Brainscape's Knowledge GenomeTM


Top Flashcards (Certified)
All Flashcards

HROB 2290 > Chapter 16: Labour Relations > Flashcards

Chapter 16: Labour Relations Flashcards

1
Q

Labour Union

A

an officially and legally recognized association of employees practising a similar trade or employed in the same company or industry who have joined together to present a united form and collective voice in dealing with management

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Labour Management Relations

A

ongoing interaction between labour unions and management in organizations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Collective Bargaining Agreement

A

a formal agreement between an employer and the union representing a group of employees regarding terms and conditions of employment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Collective Bargaining

A

negotiations between a union and an employer to arrive at a mutually acceptable collective agreement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Bargaining Unit

A

the groups of of employees in a firm, a plant, or an industry that has been recognized by an employer or certified by a labour relations board as appropriate for collective bargaining purposes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Business Unionism

A

the activities of labour unions focusing on the economic and welfare issues, including pay, benefits, job security, and working conditions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Social Unionism

A

activities of unions directed at furthering the interests of their members by influencing the social and economic policies of the governments at all level, such as speaking out on proposed legislative reforms

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Labour Relations Strategies

A

a component of an organization’s HR strategy that is specific to the overall plan for dealing with unions, which sets the tone for its union-management relationships

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Union Acceptance Strategy

A

managers view the union as the legitimate representative of the firm’s employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Union Avoidance Strategy

A

managers select this strategy when they believe it is preferable to operate in a non-unionized environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Union Substitution Approach

A

managers become so responsive to employees needs that there is no inceptive for them to unionize

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Union Suppression Approach

A

managers desire to avoid a union at all costs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Labour Unions in Canada can be classified according to the following characteristics

A
  • types of workers eligible for membership
  • geographical scope
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Craft Unions

A

a labour organizations representing workers practising some type of craft or trade

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Industrial Unions

A

a labour organization representing all workers eligible for union membership in a particular company or industry, including skilled trades people

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

International Unions

A

labour unions with head offices in other countries that charter branches in both canada and one or more countries

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

National Unions

A

Labour unions that charter branches in Canada only and have their head office in this country

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Local Unions

A

labour unions that are purely local in geographical scope

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Union Stewards

A

responsible for representing the interests and protecting the rights of bargaining unit employees in their department or area

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Labour Relations Process

A
  1. Desire for Collective Representation
  2. Union Organizing Campaign
  3. Union Recognition
  4. Collective Bargaining
  5. Contract Administration
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Three Reasons Why Individuals Join Unions

A
  1. Dissonance Reasons (desire to join due to conflict between expectations of work and work experience)
  2. Utility Reasons (desire to join based on rational calculation of the costs and benefits)
  3. Political/Ideological Reasons
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Authorization Card

A

a card signed by an employee that indicates the person’s willingness to have the union act as their representative for purposes of collective bargaining

23
Q

Steps of Union Organizing Campaign

A
  1. employee/union contact
  2. initial organizational meeting
  3. formation of in-house organizing committee
  4. organizing campaign
  5. outcome
24
Q

Voluntary Recognition

A

an employer in every Canadian jurisdiction expect Quebec can voluntarily recognize a union as the bargaining agent for a group of its employees

25
Regular Certification
n: present evidence of at least a minimum level of membership support in the form of a signed authorization card to the appropriate LRB with an application for union certification
26
Representation Vote
a vote conducted by the LRB in which employees in the bargaining unit indicate by secret ballot whether or not they want union representation
27
Prehearing Vote
an alternative mechanism for certification used in situations in which there is evidence of violations of fair labour practices early in an organizing campaign
28
Decertification
Process whereby the union is legally deprived of its official recognition as the exclusive bargaining agent for a group of employees
29
Stages in Collective Bargaining
stage 1: preparation for negotiations stage 2: face to face negotiations stage 3: obtaining approval for the proposed contract stage 4: third party assistance is required by law when talks break down stage 5: strike or lockout if parties arrive at a bargaining impasse
30
Caucus Sessions
sessions in which only members of one’s own bargaining team are present They last as long as progress is being made
31
Bargaining Zone
the area defined by the bargaining limits of each side in which compromise is possible, as is the attainment of a settlement satisfactory to both parties
32
Distributive Bargaining
a win-lose negotiation strategy in which one party gains at the expense of the other
33
Distributive Bargaining: Initial Point
higher than what the union expects to receive from management or lower than what management expects to give the union
34
Distributive Bargaining: Target Point
negotiating team’s assessment of what is realistically achievable
35
Distributive Bargaining: Resistance Point
bargaining zone limit, minimally acceptable level or maximum giving level
36
Integrative Bargaining
a negotiating strategy in which the possibility of win-win, win-lose, and lose-lose outcomes is recognized, and it is acknowledged that achieving a win-win solution will depend on mutual trust and problem solving
37
Mutual Gains Bargaining
a win-win negotiating approach based on training in the fundamentals of effective problem solving and conflict resolution, in which that interests of all stakeholders are taken into account
38
Memorandum of Settlement
a summary of the terms and conditions agreed to by the parties that is submitted to the constituent groups for final approval
39
Ratification
formal approval by secret ballot vote of the bargaining unit members of the agreement negotiated between union and management
40
Conciliation
mandatory use of a neutral third party who has no direct input on the negotiation to help bring the parties together and keep them talking and have them communicate effectively so they can reach a mutually satisfactory collective agreement
41
Interest Arbitration
the imposition of the final terms of the collective bargaining agreement (legally mandated for workers who are not permitted to strike)
42
Interest Dispute
a dispute between parties over the terms of the collective agreement
43
Strike
the temporary refusal by bargaining unit members to continue working for the employer
44
Strike Vote
legally required in some jurisdictions, such a vote seeks authorization from bargaining unit members to strike if necessary
45
Picket
stationing groups of employees at the entrances and exits of the operations to publicize the issues in the dispute and discourage people from entering
46
Boycott
An organized refusal of bargaining unit members and supporters to by the products or use the services of the organization whose employees are on strike
47
Lockout
temporary refusal of a company to continue to providing work for bargaining unit employees involved in a labour dispute, which may lead to closure of establishment
48
Wildcat Strike
spontaneous walkout, not officially sanctioned by the union leaders that is illegal if it occurs during the term of a collective agreement
49
Union Recognition Clause
clarifies the scope of the bargaining unit by specifying the employee classifications included therein or listing those excluded
50
Union Security Clause
the contract provisions protecting the interests of the labour union, dealing with the issues of membership requirements and often the payment of union dues
51
Grievance
ritten allegation of a contract violation relating to a disagreement about its application or interpretation
52
Rights Disputes
a disagreement between parties regarding the interpretation or administration of the collective agreement
53
Rights Arbitration
process of solving rights disputes

HROB 2290 (15 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions