Question 1

Without a union, the employment relationship would be governed exclusively by agreements between employers and individual employees.

Accepted Answer

False

Question 2

The courts have the authority to order employers to reinstate non-union employees who have been wrongfully dismissed.

Accepted Answer

False

Question 3

The Political Economy Approach to Labour Relations suggests that there is fundamental conflict of interest between employers and employees.

Accepted Answer

The Political Economy Approach to Labour Relations posits that there is an inherent conflict of interest between employers, who seek to maximize profits, and employees, who aim to increase their wages and improve working conditions, reflecting a fundamental class conflict.

Question 4

When employees are not represented by a union the employment relationship is governed by the contract between the parties, common law, and employment legislation

Accepted Answer

In non-unionized workplaces, the employment relationship is indeed governed by the individual contract between the employer and the employee, common law principles (such as the duty of good faith), and applicable employment legislation that sets minimum standards for things like wages, hours, and working conditions.

Question 5

The issue of improving health and safety in the workplace is within the domain of industrial relations.

Accepted Answer

Improving health and safety in the workplace is a key aspect of industrial relations, as it involves negotiations between employers, employees, and unions to ensure a safe working environment.

Question 6

There is a consensus on the meaning of the terms industrial relations and labour relations.

Accepted Answer

Although the terms "industrial relations" and "labour relations" are often used interchangeably, there is no universal consensus on their meanings. Different scholars, countries, and contexts may interpret or emphasize various aspects of these terms differently, leading to a lack of uniform understanding.

Question 7

Constructive dismissal means that an employer could not reduce an employee's pay by 15% unless the employee is consented.

Accepted Answer

Constructive dismissal occurs when an employer makes a significant change to a fundamental term or condition of an employee's employment without the employee's consent, such as a 15% reduction in pay, which can be considered as forcing the employee to resign.

Question 8

Some human resource managers use the terms industrial relations and labour relations interchangeably.

Accepted Answer

Industrial relations and labour relations both focus on the relationship between employers and employees, often dealing with collective bargaining, workers' rights, and workplace conditions, leading some human resource managers to use the terms interchangeably.

Question 9

The processes in labour relations refer only to joint union-management activities such as contract negotiations.

Accepted Answer

Labour relations processes encompass a broader range of activities beyond joint union-management activities, including grievance handling, dispute resolution, and the implementation and administration of labour contracts, among others.

Question 10

Labour relations is defined as the study of all aspects of the union-management relationship.

Accepted Answer

Labour relations encompasses the study, analysis, and application of all aspects of the union-management relationship, including negotiations, collective bargaining, workplace rules, and dispute resolution, among other elements.

Question 11

Labour relations are important because they affect both union and non-union employees.

Accepted Answer

Labour relations impact the work environment, policies, and conditions that affect all employees, regardless of their union status, by setting standards and practices that often extend beyond unionized workers.

Question 12

There are studies indicating that unionized employees have lower job satisfaction than non-union employees.

Accepted Answer

Studies have shown mixed results, but some research indicates that unionized employees may report lower job satisfaction due to factors like workplace conflicts, rigid job structures, and the adversarial nature of some union-management relationships.

Question 13

A unionized employer must give members of the bargaining unit reasonable notice to terminate them.

Accepted Answer

The answer of A unionized employer must give members of...

Question 14

Human resource managers and labour relations specialists may have a different perspective on unions.

Accepted Answer

Human resource managers typically focus on implementing policies and managing employee relations on behalf of the organization, while labor relations specialists may focus more on negotiating, understanding, and working within the frameworks of unions, potentially leading to differing perspectives on the role and impact of unions.

Question 15

It is possible for collective agreements to provide less notice of termination to employees than the common law reasonable notice period.

Accepted Answer

Collective agreements can specify notice periods that differ from common law, as long as they comply with statutory minimums.

Question 16

After an employer has been unionized an employee in the bargaining unit cannot make an agreement with the employer providing for additional vacation time.

Accepted Answer

Once an employer has been unionized, individual employees in the bargaining unit are typically represented by the union in collective bargaining. Any changes to employment terms, including additional vacation time, must be negotiated through the union rather than individual agreements between an employer and an employee.

Question 17

A systems approach to labour relations refers to the industrial relationship, parties, processes, and outputs.

Accepted Answer

The answer of A systems approach to labour relations refers...

Question 18

The Conciliation Act of 1907 required employers to recognize unions.

Accepted Answer

The Conciliation Act of 1907 aimed to provide a framework for voluntary negotiation and arbitration between employers and workers to resolve disputes, rather than mandating employer recognition of unions.

Question 19

Unionization affects the profitability but not the productivity of employers.

Accepted Answer

Unionization can affect both the profitability and productivity of employers. Unions often negotiate for higher wages and better working conditions, which can impact profitability. However, they can also lead to improvements in productivity through mechanisms such as better worker morale, reduced turnover, and a more skilled workforce.

Question 20

"Wrongful dismissal" means that an employer must have a valid reason to terminate an employee.

Accepted Answer

"Wrongful dismissal" refers to the termination of an employee in violation of legal or contractual terms, not necessarily about having a valid reason.

Quiz 1: Introduction to Labour Relations