Collective Bargaining Exam Preparation Guide
Course Introduction
Collective Bargaining explores the processes, strategies, and outcomes involved when representatives of employees and employers negotiate workplace conditions, wages, benefits, and other terms of employment. This course examines the historical development of collective bargaining, the legal and regulatory environment, and the roles played by unions and management throughout the negotiation process. Students will analyze case studies and participate in simulated bargaining exercises to better understand bargaining techniques, dispute resolution, and the impact of collective agreements on labor relations in various industries.
Recommended Textbook Labour Relations 3rd Edition by Larry Suffield
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12 Chapters
858 Verified Questions
858 Flashcards
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Chapter 1: Introduction to Labour Relations
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Sample Questions
Q1) Unions have equal strength and importance in all provinces.
A)True
B)False
Answer: False
Q2) The unionization of employees at Company A is the least likely to affect:
A) Company A's compensation costs
B) Company A's productivity
C) job satisfaction of employees at Company A
D) employment standards legislation affecting Company A
E) Company A's policies and procedures relating to employee dispute resolution
Answer: D
Q3) The issue of improving health and safety in the workplace is within the domain of industrial relations.
A)True
B)False
Answer: True
Q4) Labour Relations in Canada are viewed as being co-operative in nature.
A)True
B)False
Answer: False
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Chapter 2: The Environment
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Sample Questions
Q1) The Highlands Store sells hiking and canoeing equipment.The company has at least one store in every Canadian province.The company's head office is located in Nova Scotia.If a union attempts to organize the employees of one of the company's stores located in Manitoba,which of the following applies:
A) Nova Scotia labour relations legislation
B) federal labour relations legislation
C) Manitoba labour relations legislation
Answer: C
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) Human rights legislation provides for minimum terms of employment.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Unions: Objectives, Processes, Structure, and History
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) Which of the following is not a function of a national or international union:
A) dealing with jurisdictional disputes
B) organizing workers
C) assisting locals with contract negotiation
D) assisting locals with grievances
E) providing education and training
Answer: A
Q2) Union membership has been declining in Canada 1984.
A)True
B)False
Answer: False
Q3) Union density has declined more dramatically in the United States than in Canada because:
A) the economic environment is less favourable in the United States.
B) U.S. employees do not seek unionization as much as Canadian employees do.
C) right to work legislation in the U.S. requires the compulsory deduction of union dues.
D) labour relations legislation is enforced more quickly in the United States.
E) the political environment is less favourable for unions in the United States.
Answer: E
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Chapter 4: Employers: Objectives, Processes, and Strategy
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Sample Questions
Q1) A union opposition strategy could involve matching the pay rates of unionized firms.
A)True
B)False
Q2) A union acceptance strategy refers to an employer voluntarily recognizing the union.
A)True
B)False
Q3) Comparing employers in Canada and the United States,it is more difficult for employers in Canada to oppose unions.
A)True
B)False
Q4) Company A is in financial difficulty.In contract negotiations with the union the company has demanded a five percent wage reduction.This illustrates:
A) concession bargaining
B) bargaining in bad faith
C) union avoidance
D) union resistance
E) union removal
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Chapter 5: Governments, Labour Relations Boards, and
Other Parties
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Sample Questions
Q1) Labour relations legislation regulates:
A) processes
B) outcomes.
C) the economy.
D) industry
E) market results
Q2) The public sector includes 28 percent of Canadian employees.
A)True
B)False
Q3) Governments become involved in labour relations to protect the public interest.
A)True
B)False
Q4) When an application is made to a Labour Relations Board:
A) a settlement officer attempts to resolve the dispute
B) a hearing is mandatory
C) the Board has limited remedial authority
D) a hearing always involves a three-person panel of the Board
E) a hearing is always conducted by a single member of the Board
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Q5) Labour Relations Boards are important actors in the labour relations system.Explain three functions of a labour relations board.
Chapter 6: Collective Bargaining Rights
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Sample Questions
Q1) A union could obtain the right to represent employees through:
A) a voluntary recognition agreement with the employees
B) certification
C) a voluntary recognition agreement with the employer
D) a or b
E) b or c
Q2) An independent contractor working for a unionized firm is automatically covered by the union's collective agreement.
A)True
B)False
Q3) All employee associations can apply to be certified by the Labour Relations Board.
A)True
B)False
Q4) The "organizing campaign" refers to the union's application for certification to the Labour Relations Board.
