Introduction to Industrial Relations Final Exam
Questions
Course Introduction
Introduction to Industrial Relations provides a comprehensive overview of the dynamic relationship between employers, employees, and the institutions that shape the workplace. This course explores the origins, development, and contemporary issues of industrial relations, emphasizing the roles of trade unions, employer associations, and government agencies. Students examine theories of labor-management relations, collective bargaining processes, conflict resolution, and the impact of globalization and technological change on employment practices. By analyzing case studies and legal frameworks, students gain insights into the practical and ethical challenges of managing labor relations in diverse organizational settings.
Recommended Textbook Labour Relations 3rd Edition by Larry Suffield
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Page 2
Chapter 1: Introduction to Labour Relations
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Q1) The values and beliefs of the Canadian public are part of:
A) the legal environment
B) social environment
C) political environment
D) technological environment
E) economic environment
Answer: B
Q2) A systems framework for labour relations has the following elements:
A) parties, contract negotiation, the environment, outcomes, and feedback
B) the environment, parties, processes, outcomes, and feedback
C) parties, processes, the environment, outcomes, and legislation
D) parties, processes, feedback, and outcomes
E) the environment, parties, processes, outcomes, and collective agreements
Answer: B
Q3) The processes in labour relations refer only to joint union-management activities such as contract negotiations.
A)True
B)False
Answer: False
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Page 3
Chapter 2: The Environment
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Q1) An elastic demand for a product means that the sales of a product are more responsive to a change in price.
A)True
B)False
Answer: True
Q2) The duty to accommodate:
A) requires employers to do whatever is required to avoid the adverse effects of discrimination
B) arises only in cases of indirect discrimination
C) requires employers to take measures, which do not impose an undue hardship
D) does not require a variation from the terms of a collective agreement
E) arises only in cases of direct discrimination
Answer: C
Q3) When a firm produces a good or service that has an elastic demand it will:
A) be less able to increase price without losing customers
B) be more able to increase price without losing customers
C) decrease sales and revenue by lowering price
D) be able to change price without any effect on sales and revenue
E) increase the quantity demanded by increasing the price
Answer: A
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Chapter 3: Unions: Objectives, Processes, Structure, and History
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Q1) The first unions in Canada were:
A) international craft unions
B) national craft unions
C) local organizations of skilled workers
D) established in the early 1900s
E) established by the Knights of Labour
Answer: C
Q2) What is the significance of the Toronto Electric Power Commission v.Snyder case?
A) It established collective bargaining rights for provincially regulated employees.
B) It is the basis for a division of authority in labour relations between the federal and provincial governments.
C) It established that labour relations are a matter of exclusive federal jurisdiction.
D) It established that labour relations are a matter of exclusive provincial jurisdiction.
E) It established compulsory conciliation in contract disputes.
Answer: B
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5
Chapter 4: Employers: Objectives, Processes, and Strategy
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Q1) Wal-Mart is an organization that illustrates union opposition and removal strategies.
A)True
B)False
Q2) A union opposition strategy could involve matching the pay rates of unionized firms.
A)True
B)False
Q3) It is recognized that banks and fast food franchises have used a union acceptance strategy.
A)True
B)False
Q4) A low commitment approach to human resource management emphasizes or includes:
A) increasing labour skills
B) technological innovation
C) reducing labour costs
D) higher compensation levels
E) higher levels of commitment
Q5) Identify the meaning of "labour relations strategy" and describe four factors that could affect a labour relations strategy.
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Chapter 5: Governments, Labour Relations Boards, and
Other Parties
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Q1) Arbitrators process applications to terminate a union's bargaining rights.
A)True
B)False
Q2) Governments become involved in labour relations to protect the public interest.
A)True
B)False
Q3) 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
Q4) Arbitrators resolve disputes between unions and employers by hearing evidence and rendering a final and binding decision.
A)True
B)False
Q5) The government is an actor in labour relations.Describe four ways that the government could affect the labour relations system.
Q6) Explain four reasons why governments become involved in labour relations.
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Chapter 6: Collective Bargaining Rights
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Q1) On an application for certification Labour Relations Boards in Canada determine if there is sufficient support for the union to grant certification by:
A) relying on membership cards in all jurisdictions
B) holding a representation vote in all jurisdictions
C) relying on membership cards in some jurisdictions
D) holding a representation vote in some jurisdictions
E) c and d
Q2) When a labour relations board determines if a position is managerial it will refer primarily to:
A) the job title
B) the preferences of the employer
C) the preferences of the union
D) the preferences of the employee
E) the authority held over bargaining unit members
Q3) Explain the meaning and significance of the appropriate bargaining unit.
