Chapter 16 - Labour Relations Flashcards
Discuss why employees unionize and the concept of union security.
Where do unions get their power? And the Management equivalents
Employees unionize to benefit from a legally identified entity that can negotiate on behalf of many employees.
Generally, employees in unionized companies secure higher pay and better working conditions. Employee disengagement is also correlated with propensity to unionize.
Union power from: Strike Picket Boycotting Work to rule
Management equivalents:
Lockout – management shuts down operations
Replacement workers – legislation differs across provinces, prohibited at federal level, potential for violence when replacement workers
Subcontracting
Stockpiling inventories
Transfer of work
Explain three trends in the labour movement in Canada.
Unionization rates in Canada have been relatively stable, with increases to white-collar and service-sector jobs balancing out reductions in manufacturing and blue-collar jobs.
Global competition has forced unions to negotiate concessions.
Demographical changes mean that unions must simultaneously meet the needs of an aging workforce as well as that of a young, diverse workforce.
*** Describe the purpose of Canadian labour laws. What are the key mandates?
Canada’s labour laws provide a common set of rules for fair negotiations and ensure the protection of public
interest by preventing the impact of labour disputes from inconveniencing the public.
1) Right of employees to organize, join, and participate in a union of their choice
2) ensure “Bargaining in good faith”
3) Collective agreement in force at least one year
4) Prohibition of strikes or lockouts during life of collective agreement
5) Mandatory conciliation process before a strike or lockout
6) Disputes over matters arising from interpretation of the agreement settled by final and binding arbitration
7) Prohibition of certain “unfair practices”
** Outline the five steps in the labour relations process.
There are five steps in the LR process:
(1) employees’ decision to seek collective representation, (2) the union organizing campaign,
(3) official recognition of the union,
(4) negotiation of a collective agreement, and
(5) day-to-day contract administration.
** Describe the five steps in a union organizing campaign.
The union organizing process involves five steps, which typically include:
(1) employee and union contact,
(2) an initial organizational meeting,
(3) the formation of an in-house organizing committee,
(4) an organizing campaign, and
(5) the outcome—certification, recognition, or rejection.
Outline the three ways to obtain union recognition.
There are three basic ways in which a union can obtain recognition as a bargaining unit for a group of workers: voluntary recognition, the regular certification process, and a prehearing vote.
Describe the three steps in the collective bargaining process.
The three steps in the collective bargaining process are preparation for negotiations, face-to-face negotiations, and obtaining approval for the proposed contract. Two possible additional steps are third-party assistance if talks break down and a strike/lockout or interest arbitration if the parties arrive at a bargaining impasse.
Explain the typical steps in a grievance procedure.
Typical steps in a grievance procedure involve presenting a written grievance to the worker’s immediate supervisor, then to an HR/LR specialist, then to senior management, and finally to an arbitrator for final and binding rights arbitration.
*** 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.
rights dispute
A disagreement between an organization and the union representing its employees regarding the interpretation or application of one or more clauses in the current collective agreement.
interest dispute
A dispute between an organization and the union representing its employees over the terms of a collective agreement.
grievance
A written allegation of a contract violation filed by an individual bargaining unit member, the union, or management.
certification
purposes.
The procedure whereby a labour union obtains a certificate from the relevant LRB declaring that the union is the exclusive bargaining agent for a defined group of employees in a bargaining unit that the LRB considers appropriate for collective bargaining
interest arbitration
The imposition of the final terms of a collective agreement.
strike vote
Legally required in some jurisdictions, a vote seeking authorization from bargaining unit members to strike if necessary. A favourable vote does not mean that a strike is inevitable.
picket
Stationing groups of striking employees, usually carrying signs, at the entrances and exits of the struck operation to publicize the issues in dispute and discourage people from entering or leaving the premises.
strike
The temporary refusal by bargaining unit members to continue working for the employer.
labour union (or union)
An officially recognized association of employees practising a similar trade or employed in the same company or industry who have joined together to present a united front and collective voice in dealing with management.
union shop
Membership and dues payment are mandatory conditions of employment.
bargaining zone
The area defined by the bargaining limits (resistance points) of each side, in which compromise is possible, as is the attainment of a settlement satisfactory to both parties.
industrial union
A labour organization representing all workers eligible for union membership in a particular company or industry, including skilled trades people.
closed shop
Only union members in good standing may be hired by the employer to perform bargaining unit work.
social (reform) unionism
Activities of unions directed at furthering the interests of their members by influencing the social and economic policies of governments at all levels, such as speaking out on proposed legislative reforms.