A)True
B)False
Q5) Explain the meaning and significance of the appropriate bargaining unit.
Q6) Outline the key steps and restrictions on the certification process.
Page 8
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Chapter 7: The Collective Agreement
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Sample Questions
Q1) A union shop provision in a collective agreement requires individuals to be union members before they are hired.
A)True
B)False
Q2) The leave provisions of a collective agreement could require the employer to allow an employee time off to serve a jail sentence.
A)True
B)False
Q3) Collective agreements must comply with human rights,employment standards,and labour relations legislation.
A)True
B)False
Q4) The collective agreement may require the employer to dismiss employees who refuse to become union members.
A)True
B)False
Q5) All employee complaints could be the subject of a grievance.
A)True B)False
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Chapter 8: Negotiation of the Collective Agreement
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Sample Questions
Q1) A caucus is a meeting between the chief negotiators for the employer and the union.
A)True
B)False
Q2) One model considering the relationship between the union and the employer has classified the possible relationships into types as follows:
A) conflict, containment-aggression, Bulwarism, integrative, collusion
B) conflict, containment-aggression, accommodation, co-operative, crisis
C) conflict, containment-aggression, accommodation, co-operative, collusion
D) integrative, containment-aggression, accommodation, co-operative, collusion
E) distributive, containment-aggression, accommodation, co-operative, collusion
Q3) Whipsawing is a negotiation problem associated with centralized bargaining.
A)True
B)False
Q4) Your employer has assigned you to the company bargaining team and you will be meeting with the union negotiating team shortly.You have been asked about the duty to bargain in good faith.Explain this duty and make four recommendations to ensure that the employer meets its obligation to bargain in good faith.
Q5) Describe the factors affecting the union-management relationship.
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Chapter 9: Administration of the Collective Agreement
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Sample Questions
Q1) 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
Q2) The duty to accommodate does not require the union to agree to a variation from the seniority provisions in the collective agreement.
A)True
B)False
Q3) 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
Q4) Explain if and when an employer is allowed to dismiss an employee for innocent absenteeism.
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) An employer has terminated an employee for alleged misconduct and the union has filed a grievance.If the grievance is not settled it will be resolved using:
A) interest arbitration
B) rights arbitration
C) mediation
D) conciliation
E) final offer selection
Q2) If two employees remain on the job; however,they deliberately reduce output,they are engaging in a strike.
A)True
B)False
Q3) A work to rule campaign occurs when employees:
A) stop working at different locations at different times
B) restrict output by strictly following work procedures
C) encourage customers of the employer to do business elsewhere
D) establish rules which increase production
E) refuse overtime
Q4) Explain and differentiate between conciliation,mediation,and arbitration.
Q5) Explain two problems associated with interest arbitration.
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Chapter 11: Public Sector Labour Relations
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Sample Questions
Q1) Explain three distinctive features of labour relations in the public sector.
Q2) Most public sector employees were not allowed to unionize for more than two decades after private sector employees because:
A) There was a concern that unions would have too much bargaining power.
B) Public sector employees did not want collective representation.
C) Unions did not want to organize public sector employees.
D) Employees were already adequately represented by employee associations.
E) There were not enough public sector employees to organize.
Q3) Which of the following is correct regarding negotiation of collective agreements in the public sector?
A) The scope of bargaining is broader than in the private sector.
B) There are no mandatory terms for the collective agreement.
C) More contract disputes have been ended by back-to-work legislation than in the private sector.
D) Negotiation tends to be more decentralized than in the private sector.
E) c and d
Q4) Teachers have the right to strike in all provinces.
A)True
B)False
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Chapter 12: Summary and Future of Labour Relations
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Sample Questions
Q1) A study conducted by Terry Wagar found that:
A) union and employer leaders agree that people are an organization's most important asset
B) a small percentage of union leaders felt that management viewed co-operative programs as a way to reduce union influence
C) a small percentage of union officials felt that the interests of the union and employer are in conflict
D) a majority of union officials did not think that employers support bargaining unit members who tried new approaches
E) union leaders perceived extensive support from management for co-operative programs
Q2) Unions cannot encourage employees to boycott an employee involvement program if the result is a reduction in output.
A)True
B)False
Q3) Outline the challenges that unions will face in the future and explain two ways that unions could ensure their viability.
Q4) Explain the union wage effect.
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