Q4) 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
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Chapter 7: The Collective Agreement
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Q1) Which of the following is correct regarding health and safety issues and collective agreements?
A) health and safety committees are required when provided for in the collective agreement
B) health and safety legislation requires that collective agreements contain provisions providing for a health and safety committee
C) many collective agreements provide for specific health and safety provisions instead of relying on the provisions found in legislation
D) employees have the right to refuse unsafe work if this right is provided in the agreement
E) the collective agreement must provide for a health and safety committee composed of members as provided in health and safety legislation
Q2) Overtime provisions in the collective agreement could include a requirement that the overtime be equally distributed among employees.
A)True
B)False
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Chapter 8: Negotiation of the Collective Agreement
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Q1) Bargaining structure in Canada tends to be decentralized because unions perceive that this structure allows them to achieve their economic goals.
A)True
B)False
Q2) Explain five factors that would increase the bargaining power of a union in contract negotiations.
Q3) In a province there is one round of negotiations which establishes a collective agreement covering all secondary school teachers in the province.This illustrates:
A) centralized bargaining
B) decentralized bargaining
C) pattern bargaining
D) whipsawing
E) intraorganizational bargaining
Q4) The phrase "industry bargaining" refers to a decentralized bargaining structure.
A)True
B)False
Q5) Describe the nature and significance of first contract arbitration.
Q6) Explain the meaning and significance of bargaining structure.
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Chapter 9: Administration of the Collective Agreement
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Q1) Employees on layoff should be notified of any job vacancies posted.
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) When conducting a posting for a job vacancy and selecting an employee to fill the vacancy employers must ensure that:
A) the job requirements are reasonable
B) interviews are fair
C) managers do not use testing
D) managers do not refer to performance appraisals
E) a and b
Q4) Employers should pursue grievance mediation with all grievances.
A)True
B)False
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Chapter 10: Contract Dispute Resolution, Strikes, and Lockouts
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Q1) In jurisdictions that provide for a conciliation board,which of the following is correct?
A) The Board determines the terms of the collective agreement.
B) The Board reports to the minister responsible for labour relations.
C) The Board members are chosen by the union.
D) The Board uses final offer selection.
E) The Board members are approved by the employer.
Q2) A mediator may help the parties reach a collective agreement by suggesting new alternatives they have not previously considered.
A)True
B)False
Q3) Which of the following is correct regarding arbitration,conciliation,and mediation?
A) All three produce a binding resolution of a contract dispute.
B) Only conciliation produces a binding resolution of a contract dispute.
C) Only mediation produces a binding resolution of a contract dispute.
D) Only arbitration produces a binding resolution of a contract dispute.
E) None of the three produces a binding resolution of a contract dispute.
Q4) Explain five factors that could affect the incidence of strikes.
Q5) Explain two problems associated with interest arbitration.
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Chapter 11: Public Sector Labour Relations
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Q1) When interest arbitration,an unrestricted strike,and a controlled strike are compared which of the following is correct?
A) Interest arbitration increases the likelihood of a voluntary settlement.
B) Interest arbitration involves the negotiation of an essential services agreement.
C) Back to work legislation is required to end a controlled strike.
D) The controlled strike eliminates the loss of any services.
E) The unrestricted strike increases the likelihood of a voluntary settlement.
Q2) Which of the following is correct regarding an essential services agreement?
A) It provides that no employee in the bargaining unit can strike.
B) It provides that arbitration is used to resolve a contract dispute.
C) It is negotiated by the union and the employer.
D) It is dictated by the minister responsible for labour relations.
E) Unions prefer that a larger number of employees be designated as essential.
Q3) When public sector employees are allowed to strike,as opposed to relying on arbitration,the likelihood of the employer and the union negotiating their own agreement is increased.
A)True
B)False
Q4) Explain three distinctive features of labour relations in the public sector.
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Chapter 12: Summary and Future of Labour Relations
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Q1) A union may agree to participate in an employee involvement program and this agreement is always separate from and outside of the collective agreement.
A)True
B)False
Q2) Grievance mediation is viewed as being inherently adversarial.
A)True
B)False
Q3) It is not an unfair labour practice when employees participate in employee involvement programs that do not involve the determination of terms and conditions of work.
A)True
B)False
Q4) Labour relations legislation encourages employee involvement programs.
A)True
B)False
Q5) Some observers have called for increased union-management co-operation.Discuss the barriers that will have to be overcome to increase union-management co-operation.
Q6) Explain the union wage effect.
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