary recognition agreement is an agreement between the union and employees providing that the employees recognize the union as their bargaining agent.
A)True B)False
Q5) Dissatisfaction with pay is the only reason employees join a union.
A)True B)False
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Chapter 7: The Collective Agreement
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Sample Questions
Q1) Employers are allowed to contract out work only when there is a collective agreement term allowing them to do so.
A)True
B)False
Q2) When employers are assessing the skill and ability of employees who have applied for a job opening they may refer to or consider:
A) interviews
B) testing
C) relevant disciplinary records
D) a, b, and c
E) a and c
Q3) Most policy grievances are filed by employers.
A)True
B)False
Q4) Collective agreement terms could have implications for the following: employers,employees,the union,and the public.
A)True
B)False
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Page 9
Chapter 8: Negotiation of the Collective Agreement
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Sample Questions
Q1) Which of the following is a factor affecting the union-management relationship?
A) gender of union and employer negotiators
B) changes in labour relations legislation
C) age of employees in the bargaining unit
D) gender of employees in the bargaining unit
E) intraorganizational bargaining
Q2) The phrase "industry bargaining" refers to a decentralized bargaining structure.
A)True
B)False
Q3) A certification by a Labour Relations Board grants a union the right to bargain for employees situated at one or more locations of an employer.
A)True
B)False
Q4) Whipsawing is a negotiation problem associated with centralized bargaining.
A)True
B)False
Q5) In most jurisdictions an employer is allowed to use replacement workers during a strike.
A)True
B)False
10
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Chapter 9: Administration of the Collective Agreement
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Sample Questions
Q1) An argument in the alternative is an alternative position the union or the employer takes in the event that their primary argument is not accepted by the arbitrator.
A)True
B)False
Q2) The employer and the union could agree that an employee who has been terminated be reinstated if the employee complies with certain conditions.
A)True
B)False
Q3) Which of the following does not possibly restrict the exercise of management rights by the employer:
A) estoppel
B) provisions in the collective agreement
C) a requirement that rules established must be consistently enforced
D) a requirement that rules established be agreed to by the union
E) a requirement that rules established must be legal
Q4) 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.
Q5) Describe the nature and potential advantages of grievance mediation.
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Chapter 10: Contract Dispute Resolution, Strikes, and Lockouts
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Sample Questions
Q1) A conciliation officer is an individual the union and the employer pay to help them resolve a contract dispute.
A)True
B)False
Q2) Which of the following is a strike?
A) employee A refusing to work
B) employees B and C continuing to work but acting together to restrict output
C) employees D and E picketing the employer's premises during non-work hours
D) a and b
E) a, b, and c
Q3) A strike may also be referred to as economic sanctions or industrial action.
A)True
B)False
Q4) Which of the following is correct regarding arbitration,conciliation,and mediation?
A) All three produce a binding resolution of a contract dispute.
B) Only conciliation produces a binding resolution of a contract dispute.
C) Only mediation produces a binding resolution of a contract dispute.
D) Only arbitration produces a binding resolution of a contract dispute.
E) None of the three produces a binding resolution of a contract dispute.
Page 12
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Chapter 11: Public Sector Labour Relations
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Sample Questions
Q1) Which of the following is correct?
A) Union density is higher in the public sector than the private sector.
B) There are more female union members in the private sector than in the public sector.
C) Union density in the public sector has been declining since 1984.
D) There are more professional employees unionized in the private sector than in the public sector.
E) Union density in the public sector cannot increase in the future.
Q2) Which of the following is a potential advantage of a designated strike?
A) Compared to interest arbitration it increases the likelihood of voluntary settlement.
B) It is the method of dispute resolution that minimizes disruption to the public.
C) There is a built in incentive for any strike to be shorter than would be the case if there was an unrestricted strike.
D) It avoids any loss of services to the public.
E) It is the most efficient dispute resolution mechanism available.
Q3) Identify and contrast three methods to resolve contract disputes in the public sector.
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Chapter 12: Summary and Future of Labour Relations
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Sample Questions
Q1) Research has confirmed that all employee involvement programs lead to increases in productivity.
A)True
B)False
Q2) The effects of unions are restricted to compensation,productivity,profitability,and recruiting and selection.
A)True
B)False
Q3) Decentralized bargaining has been cited as one of the factors that reduce the chances of a union revival.
A)True
B)False
Q4) A study conducted in the 1990s found that on average unions increase wages of employees by 10.4 percent.
A)True
B)False
Q5) Explain the barriers to employee involvement in a unionized workplace and elaborate on how these barriers could be overcome.
Q6) Explain the union wage effect.
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