Industrial Relations
Exam Preparation Guide
Course Introduction
Industrial Relations explores the complex relationship between employers, employees, and the institutions and systems that govern the workplace. This course examines the historical development and theoretical foundations of industrial relations, the roles of trade unions and employer associations, collective bargaining processes, labor laws, dispute resolution mechanisms, and the impact of globalization and technological changes on the workforce. Students will engage with issues such as workplace conflict, employment contracts, employee rights, and strategies for achieving effective cooperation and productivity in various industrial environments.
Recommended Textbook Labour Relations 3rd Edition by Larry Suffield
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Chapter 1: Introduction to Labour Relations
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Q1) Constructive dismissal means that an employer could not reduce an employee's pay by 15% unless the employee consented.
A)True
B)False
Answer: True
Q2) Unionization affects the profitability but not the productivity of employers.
A)True
B)False
Answer: False
Q3) Which of the following is correct regarding the environment component in a systems approach to labour relations?
A) environmental factors do not effect each other
B) outputs are an element of the system
C) an ideology that binds the system together is an element of the system
D) the distribution of power in society is an element of the system
E) unions and employers may attempt to influence or change their environment
Answer: E
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Chapter 2: The Environment
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Q1) Direct discrimination refers to a rule or conduct that is intentionally discriminatory.
A)True
B)False
Answer: True
Q2) Labour market changes have included which of the following:
A) increases in part-time and temporary work
B) a reduction in the number of females in the labour force
C) an aging labour force
D) a reduction in the number of workers of different religions, races, and abilities
E) a and c
Answer: E
Q3) Unions contend that the news media is slanted against labour.
A)True
B)False
Answer: True
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4
Chapter 3: Unions: Objectives, Processes, Structure, and History
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Q1) Describe the characteristics of Canadian union membership.
Answer: Canadian union membership is characterized by a strong tradition of collective bargaining and a focus on protecting workers' rights and improving working conditions. Unions in Canada represent a diverse range of industries and occupations, including manufacturing, healthcare, education, and public services. Membership in Canadian unions is voluntary, and unions often advocate for fair wages, benefits, and job security for their members. Additionally, Canadian unions are known for their involvement in social and political issues, such as advocating for universal healthcare and supporting environmental sustainability. Overall, Canadian union membership is marked by a commitment to advocating for the well-being of workers and promoting social justice.
Q2) Social unionism was the dominant philosophy of U.S.labour organizations that influenced the development of unions in Canada.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Employers: Objectives, Processes, and Strategy
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Q1) High-performance organizations maximize status differences between individuals in order to motivate employees.
A)True
B)False
Q2) Which of the following are employer objectives?
A) contract negotiation
B) collaboration with the union
C) unilateral action
D) efficiency
E) a and d
Q3) Concession bargaining is negotiation over employer demands for reductions in wages and benefits.
A)True
B)False
Q4) Employers use public relations efforts as one of the methods to achieve their objectives.
A)True
B)False
Q5) Distinguish between a high commitment and a low commitment approach to human resource management.
Page 6
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Chapter 5: Governments, Labour Relations Boards, and Other Parties
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Q1) Labour relations legislation regulates:
A) processes
B) outcomes.
C) the economy.
D) industry
E) market results
Q2) Employment standards legislation provides rules regarding a union obtaining the right to represent employees,and regulates the rights of employers during a union organizing campaign.
A)True
B)False
Q3) Labour Relations Boards have responsibility for which of the following?
A) dealing with wrongful dismissal suits brought by terminated employees
B) dealing with employment standards complaints filed by employees
C) dealing with applications for certification
D) a, b, and c
E) b and c
Q4) Many labour relations board decisions are subject to judicial review.
A)True B)False
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Chapter 6: Collective Bargaining Rights
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Q1) In some jurisdictions unions may be certified on the basis of the number of signed membership cards they submit to the Labour Relations Board.
A)True
B)False
Q2) Office,clerical and technical employees are put in bargaining units separate from production employees in many jurisdictions.
A)True
B)False
Q3) The appropriate bargaining unit is a flexible concept - there may be more than one appropriate bargaining unit.
A)True
B)False
Q4) On a certification application a representation vote is required in all Canadian jurisdictions.
A)True
B)False
Q5) Describe the importance of and the procedure involved in the decertification of a union.
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Chapter 7: The Collective Agreement
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Q1) All employees in the bargaining unit,both union members and those who are not union members,are covered by the terms of the collective agreement.
