Multiple Choice
Identify the choice that best completes the statement or
answers the question.
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1.
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Which one of the following is NOT one of the duties of the Labour Relations
Board (LRB):
a. | hearing complaints related to unfair labour practices | b. | determining if
bargaining was done in good faith | c. | remedying violations of collective bargaining
legislation | d. | administration of statutory procedures related to the acquisition, transfer and
termination of bargaining rights | e. | determining the type of union that is to be
certified in each bargaining unit |
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2.
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This Canadian legislation was passed in 1948 and specified the rights of
workers to join unions; allowed unions to be certified as a bargaining agent; required management and
union to bargain in good faith; and created a conciliation process:
a. | the Canada Labour Code | b. | the Labour Relations Act | c. | the Public Service
Staff Regulations Act | d. | the Industrial Relations Disputes and
Investigation Act | e. | the Human Rights
Act |
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3.
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Which one of the following is NOT a part of the labour relations process:
a. | workers desire collective representation | b. | union begins its
organizing campaign | c. | employees choose union
representatives | d. | collective negotiations lead to a contract | e. | contract is
administered |
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4.
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All of the following are typical reasons why employees join unions EXCEPT
for:
a. | dissatisfaction with wages and benefits | b. | personality conflict
with their supervisor | c. | lack of opportunity for employees to
participate in decisions affecting their welfare | d. | dissatisfaction with working
conditions | e. | unfair treatment by management |
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5.
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All of the following are employer “Don’ts” during union
organizing EXCEPT:
a. | don’t dismiss, discipline or threaten employees for exercising their right to
form a union | b. | don’t leave wages and working conditions unchanged during the certification
process | c. | don’t promise employees improvements in working conditions if they vote against
the union | d. | don’t participate in the formation, selection, or support of a
union |
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6.
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Which one of the following is NOT one of the reasons a union could be
decertified:
a. | a majority of employees indicate that they do not want to be represented by the
union | b. | the bargaining teams cannot reach a collective agreement | c. | the union has failed
to bargain | d. | the employees indicate they wish to be represented by another
union | e. | all of the reasons above are reasons a union could be
decertified |
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7.
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The greatest impact on managers as a result of unionization is:
a. | managers now have greater freedom to discipline employees | b. | managers have more
authority | c. | managers are challenged less by employees | d. | managers are more
restricted in formulating HR policy and making decisions about
employees |
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8.
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Labour organizations that represent various groups of professional and white
collar employees in labour management relations are called:
a. | Industrial unions | b. | Craft unions | c. | Public Service Staff
union | d. | Employee Associations | e. | None of the
above |
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9.
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The Union (Shop) Steward:
a. | is a paid labour official, responsible for the management of employee
grievances | b. | is elected by the union members in their own department, and is responsible for the
management of employee grievances | c. | is a paid labour official responsible for the
negotiation and administration of the collective agreement | d. | is an employee of
the International or National union |
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10.
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Which one of the following is NOT used as an economic pressure by an employer or
the union in collective bargaining:
a. | strikes | b. | threats of breaking off
negotiations | c. | lockouts | d. | boycotts | e. | replacement of
strikers |
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11.
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The size of the bargaining team on each side is typically between ____and ____
people:
a. | 1 and 2 | b. | 2 and 4 | c. | 4 and
6 | d. | 6 and 8 | e. | 8 and 10 |
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12.
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Which one of the following is generally NOT addressed in an employer’s
bargaining strategy:
a. | likely union proposals and management responses | b. | a distributive
bargaining plan | c. | a listing of management demands and anticipated union responses | d. | limits of
concessions | e. | a contingency operating plan |
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13.
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The “bargaining zone” refers to:
a. | the polar-opposites positions of the union and management | b. | the location at
which the negotiation is to be held for bargaining | c. | the area within which the union and management
are willing to concede when bargaining | d. | the area outside of which the parties concede
in bargaining | e. | none of the above |
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14.
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Which of the following does NOT occur in interest based bargaining:
a. | presentation of a defined position | b. | presentation of an issue | c. | evaluation of
options regarding an issue or interest | d. | brainstorm options | e. | write the selected
option down |
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15.
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A person or group who is a neutral third party who resolves a labour dispute by
making a final decision in an agreement is called:
a. | a mediator | b. | an arbitrator | c. | a
judge | d. | the Labour Relations Board | e. | a scab |
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True/False
Indicate whether the statement is true or
false.
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1.
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Most organizing campaigns are started by employees rather than by union
organizers.
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2.
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Signed union cards are counted and verified by management, the union, and Labour
Relations Board members.
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3.
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In Canada, a vote is always taken after signed authorization cards have been
counted to verify the number of employees wishing to be represented by the union.
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4.
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A union can become certified when a majority of employees sign authorization
cards and present them to management.
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5.
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Unions that represent all industry workers in categories of skilled, semiskilled
and unskilled are called "industrial unions."
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6.
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One of the reasons employees join labour unions is the need for status and
recognition.
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7.
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There are six steps in the typical organizing campaign that can lead to employee
representation.
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8.
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Employers are legally allowed to try to change employees' minds about
joining a union through the use of discipline.
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9.
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The main source of the union’s bargaining power is a lockout.
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10.
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Arbitration results in a third-party, binding resolution.
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11.
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A unionized employee can file a grievance if he or she feels the collective
agreement has been administered incorrectly.
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12.
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Negotiation is the only part of the collective bargaining process.
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13.
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A “boycott” occurs when union members refuse to cross the picket
line and work.
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14.
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A grievance procedure is considered to be an informal process within the
organization that is used to resolve employee grievances.
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