Question 1

Discuss 'good faith' bargaining and give examples of actions that have been categorized as bad faith bargaining. (193-194)

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Question 2

Discuss the need for timelines for collective bargaining and how notice to bargain plays a role in this part of the process. (186-187)

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Question 3

What is a religious exemption?

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Question 4

Name three of the methods used by unions to identify priorities in collective bargaining.

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Question 5

Explain why Mount Allison University has had what they characterize as successful collective bargaining sessions in 2010 and 2013?

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Question 6

Describe the union security provision known as the Rand formula.

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Question 7

What is the ideal composition of a union bargaining committee? (183)

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Question 8

Describe the process known as union dues check-off.

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Question 9

In addition to grievance procedure language, identify other features found in 93% of Canada's collective agreements:

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Question 10

Discuss the ideal composition of a management bargaining committee. (183-184)

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Question 11

On occasion, there may be representation on the union's negotiating team from the regional or national level of the union. Describe two reasons why this would occur.

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Question 12

Why do collective agreements have to contain a grievance procedure?

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Question 13

What should be the first action undertaken by a well prepared negotiating team?

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Question 14

Discuss the concept of union security. In particular, you should address the fundamental issue of whether or not employees should be obligated to participate in unions and list some forms of union security. (178-179)

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Question 15

Name a few of the considerations used in determining the size of the bargaining team in collective bargaining.

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Quiz 7: Defining and Commencing Collective Bargaining