A)True
B)False
Q2) Super-seniority is a provision in the collective agreement providing that:
A) union officials cannot be laid off
B) employees who have left the bargaining unit for a time and are returning are allowed to include their time away from the bargaining unit in their seniority
C) union officials cannot be discharged for misconduct
D) union officials will be laid off last despite the fact that other employees may have more seniority
E) union officials can claim priority when a job vacancy is posted
Q3) A collective agreement term that requires all employees who voluntarily join the union to retain their union membership is known as a union shop.
A)True
B)False
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Chapter 8: Negotiation of the Collective Agreement
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Q1) Describe the factors affecting the union-management relationship.
Q2) A union's resistance point is the least favourable offer that it will accept.
A)True
B)False
Q3) The issue of who is bargaining with whom is the core of the concept of:
A) centralized bargaining
B) decentralized bargaining
C) bargaining structure
D) distributive bargaining
E) integrative bargaining
Q4) To avoid haggling and make the negotiation process more efficient the employer should start contract talks with its best monetary offer.
A)True
B)False
Q5) At the first negotiation session the union and employer bargaining teams are determined.
A)True
B)False
Q6) Describe the nature and significance of first contract arbitration.
Q7) Explain the meaning and significance of bargaining structure.
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Chapter 9: Administration of the Collective Agreement
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Q1) Waiver is a legal concept referring to the principle that discussions aimed at settling a grievance cannot be referred to at an arbitration hearing.
A)True
B)False
Q2) The collective agreement provides that if a dispute between the parties cannot be settled the issue is referred to:
A) the courts
B) interest arbitration
C) rights arbitration
D) mediation
E) a strike or lockout
Q3) To deal with the problem of delay in the rights arbitration process most jurisdictions have provided for which of the following in labour relations legislation?
A) conciliation
B) mediation
C) fact-finding
D) interest arbitration
E) expedited arbitration
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11
Chapter 10: Contract Dispute Resolution, Strikes, and Lockouts
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Q1) Which the following is correct?
A) Prohibiting strikes may lead to alternative forms of employee protest.
B) The majority of contract negotiations involve a strike.
C) A strike means that employees refuse to enter the employer's premises.
D) The definition of strike is the same in all jurisdictions.
E) A work to rule campaign has no connection with a strike.
Q2) Explain two problems associated with interest arbitration.
Q3) Which of the following is correct regarding conciliation?
A) It produces a final contract settlement.
B) It is a form of arbitration.
C) It is required in most jurisdictions before a strike or lockout is lawful.
D) It is required before a grievance is referred to arbitration.
E) It involves both parties presenting a final offer to the conciliator who chooses one of the offers.
Q4) Second contract arbitration,where either the union or the employer can apply to have the terms of the collective agreement settled by arbitration,is available in all jurisdictions.
A)True
B)False
Page 12
Q5) Explain the nature of and the rationale behind final offer selection.
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Chapter 11: Public Sector Labour Relations
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Q1) Most governments that have relied upon back-to-work legislation to resolve public sector contract disputes have suffered adverse political consequences.
A)True
B)False
Q2) Identify and contrast three methods to resolve contract disputes in the public sector.
Q3) Explain three distinctive features of labour relations in the public sector.
Q4) Which of the following provided federal public sector employees the right to unionize?
A) Wagner Act, 1935
B) PC 1003, 1944
C) Industrial Disputes Investigation Act, 1948
D) Public Service Staff Relations Act, 1967
E) Government Employees Collective Bargaining Act, 1967
Q5) There is evidence that managers and labour leaders in the public sector have different views on the state of labour relations.
A)True
B)False
Q6) Outline three reasons for the importance of the public sector.
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Chapter 12: Summary and Future of Labour Relations
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Q1) Which of the following forms of employee involvement provides for the largest amount of authority being delegated to employees?
A) problem solving groups
B) employee-management committees
C) co-determination
D) self-directed work teams
E) quality circles
Q2) The threat effect refers to upward pressure on non-union wages caused by the fact that some non-union employers may increase wages to avoid unionization.
A)True
B)False
Q3) Union leaders generally perceive that employers support programs aimed at increasing union-management co-operation.
A)True
B)False
Q4) The effects of unions have been categorized as a monopoly face and a voice face.
A)True
B)False
Q5) Outline the features of job control unionism.
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