Course Introduction
Labour Law
Practice Questions
Labour Law explores the legal frameworks governing the relationship between employers, employees, and trade unions. This course covers key topics such as employment contracts, rights and obligations at work, collective bargaining, dispute resolution, workplace health and safety, discrimination, and termination of employment. Students will analyze statutory provisions and case law, examining how labour law seeks to balance economic interests with protection of workers rights. The course aims to equip students with knowledge of national and international labour standards, as well as practical skills for addressing workplace legal issues.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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13 Chapters
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Page 2
Chapter 1: An Introduction to Industrial Relations in Canada
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Q1) Most Canadian unionization is spread throughout a multitude of sectors in the labour market
A)True
B)False
Answer: False
Q2) Collective Bargaining introduces elements of ________ into the workplace?
A) Reasonableness
B) Rationality
C) Balance
D) Democracy
Answer: D
Q3) What type of discrimination can occur despite any deliberate action or inaction by the organization?
A) Blatant discrimination
B) Intentional discrimination
C) Systemic discrimination
D) Common discrimination
Answer: C
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Chapter 2: Theories of Industrial Relations
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Q1) When examining the system put forward by John Dunlop, we see that there are four contexts in which processes take place. Which of the following is not one of these contexts?
A) Technological
B) Market
C) Budgetary
D) Legislative
Answer: D
Q2) Success within the guild required all but the following attributes
A) Good health
B) Good support system
C) Skill
D) Good work ethic
Answer: B
Q3) John Commons suggested that unions could best serve the needs of their members by confining their activities to a certain geographic area and avoiding the temptation to create international unions.
A)True
B)False
Answer: False
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Chapter 3: History of the Canadian Union Movement
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Q1) Discuss the scope, impact, and result of the Winnipeg General Strike of 1919.
Answer: It was the first large-scale general strike involving workers from many different occupations and unions. On May 15, between 30,000 and 35,000 workers walked off the job. This had a major impact in a city of 200,000 residents. All three levels of government tried to force the strikers back to work. There were sympathy strikes across the country. The federal government made changes to the Immigration Act and the Criminal Code to allow for harsher treatment of strike leaders. A protest march on June 21 led to two deaths and 30 serious injuries.
The strike ended on June 25 with an agreement for limited collective bargaining rights for the metal and building trades workers. The strike is seen as a turning point in the Canadian union movement. The workers realized that, even with extensive organizing and widespread support, they were still unable to achieve their objectives against the power of the state.
Q2) The Canadian Labour Code is an updated version of the Wagner Act, and this was officially acknowledged in 2006.
A)True
B)False
Answer: False
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Page 5
Chapter 4: The Structure of Canadian Unions
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Q1) Who acts as the voice of labour at the national level?
A) The Trades and Labour Congress
B) The Canadian Labour Congress
C) The Canadian Congress of Labour
D) The Quebec Federation of Labour
Q2) Discuss the affiliation that Canadian unions have with international labour federations.
Q3) Parent unions generally set aside a percentage of their fees for a strike fund used to pay members when they are on strike or locked out.
A)True
B)False
Q4) Who was the first president of the Canadian Labour Congress to be elected when a previous president was also running for re-election?
A) Hassan Husseini
B) Ken Georgetti
C) Buzz Hargrove
D) Hassan Yussuff
Q5) What does it mean to be 'in good standing'?
Q6) Describe the four major functions of the Canadian Labour Congress.
Page 6
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Chapter 5: The Organizing Campaign
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Q1) Every certification application must contain a description of the bargaining unit that the proposed union is seeking to represent. Generally that description contains what information?
A) A list of names, addresses, and phone numbers of employees to be included in the bargaining unit
B) A list of job titles to be included in the bargaining unit
C) A list of names of those employees to be excluded from the bargaining unit
D) All of the above
Q2) Which of the following has little or no effect on an employee's decision to support a union?
A) Union-related attitudes of others in the workplace
B) The attitudes of supervisors and managers
C) The wishes of family members
D) The employees' socio-economic standing
Q3) SEIU plans to organize workers in every workplace in Ottawa involved in what type of work?
A) Fast food
B) Janitorial
C) Temp agency
D) Long term care
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Chapter 6: Establishing Union Recognition
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Q1) Who conducts a representation vote in the workplace?
A) The employer
B) The union
C) The employer and the union jointly
D) The labour relations board
Q2) During an organizing campaign, an employer cannot communicate directly with employees.
A)True
B)False
Q3) Regulating workplace behaviour is difficult because the rights of the employees must be the paramount consideration.
A)True
B)False
Q4) What are 'open periods'?
A) The time at the end of the collective agreement
B) The time during which an application for certification of already represented workers can be made
C) The mid-point in a multi-year agreement
D) The time during which certification applications must be received by the board
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Chapter 7: Defining and Commencing Collective Bargaining
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Q1) What is the most common bargaining structure in Canada among the various models of collective bargaining?
A) Multiple unit-single employer
B) Multiple unit-multiple employer
C) Single unit-single employer
D) All of the above
Q2) Why are timelines established to commence bargaining after certification?
