Question 1

Which of the following forms of union security requires membership in the union as a condition of employment?
A) Hiring Hall
B) Company union
C) Rand formula
D) Closed shop

Accepted Answer

The closed shop form of union security requires membership in the union as a condition of employment.

Question 2

What happens to workplace terms and conditions once collective bargaining begins?
A) As items are agreed to, they are incorporated into the agreement
B) There can be no unilateral change in terms and conditions
C) The labour relations board may impose conditions as bargaining progresses
D) As long as no collective agreement is in force, management may alter the conditions as it sees fit

Accepted Answer

Once collective bargaining begins, there can be no unilateral change in terms and conditions to ensure that both parties negotiate in good faith without one side altering the status quo to gain an advantage.

Question 3

What is the term commonly used to describe the process by which the employer deducts funds from each employee and remits these funds to the union?
A) Union security
B) Automatic deposit
C) Dues check-off
D) Dues remittance

Accepted Answer

Dues check-off refers to the process by which an employer deducts union dues from an employee's paycheck and remits them directly to the union. This process is authorized by a collective bargaining agreement between the employer and the union.

Question 4

What legally required process ensures that members of union bargaining committees will not unduly focus on their own personal priorities and instead negotiate an agreement that reflects the objectives of the full membership?
A) The certification process
B) The grievance process
C) The ratification process
D) The arbitration process

Accepted Answer

The ratification process requires that the negotiated agreement be reviewed and voted on by the full membership, ensuring that the bargaining committee has negotiated an agreement that reflects the objectives of the full membership, rather than just their own personal priorities.

Question 5

Can a collective agreement include conditions that are less favourable than the minimum conditions in the relevant employment standards act?
A) Yes, when it is a wage that is set for a unique type of skilled labour
B) Yes, as long as conditions as a whole in the agreement exceed conditions as a whole in the employment standards act
C) Yes, only when specific approval of the labour relations board has been granted
D) No, collective agreements can contain terms that are less than the minimums note in the applicable employment standards act

Accepted Answer

No, collective agreements cannot contain terms that are less than the minimums set in the applicable employment standards act. The purpose of the act is to set minimum employment standards and protect employees, and a collective agreement cannot waive or reduce those standards.

Question 6

Which of the following must be included in a collective agreement under most provincial labour relations legislation?
A) A contracting-out clause
B) A grievance procedure
C) A seniority clause
D) A layoff procedure

Accepted Answer

A grievance procedure is typically a mandatory component of a collective agreement under most provincial labour relations legislation. This ensures that there is a formal process for resolving disputes between employees (or their union) and the employer.

Question 7

Under most Canadian jurisdictions, when must negotiations begin once a certification order has been issued?
A) Within one calendar month
B) As soon as either party advises the other of their intention to commence bargaining
C) Within eight days of the notice
D) As quickly as possible once the certification order is received

Accepted Answer

Negotiations must begin as soon as either party advises the other of their intention to commence bargaining, allowing for a proactive approach to start the negotiation process.

Question 8

What is the term used when one of the parties bargains without any serious intent of concluding a collective agreement?
A) Surface bargaining
B) Circumvention
C) Intransigence
D) Boulwarism

Accepted Answer

Surface bargaining occurs when one of the parties engages in negotiations without any real intention of reaching an agreement. This can cause negotiations to stall or prevent a fair agreement from being reached.

Question 9

Mount Allison University's 2010 and 2013 rounds of collective bargaining were characterized by what bargaining approach?
A) Traditional negotiations
B) Positional negotiations
C) Interest based negotiations
D) Win/ loss negotiations

Accepted Answer

Mount Allison University's 2010 and 2013 rounds of collective bargaining were characterized by interest based negotiations, which focuses on identifying the underlying interests and needs of the parties involved to arrive at mutually beneficial solutions.

Question 10

Which of the following would normally be included on the union bargaining team, assuming the union is a local of a larger union?
A) Representatives of the union executive
B) Elected rank and file members
C) National or regional representative
D) All of the above

Accepted Answer

The bargaining team of a local union, which is a part of a larger union, would normally include representatives from the union executive, elected rank and file members, and possibly a national or regional union representative. This broad-based team brings different perspectives and expertise to the bargaining table and helps to ensure that the interests of the local union are represented within the larger union's overall bargaining strategy.

Question 11

What is it called when an agreement reached by one union is used to pressure other employers in the same industry, dealing with the same union to agree to similar terms?
A) Concession bargaining
B) Multi-employer bargaining
C) Whipsawing
D) Patent bargaining

Accepted Answer

This practice is known as whipsawing, where one union's agreement with an employer is used as leverage to pressure other employers to agree to similar terms.

Question 12

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

Accepted Answer

In most Canadian jurisdictions, the required minimum duration of a collective agreement is one year.

