Deck 10: Labour Relations and Collective Bargaining

Question 1

When are pre-hearing votes held?

A)when the union has a great deal of support early in the campaign
B)when the potential bargaining unit members petition the labour relations board to hold such an election
C)when the union wants a secret-ballot election right away
D)when there is evidence of irregularities

Answer 1

D

Question 2

Management generally claims exclusive rights to decisions regarding issues relating to subcontracting,productivity standards and job content.What is management's claim properly called?

A)management rights
B)provisional rights security
C)decision rights
D)company rights

Answer 2

A

Question 3

What does a bargaining unit consist of?

A)employees below the management level
B)employees being recruited by the union
C)all employees in the plant at which the union campaign was held
D)employees to be covered by the agreement

Answer 3

D

Question 4

What is the major reason for employees to join a union?

A)union membership is a status symbol in Canada
B)it is a way to achieve results they cannot achieve individually at the workplace
C)labour regulations mandate union membership in all industrialized organizations
D)unions help individuals to fulfil their political ambitions

Question 5

A supervisor has suspended an employee covered by a typical collective agreement.In a grievance hearing,what will the supervisor be called upon to demonstrate in support of the suspension?

A)reasonable review
B)equity and fairness of treatment
C)just cause
D)documented evidence

Question 6

Why might employees who have social status concerns wish to join a union?

A)to put to use any leadership talents they may have
B)to increase protection from legislative changes and greater job security
C)to increase training opportunities and gain more control over promotions
D)to increase job security and employment equity

Question 7

Employees cite favouritism shown by managers as a major reason for joining unions.In which HR areas are employees particularly sensitive to favouritism?

A)discipline,promotion,and wage increases
B)training and development opportunities
C)rewards and recognition
D)transfers and promotions

Question 8

What does the labour relations board typically do in Canada if the majority of employees sign authorization cards?

A)it holds a secret-ballot vote
B)it notifies the employer that a vote will be held
C)it reviews the union application form and then decides whether or not to hold a representation vote
D)it certifies the union without a vote

Question 9

There are six progressive steps that can lead to unionization.At which step do labour organizers seek specific information about the employer's finances,supervisory styles,and management practices?

A)during election petition and voting preparation
B)at employee-union contact
C)at the initial organizational meeting
D)during formation of the in-house organizing committee

Question 10

Contrary to popular belief,by whom are most organizing campaigns begun?

A)employees
B)union organizers
C)rival unions
D)the CLC organizing department

Question 11

What does the strongest reason to join a union appear to be?

A)the need to fraternize with similar employees and assert personal leadership skills
B)dissatisfaction with wages,benefits,and working conditions
C)favouritism shown by supervisors in promotions,shift assignments,and transfers
D)personal preference for a union and social pressure to join

Question 12

What kind of shop makes joining the union a condition of employment?

A)agency shop
B)closed shop
C)dues shop
D)union shop

Question 13

How long do the terms of a collective agreement normally apply for?

A)six months
B)one year
C)two years
D)five years

Question 14

What step in the labour relations process involves the negotiation of a collective agreement?

A)first step
B)second step
C)third step
D)fourth step

Question 15

In which organizing step does the collection of signed authorization cards play a major role?

A)employee-union contact
B)application to the labour relations board
C)formation of in-house organizing committee
D)initial organizational meeting

Question 16

Which unionization process is relatively rare except in the construction industry?

A)certification based on majority vote
B)certification without a representation vote
C)voluntary recognition
D)a pre-hearing vote

Question 17

Which statement best describes labour relations legislation in Canada?

A)several different laws at the federal and provincial/territorial levels currently regulate labour relations
B)the model for labour relations legislation across Canada was P.C.1001
C)Canada's labour relations system is highly centralized
D)90% of the workforce is governed by federal legislation

Question 18

What is the employer required to do once a bargaining unit becomes certified?

A)sign a collective agreement
B)deduct union dues from the employees' pay cheques
C)begin negotiations leading toward a collective agreement
D)notify employees of the bargaining relationship

Question 19

Which employer act is prohibited,according to Canadian labour relations legislation?

A)stressing the favourable employee-employer relationship in the past without a union
B)expressing views about the disadvantages of unions
C)presenting unfavourable publicity that the organizing union has received concerning corruption
D)unilaterally increasing wages during the certification process

Question 20

Which organizing step includes identifying leaders among employees who can help the organizer establish communication channels to reach all of the employees in the unit?

A)application to the labour relations board
B)initial organizational meeting
C)employee-union contact
D)formation of in-house organizing committee

Question 21

What is the practice of an employer who makes an offer directly to unionized employees deemed to be?

