Labour Studies
Pre-Test Questions
Course Introduction
Labour Studies is an interdisciplinary course that examines the world of work, employment relations, and the changing dynamics of the workforce from historical, social, economic, and political perspectives. The course covers topics such as the history and development of the labour movement, labour laws and policies, unionization, collective bargaining, workplace rights, and the impact of globalization and technological change on employment. Students will engage with case studies, theoretical frameworks, and contemporary issues affecting workers, employers, and societies, developing critical thinking skills and practical knowledge relevant to the field of work and labour relations.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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Chapter 1: An Introduction to Industrial Relations in Canada
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Q1) What is the name given to the sector which includes employees working for organizations that are funded by the government but who are not directly employed by the government?
A) The private sector
B) The public sector
C) Crown corporations
D) The para-public sector
Answer: D
Q2) Employees who believe that their union has treated them unfairly may
A) file a complaint with the labour relations board for discrimination
B) file an action with the human rights commission
C) file a complaint with the labour board alleging a breach of the duty of fair representation
D) file a complaint with the human rights commission alleging discrimination
Answer: C
Q3) What is meant by the term 'systemic discrimination'?
Answer: This form of discrimination occurs when an organization or individual uses policies or practices that have the effect (sometimes unintentionally) of discriminating against groups of individuals.
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Page 3
Chapter 2: Theories of Industrial Relations
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Q1) What may ultimately reduce the percentage of unionized workforces in Canada?
A) Large scale closures of manufacturing plants
B) Economic collapse
C) Public sector shrinkage
D) Private sector union malaise
Answer: C
Q2) In what aspect of trade unions were the Fabian Society, founded by Sidney and Beatrice Webb, interested?
A) The results of the prolonged exposer to unsafe working conditions
B) advocacy on behalf of working children
C) legal protection for injured adult workers
D) how trade unions emerged in response to industrialized work structures
Answer: D
Q3) In the factory-based economy, who provides the capital?
A) The government
B) Craft guilds
C) Investor groups
D) None of the above
Answer: D
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Page 4
Chapter 3: History of the Canadian Union Movement
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Q1) Which level of government in Canada has primary responsibility for the enactment of legislation governing labour relations?
A) The federal government
B) Provincial governments
C) Municipal governments
D) The federal and provincial governments have joint responsibility
Answer: B
Q2) What occurred in 1956, which reduced inter-union disputes?
A) The formation of the Quebec Labour Congress
B) The formation of the Canadian Labour Congress
C) The removal of American control of Canadian unions
D) None of the above
Answer: B
Q3) The Quebec Federation of Labour is the Quebec counterpart of the Canadian Labour Congress.
A)True
B)False
Answer: True
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Chapter 4: The Structure of Canadian Unions
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Q1) A greater percentage of Canadians belong to which type of union?
A) International union
B) Unaffiliated union
C) Public sector union
D) National union
Q2) All but which of the following are forms of union participation?
A) Complaining about the union's activities
B) Deciding not to attend a meeting
C) Informal discussions about union issues with other union members
D) Serving on the union executive
Q3) List some of the functions of parent unions.
Q4) Which of the following has helped to shape the distinctive quality of Industrial relations in Quebec?
A) Religion
B) Culture
C) Outside ownership and control
D) All of the above
Q5) Describe the structure and function of each level of the Canadian labour movement.
Q6) What are some of the responsibilities of shop stewards in the local unions?
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Chapter 5: The Organizing Campaign
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Q1) Voluntary recognition means the employer can argue about the composition of the bargaining unit.
A)True
B)False
Q2) What is a sweetheart agreement?
Q3) A general policy in labour legislation is that unions should only represent non-managerial employees. Which of the following is not a reason for this policy?
A) Managers make more money than frontline workers and thus have no reason to be unionized
B) It would be a conflict of interest for a manager to discipline a fellow union member
C) A union is entitled to be established and administered without employer interference
D) Managers have access to confidential material
Q4) How does an employee usually express support for the establishment of a union in his or her workplace?
Q5) What are the three major components of an application for certification?
Q6) In the context of the certification process, what is meant by voluntary recognition?
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Chapter 6: Establishing Union Recognition
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Q1) What standard of proof is required when presenting one's case to a labour relations board regarding an unfair labour practice?
Q2) What is the usual procedure if a union changes its status by merging with another union?
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
Q3) Which of the following is not an option available to a labour relations board after a hearing has been conducted?
A) Rejecting the certification application
B) Altering the bargaining unit's composition to one it considers appropriate
C) Inviting another union to compete for the employees' support
D) Ordering a new representation vote
Q4) Who may initiate a raid in the context of a union certification?
Q5) In the context of a union certification, what is a raid?
Q6) Why would a labour board hold a hearing during the application for certification? What form would such a hearing take? (155)
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Chapter 7: Defining and Commencing Collective Bargaining
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Q1) Under which of the following circumstances can labour boards be proactive in allegations of bad faith?
A) At the beginning of the bargaining
B) When there has been an impasse
C) To order the parties back to the table
D) None of the above
Q2) Can a collective agreement include conditions that are less favourable than the minimum conditions in the relevant employment standards act?
