Chapter 11 - Managing Labour Relations

Question 1

Labour Union:

Answer 1

an organization representing the workers to deal with management over issues with things such as wages, hours, and working conditions.

○ Collective Agreement: written contract between employer and union.
-Salary & Wages
-Employment Security
-Benefits
-Health Coverage
-Working Conditions

Question 2

Objectives of Unionization

Answer 2

1. Fair Compensation
   a. Wages
   
   2. Improved Work Rules and Working Conditions
      a. Breaks, meal times, vacation days, overtime, safety.
   3. Increased Job Security
      a. Seniority rights, layoffs, job protections.
   4. Defined Grievance Procedures
      a. Employee discipline, grievances, procedures to handle disputes between labour and management.
   5. Power Through Solidarity
      a. Collective

Question 3

Collective Bargaining:

Answer 3

negotiating labour agreements that are mutually acceptable to the union and management.

	○ 5 Steps in the collective-bargaining process:
		1. Prepare for negotiations 
		2. Determine the ground rules and procedures
		3. Present proposals
		4. Reaching an agreement
		5. Voting and ratification

Question 4

Negotiations:

Answer 4

persuasion, coercion, and compromise.

○ Distributive Bargaining: involves tension and conflict because the goal to achieve your items requires a loss of the other. A win-loss situation.

○ Integrative Bargaining: emphasizes building long-term relationships and collaboration to make a win-win scenario.

Question 5

Bargaining Tools (Labour)

Answer 5

• Picketing: marching back and forth in front of a place of employment with signs.
• Slowdowns: workers report to their jobs but work at a slower pace than normal.
• Boycotts: refusals to do business with a certain company.

Question 6

Labour’s Negotiating Tools:

Answer 6

• Publicly
• Work Slowdowns and Boycott
• Strikes: they stop working
• Court Injunctions: limits management’s options by requesting to court order that specifies what tools they can and cannot use during negotiations.

Question 7

Management’s Tools:

Answer 7

• Lockout: business’s refusal to allow union employees to enter the workplace.
• Replacement Workers: non-union workers hired by management to replace striking union workers.
• Injunction: a court order requiring a person or group to perform or refrain from performing something.

Question 8

Alternative Dispute Resolution:

Answer 8

• Conciliation: process of discovering the goals of each party and encouraging a settlement.
• Mediation: process of settling issues in which the parties present their case to a neutral mediator.
• Arbitration: use of neural third party who conducts a formal hearing on an unresolved dispute and then decides on a solution.

Question 9

Legislation That Protects Workers:

Answer 9

• Charter of Rights and Freedoms
  
  • Human Rights Legislation
  • Canadian Human Rights Act
  • Employment Equity Act
  • Occupational Health and Safety Act
  • WHMIS

Question 10

Trends in Union Membership

Answer 10

Although they have significant positive impacts, there is a rapid decline in unionization rates.

Question 11

Three Largest Union Organizations in Canada Today:

Answer 11

○ Canadian Union of Public Employees (CUPE)

○ Unifor

○ National Union of Public and General Employees (NUPGE)

Question 12

Possible Trends to Look For:

Answer 12

-Pressure on Public-Sector Unions

• Increased Partnerships Between Employers and Private-Sector Unions
• Increased Responsiveness of Management