A)acceptable,as long as the union bargaining committee feels the offer is fair
B)acceptable and known as surface bargaining
C)an example of bad-faith employer bargaining
D)acceptable,as long as employees have an opportunity for a ratification vote

Question 22

What is the process of settling a contract deadlock known as in which an arbitrator has no power to compromise?

A)grievance arbitration
B)rights arbitration
C)meet-and-confer arbitration
D)final-offer arbitration

Question 23

A public sector manager and a private sector manager are discussing the rights they each possess to make employment decisions.On what points will they likely agree?

A)they will lose their rights when their employees unionize
B)there is little difference in their rights to make employment decisions
C)the private sector manager has more rights
D)the public sector manager has more rights

Question 24

What must the employer's bargaining strategy address when preparing for negotiations?

A)the number of initiatives the union will table
B)the deadline for establishing the bargaining zone
C)the company's willingness to lock out or take a strike
D)developing the anticipated support for management's bargaining proposals

Question 25

What strike status do public-sector employees have?

A)they are generally denied the right to strike
B)they generally have the right to strike
C)they cannot strike if the services they provide are considered essential
D)they can strike if they give enough notice,regardless of the services they provide

Question 26

Which type of bargaining is a rational approach to problem solving that helps management and labour reduce conflict that occurs during collective bargaining?

A)good faith bargaining
B)progression bargaining
C)interest-based bargaining
D)distributive bargaining

Question 27

What type of unions are the International Brotherhood of Electrical Workers and the Brotherhood of Boilermakers classified as?

A)apprenticeship unions
B)industrial unions
C)craft unions
D)mixed unions

Question 28

What are the Federation of Quebec Nurses and the Alberta Teachers' Association classified as?

A)employee associations
B)union associations
C)labour associations
D)industrial associations

Question 29

Which of the following tactics would an employer likely use in an effort to exert economic power to achieve its demands?

A)boycotting the employees
B)locking out the employees
C)shortening the employees' work day
D)firing the employees

Question 30

Whose major responsibilities include negotiating and administering the labour agreement and working to resolve problems arising in connection with it?

A)business agent
B)bargaining agent
C)local union executive
D)shop steward

Question 31

Where is the majority of power within the Canadian labour movement concentrated?

A)in local unions
B)in the CLC's governing board
C)in national unions
D)in international unions

Question 32

When comparing the president of a national union with the president of a local union,who should feel more secure in his elected position?

A)the national leader because they develop political alliances to keep themselves in office
B)the local leader,since they know the membership well and thus have greater security
C)the local leader,since local unions only hold elections every few years
D)the national leader,since national unions only hold elections every few years

Question 33

What does good-faith bargaining require the employer to do?

A)compromise with the union until an agreement is finally made;such negotiations must end in a collective agreement
B)meet the union at a reasonable time/place to discuss conditions of employment,and trade realistic proposals
C)compromise with the union until an agreement is finally made;such negotiations must end in a collective agreement
D)meet and confer over only permissive subjects of bargaining

Question 34

Why is a strike authorization vote usually undertaken?

A)to determine if the union is being truthful about striking
B)to signal that a union has gone on strike
C)to indicate that management is now ready to take a strike
D)to increase pressure on the employer by raising the potential for a strike

Question 35

What does the bargaining zone refer to?

A)the area within which management can agree
B)the rooms where the negotiations take place
C)the area where it costs the union less to agree than to disagree
D)the area within which the union and management are willing to agree

Question 36

What are the Canadian Union of Postal Workers,the Ontario Secondary School Teachers' Federation,and the Office and Professional Employees International Union all classified as?

A)mixed unions
B)craft unions
C)industrial unions
D)skilled unions

Question 37

What are public-sector employees entitled to in order to resolve collective bargaining deadlocks?

A)government intervention
B)binding arbitration
C)court injunctions
D)binding mediation

Question 38

What are the three categories of proposals one side makes during negotiation?

A)proposals that are mandatory/permissive/important
B)proposals that must be achieved/are just for trade/are designed to provoke
C)proposals that must be achieved/need to be achieved/should be achieved
D)proposals that must be achieved/are just to trade/they would like to achieve

Question 39

Weber Can Co.has made an initial wage offer of 2%for the one-year contract with the International Canworkers Union.The Canworkers have demanded a 10% increase,but will accept as low as 6%.What will probably happen if Weber feels that the most it can offer is 4%?