A) Yes, when it is a wage that is set for a unique type of skilled labour
B) Yes, as long as conditions as a whole in the agreement exceed conditions as a whole in the employment standards act
C) Yes, only when specific approval of the labour relations board has been granted
D) No, collective agreements can contain terms that are less than the minimums note in the applicable employment standards act
Q3) What is the ideal composition of a union bargaining committee? (183)
Q4) In addition to grievance procedure language, identify other features found in 93% of Canada's collective agreements:
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Chapter 8: The Collective Bargaining Process
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Q1) What is a variable in the negotiations that can determine whether the party gets what it is looking for in an outcome?
A) Bargaining team cohesiveness
B) Negotiator compatibility
C) Public opinion
D) Bargaining power
Q2) Describe the bargaining sub-processes known as intra-organizational bargaining and attitudinal structuring.
Q3) Which of the following is a criterion to consider when analysing the costs of a bargaining process?
A) Transaction costs
B) Strike funds
C) Labour rates in the industry
D) All of the above
Q4) Describe the ratification process.
Q5) During this spirited stage of establishing the negotiation range, both sides demonstrate how serious they are about their proposals.
A)True
B)False
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Chapter 9: Strikes and Lockouts
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Q1) What is one 'individual' factor that determines the likelihood of a strike occurring?
A) Workers willingness to undertake strike action
B) Member ambivalence about the strike
C) Previously good negotiating relationship between the parties
D) Workers who are ambivalent about the union
Q2) Discuss each side's actions and motivations that can end a strike. (Pages 261-263)
Q3) Illegal strikes that occur during the term of a collective agreement may occur spontaneously as an expression of union members' dissatisfaction.
A)True
B)False
Q4) For a strike to occur legally it must be authorized by a vote of the bargaining unit. What is the majority required in most provinces for a strike to be considered legal?
A) 50 percent + 1 of members in the bargaining unit
B) 60 percent of voters
C) 50 percent + 1 of voters
D) 60 percent of members in the bargaining unit
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Page 11
Chapter 10: Third-Party Intervention During Negotiations
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Q1) What are final offer votes?
Q2) What is the main distinction between special mediation and the usual forms of mediation?
A) A special mediator can only be appointed after a strike or lockout has begun
B) A special mediator has a more narrowly focused mandate
C) A special mediator can choose to render a binding recommendation
D) A special mediator can be appointed at any time during the bargaining process
Q3) In some Canadian jurisdictions, conciliation is required as a precondition to a strike or lockout.
A)True
B)False
Q4) The power of an industrial inquiry commission to resolve disputes rests in the A) Power of investigation
B) Power of persuasion
C) Power of recommendations
D) Power of acceptance or rejection
Q5) The use of item-by-item final offer selection leaves both parties completely dissatisfied with the agreement.
A)True
B)False
12
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Chapter 11: The Grievance Arbitration Process
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Q1) Which party is responsible for the initial selection of single arbitrator?
A) It is a mutual agreement of union and management
B) Management
C) The union
D) The labour board
Q2) Who presides over a grievance arbitration, how does that person(s) get involved in the process, and what does that person(s) do? (Page 316)
Q3) In assessing the timeliness of a grievance, when does the grievance begin?
Q4) What is the standard of proof required in arbitration hearings?
Q5) In Canada the arbitrator is empowered to rule on whether and interpretation is correct and can change the collective agreement if it is found to be lacking..
A)True
B)False
Q6) Successful appeals of arbitration awards are very common.
A)True
B)False
Q7) What is the purpose of the opening statement in an arbitration hearing?
Q8) What is a union's duty of fair representation in the grievance process?
Q9) Describe the process usually used for the selection of grievance arbitrators.
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Chapter 12: Changes to the Union or the Employer
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Q1) Which of the following is not one of the reasons that unions are merging in Canada?
A) A response to the general trend in business toward larger organizations
B) Larger unions have more power than smaller ones
C) Governments are encouraging such mergers
D) They can increase their impact in collective bargaining
Q2) Why might the certification process intensify the employer's anti-union attitudes?
A) If the employer feels that his or her concerns were not fairly addressed in the certification process
B) If the union's expectations were unrealistic
C) If the employer feels the legislation is one-sided
D) All of the above
Q3) Union mergers have been taking place in substantial numbers throughout Canada's labour history.
A)True
B)False
Q4) Discuss the trend of union mergers in Canada. What are the advantages of these mergers? (Pages 361-364)
Q5) What is meant by the term successorship?
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Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) Most unions now have policy statements on issues such as workplace equality, affirmative action, harassment, and violence. The existence of these statements at the ________ level, indicates their importance.
A) Operational
B) Grassroots
C) Strategic
D) Local
Q2) Female workers may be less likely to participate in union activities. What effect might this gender imbalance have?
A) Resentment on the part of female workers
B) Women's issues being marginalized as special interest
C) A two-tiered approach to benefits
D) Issues traditionally associated with men become the only concern of the union
Q3) Discuss the participation of women in the labour force and in the union movement and the problem of gender imbalance in unions. (Page 388-390
Q4) What are some of the reasons why young workers are reluctant to join unions?
Q5) Why are the new flatter organizations problematic for unions?
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Q6) What are some initiatives undertaken by unions to deal with the changing workforce?