Union Democracy and Effectiveness Quiz

False (B)

Member involvement helps to identify future leaders and fosters greater commitment to the union's goals.

<p>union shop</p> Signup and view all the answers

<p>Closed shop = Membership in the union is a condition of employment. Union shop = New employees must join the union after a probation period. Rand formula = Employees do not have to join the union but all employees must pay union dues.</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Economic, Political, Human rights</p> Signup and view all the answers

<p>Representation of all workers in a firm, regardless of skill or occupation. (C)</p> Signup and view all the answers

<p>industrial</p> Signup and view all the answers

<p>Canadian Union of Public Employees (CUPE) (A)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Public policy is more supportive of unions in Canada compared to the US. The process of union certification is significantly different in the two countries.</p> Signup and view all the answers

<p>Negotiating collective bargaining agreements on behalf of the local. (D)</p> Signup and view all the answers

<p>Union Local = Typically represents workers at a specific work site or within a geographical area. Parent Unions = Coordinate bargaining activities, provide support during strikes, and organize new locals. Labour Federations = Represent the Canadian labor movement politically and provide research and organizing assistance.</p> Signup and view all the answers

<p>parent</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Joining forces through affiliations allows unions to pool resources, enhance their bargaining power, and effectively advocate for broader social changes benefiting all workers.</p> Signup and view all the answers

<p>Negotiating individual employment contracts with employers. (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>dual</p> Signup and view all the answers

<p>Canadian unions are generally fragmented into many smaller unions, with decision-making power concentrated at the local level. This decentralized structure can sometimes lead to competition between unions but also promotes greater local autonomy.</p> Signup and view all the answers

<p>Acting as chief negotiation spokesperson. (D)</p> Signup and view all the answers

<p>Convention 105, Abolition of Forced Labour (1957) (D)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>To prevent discrimination.</p> Signup and view all the answers

<p>Workers Compensation</p> Signup and view all the answers

<p>Employment Conditions = Minimums established in legislation (e.g., hours of work, overtime, minimum wages) Employment Rights = Rights determined through collective bargaining that build on minimum employment conditions Individual Employment Contract = Non-unionized workers covered under individual employment contracts, often unwritten, governed by common law principles Implied Terms and Obligations = Breach of these terms may be justification for dismissal, employers are expected to act professionally and in good faith when dismissing employees</p> Signup and view all the answers

<p>All of the above (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<ol> <li>Action under employment standards legislation, 2. Common law through courts, 3. Action through legislation such as Unjust Dismissal in Federal jurisdiction.</li> </ol> Signup and view all the answers

<p>Agricultural Labour Relations Act</p> Signup and view all the answers

<p>Immigrants (A)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<ol> <li>External system where standards are established legislatively, 2. Internal system with joint management, which requires formation of health and safety committees with equal labor and management membership.</li> </ol> Signup and view all the answers

<p>Bona fide occupational qualification (BFOQ)</p> Signup and view all the answers

<p>Providing advice and information on health and safety issues (B)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Employment legislation and labour relations legislation intersect by providing the legal framework for the employment relationship. Employment legislation establishes minimum conditions of employment, while labour relations legislation governs the rights and responsibilities of unions and employers in collective bargaining. Both areas of law work together to ensure fair treatment and protect the rights of both employees and employers.</p> Signup and view all the answers

<p>Federal government (C)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>The political parties’ perspectives.</p> Signup and view all the answers

<p>unionization</p> Signup and view all the answers

<p>Political context = Involves legislation reflecting political party perspectives Social context = Relates to society's views on unionization Economic context = Affects compensation and labor costs</p> Signup and view all the answers

<p>To provide programs supporting preferred labor practices (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Background, life experiences, and political orientation.</p> Signup and view all the answers

<p>To regulate and enforce labor laws, ensuring compliance by both management and unions (B)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>A community of interest ensures that employees within a bargaining unit share similar economic interests, making them suitable for collective representation by a union.</p> Signup and view all the answers

<p>Duty of Fair Representation</p> Signup and view all the answers

<p>Union Certification (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Quebec and B.C. = Outright ban Ontario, Manitoba and Alberta = Prohibits the use of professional strike-breakers Manitoba, PEI, and Saskatchewan = Prevents replacement workers from permanently replacing employees Federal = Prevents the use of replacement workers when their purpose is to undermine the union</p> Signup and view all the answers

<p>First Contract Arbitration is a third-party intervention where an arbitrator helps negotiate a collective agreement when the parties are unable to do so after the first agreement has expired.</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>A majority of employees are satisfied with management and no longer wish to be unionized. (C)</p> Signup and view all the answers

<p>unfair labour practices</p> Signup and view all the answers

<p>The 'Peace Obligation' prohibits strikes and lockouts during the life of a collective agreement, maintaining labor peace and stability.</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Industrial Inquiry</p> Signup and view all the answers

<p>Both parties must sincerely attempt to negotiate a collective agreement. (A)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>bargaining unit</p> Signup and view all the answers

<p>Employers face a higher cost due to lost sales and potential customer loss. (C)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>The aging of the workforce, Increased participation of women and ethnic minorities, The rapid growth of non-standard employment</p> Signup and view all the answers