A)a deadlock will result
B)the Canworkers will have to live with 4%
C)the parties will have to compromise
D)Weber will have to raise its offer to 6%

Question 40

What is the written document prepared by management that includes a contingency operating plan in case of a strike?

A)bargaining book
B)bargaining conditions book
C)contingency operating plan
D)bargaining strategy plan

Question 41

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.Under what labour relations jurisdiction does the Weyburn Walmart unionized workforce fall?

A)federal
B)provincial
C)regional
D)national

Question 42

What is the neutral third-party role that suggests compromises or concessions to the parties that have reached a bargaining deadlock?

A)negotiator
B)facilitator
C)arbitrator
D)mediator

Question 43

What must the grievance arbitrator do after listening to a dispute over administration of the collective agreement?

A)mandate a particular resolution to the grievance
B)force the parties to renegotiate the disputed language
C)nullify the collective agreement because of the dispute
D)help the two parties reach their own compromise

Question 44

The contract between the City of Toronto and the Firefighters' Union requires that unresolved contract terms be settled by arbitration.What is the correct term for this arbitration process?

A)interest arbitration
B)fact-finding arbitration
C)grievance arbitration
D)compromise arbitration

Question 45

If the ability of the employer to continue operations during a strike is great,how likely is it that the union will finally win on its strike issues?

A)about the same
B)no impact on likelihood
C)less likely
D)more likely

Question 46

In a disciplinary arbitration,the arbitrator will first decide whether the employee was given due process,then whether the employer had good reasons for dismissal.What must the arbitrator examine if those two conditions have been met?

A)whether just cause exists
B)union involvement
C)severity of the penalty
D)the argument made by management

Question 47

What does "management rights" refer to?

A)employment conditions over which management has exclusive jurisdiction
B)the rights of management to obtain an NLRB decertification election
C)the rights of management to recognize union members
D)periods during negotiations when management can withdraw economic proposals

Question 48

What is said to be the 'heart' of the bargaining agreement,because it is a safety valve that allows flexibility in the entire collective bargaining system?

A)mediation
B)collective bargaining procedures
C)the strike and the lockout
D)the grievance procedure

Question 49

What is the neutral third-party role that decides what the settlement shall be when the parties are at a deadlock?

A)facilitator
B)mediator
C)arbitrator
D)investigator

Question 50

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.What is a core feature of labour legislation?

A)the right of people to join unions
B)the right of employers to prohibit unions
C)the right of employers to strike
D)the right of unions to lock out employers

Question 51

A manager is preparing an arbitration case involving the dismissal of her employee.According to one study in your text,what should she do to prevent the arbitrator from overturning the case?

A)select the arbitrator based on type of prior cases handled
B)make sure the evidence supports the charge of wrongdoing
C)determine whether the case is timely under the contract
D)prepare her case based upon leading arbitration cases of this nature

Question 52

What are workers taking part in if they stand at business entrances to gain attention to a dispute and to discourage people from entering or leaving the premises?

A)lockout
B)strike
C)boycott
D)picket

Question 53

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.Around a decade ago,a group of Weyburn Walmart employees wanted to be represented by a union that would be legally recognized as the exclusive bargaining agent for the Weyburn Walmart employees.What is this recognition called?

A)collective agreement
B)certification
C)defined labour rights and obligations
D)labour practices

Question 54

What is subcontracting and transferring work to other locations called?

A)production continuation
B)outsourcing
C)work transfer
D)production shifting

Question 55

Which management rights concept is indicated by an article in the collective agreement that lists the various rights of management?

A)agreed rights
B)applied rights
C)defined rights
D)residual rights

Question 56

Which union security provision allows employees to join or not join the union and does not require non-members to pay dues?

A)open shop provision
B)union shop provision
C)closed shop provision
D)agency shop provision

Question 57

What is the name of the technique sometimes used when an issue is particularly important or urgent,and which involves bypassing some steps in the grievance process?

A)abbreviated mediation
B)abbreviated arbitration
C)expedited mediation
D)expedited arbitration

Question 58

Over which area could management state that it has residual rights?

A)setting of employee wage rates
B)discipline of employees
C)selecting which grievances to go to arbitration
D)determining the product to be produced for a market

Question 59

Management's authority is supreme on all issues except those explicitly given up in the collective agreement.Which management rights concept does this express?

A)contractual rights
B)residual rights
C)applied rights
D)defined rights

Question 60

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.What is the labour relations board in Saskatchewan generally responsible for?

A)administering the labour legislation
B)hearing grievance complaints
C)overseeing workplace labour practices
D)setting common core legislation

Question 61

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.What is the labour relations board in Saskatchewan currently responsible for,with respect to Walmart?

