Chapter 14 ADMN2230

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Questions and Answers

What is the primary goal of Interest-Based Bargaining (IBB)?

Expediting the bargaining process through minimal communication

Minimizing the role of third-party arbitrators

Achieving a win-lose outcome for one party

Fostering a win-win philosophy and enhancing long-term relationships (correct)

Which of the following represents a method of union bargaining power?

Utilizing permanent replacements during strikes

Negotiating without the presence of management

Implementing strikes, pickets, or boycotts (correct)

Using management personnel to continue operations

In the event of a bargaining deadlock, what role does an interest arbitrator serve?

To facilitate communication between parties

To provide non-binding recommendations for negotiation

To analyze and critique the bargaining strategies used

To issue a final decision in the dispute (correct)

How does the grievance procedure contribute to collective bargaining?

By allowing for settlement of disputes without strikes or lockouts Signup and view all the answers

What action can management take as a form of bargaining power?

Locking out employees to maintain operational control Signup and view all the answers

What is considered the strongest reason for employees to unionize?

Dissatisfaction with management Signup and view all the answers

Which of the following is NOT a step in the organizing process for unionization?

Employee training on union benefits Signup and view all the answers

Which legislation regulates labor relations in Canada?

Canada Labour Code Signup and view all the answers

Unionization rates are higher in which sector compared to others?

Public sector Signup and view all the answers

What aspect of work does industrial relations cover in the narrow sense?

Relations between unions and management Signup and view all the answers

What is a Union Shop?

A condition that mandates all employees to join a union upon hiring Signup and view all the answers

Which bargaining strategy may be utilized by unions to enforce demands?

Strikes or work stoppages Signup and view all the answers

What percentage of employees in Canada are unionized as stated in the content?

30% Signup and view all the answers

What is one challenge that unionization poses to management decisions?

Subcontracting of work Signup and view all the answers

Which type of union primarily represents skilled craft workers?

Craft Unions Signup and view all the answers

What is a key characteristic of industrial unions?

They represent all workers employed along industry lines. Signup and view all the answers

What does the Canadian Labour Congress (CLC) primarily do?

Help negotiate labour agreements and provide assistance during organizing drives. Signup and view all the answers

When comparing the private and public sector in relation to unionization, which statement is accurate?

Public sector unions often create challenges for lawmakers and the general public. Signup and view all the answers

What is the main feature of final offer arbitration?

Only one party's offer can be selected without compromise. Signup and view all the answers

Which of the following is true regarding compulsory binding arbitration?

It involves a neutral party providing a binding decision. Signup and view all the answers

Which union is known to be one of the largest unions in the public sector in Canada?

Canadian Union of Public Employees (CUPE) Signup and view all the answers

What is the primary role of the in-house organizing committee formed during an organizing campaign?

Collect authorization cards from employees Signup and view all the answers

When can a union file an application for certification?

When it has collected sufficient authorization cards Signup and view all the answers

What must an employer do during the labor relations process?

Bargain in good faith with the union Signup and view all the answers

Which of the following is NOT a responsibility of the union in the organizing process?

Collect wages and benefits from the employer Signup and view all the answers

What is the result of a successful application for union certification?

Formation of a bargaining committee Signup and view all the answers

Which action is considered an Unfair Labor Practice (ULP) by employers?

Threatening to close down operations if unionized Signup and view all the answers

How are signed union membership cards treated in the organizing process?

Confidential and available only to the labor relations board Signup and view all the answers

What is a requirement for employees who join a union?

They must provide fair representation for their workplace Signup and view all the answers

Study Notes

The Dynamics of Labour Relations

Labour relations is defined broadly as all aspects of employees at work
Narrowly, it focuses on the relationship between unions and management
Unionization rates in Canada are around 30%, higher in the public sector (71%) than in the private sector (15%)
Unionization rates have been declining, including in Canada
Collective bargaining is a key dynamic in union-management relations

Learning Agenda

Reasons why employees join unions
The process of unions organizing employees
The bargaining process, goals, and strategies of unions and employers
Methods of bargaining power used by unions and employers
Grievance procedures in unions

Government Regulation of Labour Relations

Labour relations in Canada are regulated by multiple federal and provincial laws.
Key legislation includes the Industrial Relations Disputes and Investigation Act, the Canada Labour Code, and provincial labour laws.