Question 13

Which of the following combinations are parts of the process generally used by unions in identifying their priorities and goals during collective bargaining?
A) Polling the membership to discover their concerns and comparing collective agreements in other locals or other industries
B) Determining any adverse impact on the employer's profits and comparing collective agreements in other locals or other industries
C) Reviewing what was accomplished in past negotiations and weighing their goals against what they feel the employer will demand
D) Examining outside conditions, such as labour market demographics and economic indicators and aligning their expectations based on economic factors

Accepted Answer

The answer of Which of the following combinations are parts...

Question 14

Which of the following participants would not typically be a part of the employer's bargaining team?
A) The human resources director
B) A financial officer
C) The chief executive officer
D) A representative of the parent company or head office

Accepted Answer

The chief executive officer (CEO) would not typically be a part of the employer's bargaining team as they would be seen as too high-ranking to negotiate directly with the union. Instead, they may provide guidance and strategic direction to the bargaining team from a distance. The human resources director, financial officer, and representative from the parent company or head office may all be part of the bargaining team.

Question 15

Most Canadian labour codes specify that when employers wish to undertake bargaining as a group, certification must be sought to create what?
A) Bargaining council
B) Employer's union
C) Employers' council
D) Labour council

Accepted Answer

Most Canadian labour codes require that when employers want to bargain collectively as a group, they must seek certification to create an Employers' council. This is a mechanism that allows employers to coordinate their bargaining strategies and positions.

Question 16

How is the choice of bargaining structure usually determined?
A) By mutual consent of the parties
B) By the certification order
C) By the provincial labour code
D) By the employer

Accepted Answer

The answer of How is the choice of bargaining structure...

Question 17

Which of the following labour codes does not permit religious exemptions in regards to regular dues payments?
A) Quebec
B) Ontario
C) Manitoba
D) Saskatchewan

Accepted Answer

Quebec's labour code does not permit religious exemptions for regular dues payments, unlike some other provinces that may allow such exemptions under certain circumstances.

Question 18

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

Accepted Answer

The most common bargaining structure in Canada is the single unit-single employer model, where one union represents all employees in the same workplace or organization negotiating with a single employer. While the other models also exist, they are less common and may pose more challenges in terms of coordination and agreement among multiple units or employers.

Question 19

What is often used to replace the religious exemption in those provinces where there is no such provision in the labour code?
A) Dues check-off
B) Rand formula
C) Closed shop
D) Union shop

Accepted Answer

The Rand formula is often used to replace the religious exemption in provinces where there is no such provision in the labour code. This formula requires all employees who benefit from the collective bargaining process to pay union dues regardless of their religious beliefs or affiliations.

Question 20

Which of the following are examples of bad faith bargaining?
A) Outright refusal to bargain
B) Having no intention to conclude a collective agreement
C) Bargaining directly with the employees rather than the union
D) All of the above

Accepted Answer

All of the above are examples of bad faith bargaining. Outright refusal to bargain, having no intention to conclude a collective agreement, and bargaining directly with employees rather than through the union are all violations of the duty to bargain in good faith.

Quiz 7: Defining and Commencing Collective Bargaining

Which of the following forms of union security requires membership in the union as a condition of employment?

What happens to workplace terms and conditions once collective bargaining begins?

What is the term commonly used to describe the process by which the employer deducts funds from each employee and remits these funds to the union?

What legally required process ensures that members of union bargaining committees will not unduly focus on their own personal priorities and instead negotiate an agreement that reflects the objectives of the full membership?

Can a collective agreement include conditions that are less favourable than the minimum conditions in the relevant employment standards act?

Which of the following must be included in a collective agreement under most provincial labour relations legislation?

Under most Canadian jurisdictions, when must negotiations begin once a certification order has been issued?

What is the term used when one of the parties bargains without any serious intent of concluding a collective agreement?

Mount Allison University's 2010 and 2013 rounds of collective bargaining were characterized by what bargaining approach?

Which of the following would normally be included on the union bargaining team, assuming the union is a local of a larger union?

What is it called when an agreement reached by one union is used to pressure other employers in the same industry, dealing with the same union to agree to similar terms?

What is the required minimum duration of a collective agreement in most Canadian jurisdictions?

Which of the following combinations are parts of the process generally used by unions in identifying their priorities and goals during collective bargaining?

Which of the following participants would not typically be a part of the employer's bargaining team?

Most Canadian labour codes specify that when employers wish to undertake bargaining as a group, certification must be sought to create what?

How is the choice of bargaining structure usually determined?

Which of the following labour codes does not permit religious exemptions in regards to regular dues payments?

What is the most common bargaining structure in Canada among the various models of collective bargaining?

What is often used to replace the religious exemption in those provinces where there is no such provision in the labour code?

Which of the following are examples of bad faith bargaining?