A)hearing grievance complaints
B)overseeing workplace labour practices
C)setting common core legislation
D)hearing complaints related to unfair labour practices

Question 62

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.The employer Walmart,and the union UFCW,have not been able to negotiate the employment conditions between the employer and its employees when there is a union in the workplace? What is this process called?

A)collective bargaining process
B)union management negotiation tactics
C)organizing campaign process
D)labour negotiations

Question 63

A yellow-dog contract was an early anti-union tactic whereby employers circulated the names of known union supporters so they wouldn't be hired.

Question 64

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.Which organizing step included identifying leaders among Walmart employees who could help the union organizer establish communication channels to reach all of the Walmart employees?

A)application to the labour relations board
B)initial organizing meeting
C)employee and union contact
D)formation of an in-house organizing committee

Question 65

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.What is Walmart required to do once a bargaining unit becomes certified?

A)sign a collective agreement
B)deduct union dues from the employees' paycheques
C)begin negotiations leading toward a collective agreement
D)notify employees of the bargaining relationship

Question 66

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.The labour relations board has asked the union and Walmart to negotiate the terms and conditions of employment for the Weyburn Walmart store.What would this negotiated contract be called?

A)employee rights
B)collective agreement
C)management rights
D)labour relations code

Question 67

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.What is one major reason why the Walmart employees joined the UFCW union?

A)union membership is a status symbol
B)it was a way to achieve results they could not achieve individually at the
Workplace
C)labour regulations mandate union membership in all industrialized organizations
D)unions help individuals to fulfil their political ambitions

Question 68

Most of Canada's unionized workforce is under federal labour relations jurisdiction.

Question 69

Laws and regulations ensure that the labour relations process is conducted in a fair manner.

Question 70

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.There are four progressive steps in the labour relations process.What labour relations step are Walmart and UFCW at?

A)election petition
B)collective contract negotiations
C)contract administration
D)in-house organizing committee

Question 71

The first Canadian labour relations legislation,the Trades Union Act,was passed by parliament in 1872.

Question 72

Unions can significantly affect the ability of managers to direct and control HR processes.

Question 73

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.What was the strongest reason that the Walmart employees wanted to join a union?

A)the need to communicate with similar employees and assert personal leadership skills
B)dissatisfaction with wages,benefits,and working conditions
C)favouritism shown by supervisors in promotions,shift assignments,and transfers
D)personal preference for a union,and social pressure to join

Question 74

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.In which organizing step did the collection of signed authorization cards play a major role?

A)employee and union contact
B)application to the labour relations board
C)formation of in-house organizing committee
D)initial organizing meeting

Question 75

The labour relations boards are responsible for administering the legislation and hearing complaints related to unfair labour practices.

Question 76

The Trades Union Act allowed unions to pursue the goals of collective bargaining without persecution,and gave them the ability to strike.

Question 77

The labour relations board is a department within Human Resources Development Canada.

Question 78

Employees might consider organizing and joining a union an effective alternative to quitting a job in which they feel they are being treated unfairly.

Question 79

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.Contrary to popular belief,most organizing campaigns are begun by employees.Who began the organizing campaign at the Weyburn Walmart store?

A)employees
B)union organizers
C)rival unions
D)the UFCW organizing department

Question 80

Scenario 10.1: Big Business,Big Union
A union drive at the Weyburn,Saskatchewan Walmart,by the United Food and Commercial Workers (UFCW),has been involved in lengthy court battles resulting from continuing unresolved matters between these two organizations for a decade.The UFCW,one of Canada's largest unions,first applied to the Saskatchewan Labour Relations Board (SLRB)to represent the Weyburn Saskatchewan Walmart workers in 2004.The union was certified in 2008,but it was overturned in court.Then in 2010,the Court of Appeal upheld the earlier decision.In December 2010,a de-certification vote by the Walmart employees was held,which is now at the Court of Appeal to see if the votes will be counted.While the union has been certified,it has yet to achieve a first collective agreement.Recently the Walmart store in Weyburn,Saskatchewan,has been found guilty of unfair labour practices by the SLRB and has been charged with interfering with the union's efforts to communicate with the workers.
Please refer to Scenario 10.1.There are six progressive steps that can lead to unionization,(i.e.unionizing campaign).At which step did the UFCW labour organizers seek specific information about Walmart's finances,supervisory styles,and management practices?

A)election petition and voting preparation
B)employee and union contact
C)initial organizing meeting
D)formation of an in-house organizing committee