The Labour Relations Process

The process begins with workers expressing a desire for collective representation.
The union then begins the organizing process, sometimes resulting in employee representation.
Management and their representatives define their objectives and goals.
Collective negotiations lead to a contract.
The contract is administered daily.
Laws and regulations govern the entire process.

Why Employees Unionize

Economic needs (wages, benefits)
Dissatisfaction with management (promotions, transfers, assignments) is often the strongest motivator.
Social and leadership needs (recognition, affiliation)
A union shop agreement requires employees to join the union as a condition of employment.

Organizing Steps

Employees and union officials initially contact to explore unionization.
An organizing campaign gathers momentum, which leads to scheduling an initial union meeting to attract more members.
In-house organizing committees are formed; this consists of employees willing to direct the campaign efforts.
Employees sign authorization cards—these cards are confidential and only the labour relations board has access to them.
The union files an application for certification with sufficient authorization cards.
Once the labour board approves the application, the bargaining committee is formed to start negotiating a contract.

Employer Tactics

Employers can emphasize current advantages in wages or working conditions, but cannot promise better ones.
Employers cannot interfere with the labour relations process or certification.
They cannot threaten to close the business.
They cannot dismiss, discipline, or threaten employees who join the union..
Employers must bargain in good faith.

Union Tactics

Unions cannot interfere with employer association formation.
Unions cannot intimidate or coerce employees to join.
Unions must provide fair representation to all in the bargaining unit.

Union Tactics- Unfair Labour Practices (ULPs)

Specific employer and union illegal practices denying employee rights and benefits under federal and provincial labour law.

Impact of Unionization on Managers

Unionization may affect management decisions on subcontracting, productivity standards, and job content.
Supervisory authority is often affected, including wage, benefits, & job security provisions.

Structures, Functions, and Leadership of Labour Unions

Craft unions represent skilled workers. (e.g., carpenters, masons)
Industrial unions represent all workers (skilled, semi-skilled, unskilled) in a given industry.
Employee associations represent professional and white-collar employees.

Structures, Functions, and Leadership of Labour Unions - Further Detail

The Canadian Labour Congress (CLC) is a national union federation.
International and national unions often have headquarters in the USA.
Local unions are specific organization level unions.

Labour Relations in the Public Sector

More than 70% of public employees (federal, provincial, and municipal) are unionized.
The Canadian Union of Public Employees (CUPE) is one of the largest unions in Canada.
Factors in the public sector are less economic and more political when compared to the private sector.
Strikes can create challenges for lawmakers and the general public.

Strikes in the Public Sector

Compulsory binding arbitration resolves bargaining deadlocks.
Final offer arbitration resolves bargaining deadlocks, the arbitrator must select one of the positions made by the two parties without compromises in between.

The Bargaining Process

The negotiation process involves gathering information, forming bargaining teams, clarifying contract language, and ratifying agreements.
Strategies for management include developing proposals and considering opponents' goals.
Issues during negotiations could lead to strikes, lockouts, strikes replacements, and boycotts.
Interest-based bargaining emphasizes long-term relationships.

Management and Union Power in Collective Bargaining

Bargaining power is the ability of labour and management to achieve their goals through economic, social or political influence.
Union bargaining power includes strikes, pickets, and boycotts.
Management bargaining power includes continuing operations and lockouts.

Resolving Bargaining Deadlocks

When negotiations stall, an independent third party, or interest arbitrator, can help settle disputes.
A third-party arbitrator, in this case an interest arbitrator, will resolve labour disputes through a final decision without compromises between positions.

Administration of the Collective Agreement

Once a collective agreement is signed, each party interprets clauses in their favour.
The grievance procedure supports union representation for members (including non-member representation) in grievance processes.
Grievance procedures act as a safety valve, allowing dispute resolutions without strikes or lockouts.

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Description

Explore the dynamics of labour relations, focusing on the relationship between unions and management. This quiz will cover unionization rates in Canada, collective bargaining processes, and the legal framework governing labour relations. Prepare to test your knowledge on employee unionization and grievance procedures.