A) Employees are anxious to conclude a new agreement
B) Employers want certainty around terms and conditions of employment
C) One of both parties may be reluctant to begin the process
D) To prevent complaints to the labour board
Q3) What is the required minimum duration of a collective agreement in most Canadian jurisdictions?
A) Three years
B) Two years
C) One year
D) This number varies in each jurisdiction
Q4) What should be the first action undertaken by a well prepared negotiating team?
Q5) What is a religious exemption?
Page 9
Q6) What is the ideal composition of a union bargaining committee? (183)
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Page 10
Chapter 8: The Collective Bargaining Process
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Q1) Describe the transaction costs associated with negotiations.
Q2) In traditional negotiations the parties generally accept that ________ is a way to obtain desired outcomes.
A) Co-operation
B) Concession bargaining
C) Conflict
D) Take away bargaining
Q3) Which of the following is a factor that can affect bargaining power?
A) Environmental factors
B) Socio-economic factors
C) Hierarchical factors
D) Demographic factors
Q4) Why is the timing of counter-proposals and concessions during the "narrowing the bargaining range" stage important?
Q5) Why is ratification considered one of the stages through which negotiations proceed? (Pages 210-211)
Q6) There have been a number of attempts to change the adversarial model of union management negotiations. Discuss the Mutual Gains Model of Bargaining and how it has attempted to impact attempts at change. (Page 222)
Page 11
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Chapter 9: Strikes and Lockouts
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Q1) List and describe the different motivations for strikes and lockouts. (Page 242-243)
Q2) The Association of University Teachers' "censure list" is an example of an ongoing boycott. Who or what is on the "censure list"?
A) Authors whose works are objectionable for classroom curriculum
B) Employers that the Association asserts have violated principles of academic freedom
C) Employers that do not have affirmative action hiring policies
D) Authors whose works create too much controversy
Q3) Strikes may occur as a result of inaccurate perceptions during bargaining. Which of the following is not a factor that might lead to such inaccurate perceptions?
A) Lack of experience on the part of the bargainers
B) Limited disclosures of information during bargaining
C) An imbalance of bargaining power
D) Changes in the parties' expectations during bargaining
Q4) The strikes-as-mistakes perspective suggests that strikes or lockouts can occur as a result of perceptions developed during bargaining. What are some of the factors that may cause these perceptions?
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Page 12
Chapter 10: Third-Party Intervention During Negotiations
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Q1) Who usually bears the cost of using a government-appointed mediator?
A) Management and the union share the cost
B) The government agency that makes the appointment
C) A fund established under the Industrial Disputes Investigation Act
D) The federal government's General Account
Q2) Which of the following parties is usually charged with appointing mediators when they are requested?
A) The essential services council
B) The Ministry of Labour
C) A labour relations officer
D) All of the above
Q3) If the parties agree in advance, the recommendations of a conciliation board can be binding.
A)True
B)False
Q4) What is meant by the term "item-by-item final offer selection"?
Q5) Fact finding is another form of third-party intervention in the bargaining process. Describe the functions of the fact finder.
Q6) Describe the role of a mediator.
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Q7) What are the disadvantages of the "total-package final offer selection" process?
Chapter 11: The Grievance Arbitration Process
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Q1) Define the term "grievance."
Q2) What is a grievance?
A) A disagreement about the interpretation, application or administration of the collective agreement
B) Any violation during the negotiation process of the collective agreement that is not resolved
C) A direct complaint arising from the employee and employment relationship in the workplace
D) All of the above
Q3) Which is the only step in the grievance procedure where the individual grievor has control of the disposition of the grievance?
A) The third step
B) The second step
C) The first step
D) The grievor does not control the disposition of the grievance
Q4) Successful appeals of arbitration awards are very common.
A)True
B)False
Q5) In assessing the timeliness of a grievance, when does the grievance begin?
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Chapter 12: Changes to the Union or the Employer
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Q1) What is technological change and of what significance is it to an existing collective agreement? (Pages 364-365)
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) How is the frequency of decertifications that occur as a result of abandonment of bargaining rights characterized?
A) Never frequent
B) Always frequent
C) Fairly frequently
D) Fairly unusual
Q4) Discuss the impact of workplace restructuring on unions and discuss some union responses to restructuring. (Pages 368-371)
Q5) Discuss the trend of union mergers in Canada. What are the advantages of these mergers? (Pages 361-364)
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Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) Part-time employment is more prevalent among what age group in the Canadian workforce?
A) Canadians aged 16-24
B) Canadians aged 40-49
C) Canadians aged 15-25
D) Canadians aged 15-24
Q2) In Canada, industrial relations follows the more traditional models of union/management relationships. What is one cause of this?
A) Resistance to change
B) Canadian unions have more success with this model
C) Legislation forces this type of relationship
D) It is too costly to embrace new models
Q3) The majority of Canadian workers aged 15 to 24 fall into the category of non-standard work.
A)True
B)False
Q4) Discuss how legislation, politics, and union organizing will affect the future of industrial relations in Canada. (Page 410-417)
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Q5) What are some of the reasons why young workers are reluctant to join unions?