<p>rise</p> Signup and view all the answers

<p>The aging of the workforce = Potential skill shortages and wage increases Increased participation of women = Need for daycare and flexible work schedules Rapid growth of non-standard employment = Challenges in labor relations and employee benefits</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>The case determined that labor matters fall under the jurisdiction of provincial governments.</p> Signup and view all the answers

<p>To protect the rights and interests of both employers and employees. (A)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>majoritarianism</p> Signup and view all the answers

<p>Balancing the union's right to represent all employees with the obligation to represent them fairly, regardless of their union membership.</p> Signup and view all the answers

<p>Strikes (C)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>unfair labor</p> Signup and view all the answers

<p>To establish a clear framework and control the process, ensuring a fair and productive negotiation.</p> Signup and view all the answers

<p>A greater sense of control and fairness in the negotiation process. (A)</p> Signup and view all the answers

The authority of provinces and federal government to regulate labour relations within their respective domains.

The 13 distinct systems in Canada that manage labour relations, each with unique characteristics but similar ideologies.

Legislation reflects political party perspectives on workers' rights and management power.

Governments create policies affecting all public sector workers and influence industry practices.

Societal values and beliefs about unions and worker rights that vary based on individual backgrounds.

An individual's life experiences and political orientation shape their attitudes towards unions.

The economic environment determines the effectiveness of workers and unions in negotiating compensation.

The legal framework that limits and guides the actions of unions and management in labor negotiations.

The fluctuations in economic activity over time, dictating employer-union dynamics.

High product demand leads to low unemployment, affecting strike costs.

The relative strength of employers versus unions in negotiations.

Individuals aged 15 and over who are actively employed or seeking work.

Increasing percentage of older workers (45-64) in the labor market.

Growth in women’s employment and union membership since the 1950s.

Recent immigrants face barriers like foreign experience devaluation.

Jobs outside traditional full-time contracts, like part-time and self-employment.

Set standards for negotiations to balance power dynamics.

Unions received legal status in Canada through the Trade Union Act of 1872.

A 1925 court ruling placing labor disputes under provincial jurisdiction.

1944 legislation mirroring the U.S. Wagner Act for labor rights.

The principle where the majority defines outcomes in labor negotiations.

Consists of multiple acts, with both federal and provincial domains.

A process in Canadian labor relations that outlines negotiation procedures.

The system allowing union members to express opinions and vote on decisions.

Enhances effectiveness, member implementation, and union identification.

Union officials may prioritize power over member needs in decision-making.

Different forms of union membership requirements: closed shop, union shop, Rand formula.

Measures like member voting and constitutions protect members' rights.

Fees collected from union members to support union activities, including political causes.

Organizing a demonstration to protest working conditions or employer policies, often outside the workplace.

The process by which an employer acknowledges a union as the representative of its employees.

Engagement of unions in political issues, advocating for rights and policies affecting workers.

The right of individuals to join or form groups, including unions, without interference.

Negotiation process between employers and a group of employees aimed at reaching agreements on working conditions.

Laws governing minimum employment conditions, which vary by jurisdiction.

Unwritten rules in employment contracts that both employers and employees are expected to follow.

Proxy rights regarding job termination and the legal processes involved, applicable differently for unionized vs. non-unionized workers.

Conditions under which employers may legally discriminate based on specific job needs.

The principle of equal pay for work of equal value, aiming to eliminate gender wage gaps.

Policies aimed at promoting the hiring of underrepresented groups in the workplace.

Insurance program that compensates employees for work-related injuries or illnesses, typically on a no-fault basis.

Laws requiring employers to ensure workers’ safety and health in the workplace through prevention and compensation.

Groups made up of worker and management representatives to oversee workplace safety issues and initiatives.

Unions exist for economic, political, and human rights reasons.

Unions that represent specific trades with similar skills.

Focus on economic gains through collective bargaining.

Unions representing a broad range of workers across many skills.

Unions for government employees advocating for social justice.

Women are increasingly joining unions and public sector is more unionized.

The percentage of union members in the workforce.

Operates in a decentralized way with many small unions.

A local group that includes workers from a specific site or area.

Larger unions that local unions are affiliated with for support.

Organizations that represent unions politically at various levels.

Unions with headquarters outside Canada, often in the U.S.

Unions join together at different levels to increase their influence.

Government-established bodies ensuring adherence to labor laws by both unions and management.

Process of recognizing a union as the legal bargaining agent for a group of employees.

Group of employees eligible to be represented by a union.

Process through which a union loses its certification and legal representation rights.

Violations of labor relations laws by employers, unions, or employees that intimidate or interfere.

Union's legal obligation to represent all members in a non-discriminatory manner.

Obligation for union and management to sincerely negotiate collective agreements.

Legislation that allows for government intervention in resolving collective bargaining disputes.

Prohibition of strikes/lockouts during the term of a collective agreement.

Third-party intervention requested if parties can’t agree on the first collective agreement.

Laws governing management's ability to hire replacement workers during strikes/lockouts.

Ensures labor laws align with the Canadian Constitution, affecting labor-management relations.

Set of court cases challenging labor laws that limited worker's rights in the 1980s.

Suspension of employment terms during negotiation efforts for a collective agreement.

Strikes or lockouts deemed unlawful under specific conditions, as per labor laws.