ELR Test Flashcards
- A written document outlining the terms and conditions of employment in an unionized workplace
collective agreement
- The process by which management and labour negotiate the terms and conditions of employment in a unionized workplace
collective bargaining
- The processes used to convert internal and external inputs into outputs of the industrial relations system
conversion mechanisms
- The study of employment relationships between employers and individual employees, usually in non-unionized settings
employee relations
- The study of employment relationships and issues, often in unionized workplaces
industrial relations
- The study of employment relationships and issues between groups of employees (usually in unions) and management; also know as union-management relations
labour relations
- employment where employees have limited job security, lower wages, and less protection
precarious employment
- an action by workers in which they cease to perform work duties and do not report to work
strike
- A group of workers recognized by law who collectively negotiate terms and conditions of employment with their employer
union
- A quasi-judicial process whereby a neutral third party makes a final and binding determination on all outstanding issues in dispute
Arbitration
- The group of employees in an organization that are eligible to be represented by a union
Bargaining Unit
- Recognition of a union by a labour board after completion of the procedures under the labour act
Certification
- Mediation – a dispute resolution process in which a neutral third party acts as a facilitator
Conciliation
- A legal obligation on the union’s part to represent all employees equally and in a non-discriminatory manner
Duty of Fair Representation
- Equity in employment levels and opportunities between targeted community groups and major employers
Employment Equity
- An obligation on union and management to make a serious attempt to reach a settlement
Good Faith Bargaining
- a dispute resolution process in which a neutral third party acts as a facilitator
Mediation
- the Canadian government imported the Wagner Act model in 1944; under the war measures act, it was introduced by the Privy council as P.C. 1003
P.C. 1003
- alleged violations of the Labour Relations Act by employers, unions, or employees
Unfair Labour Practice
protected—under federal law—the right to organize unions for the purpose of collective bargaining as well as the right to strike
Wagner Act
a landmark court case in 1925 that determined that labour matters fell under the purview of the provinces under the British North America Act
Snider Case
Types of unions
craft, industrial, public sector
Craft union
skilled, single occupation, International brotherhood of electricians
industrial union
multi skilled, inclusive, social unionism
An effort to eliminate a union from a workplace or prevent a union from winning certification. May be illegal or legal
Union Busting
Why workers join unions
Collective voice
Utility
Politics or ideology
Union Philosophies
Economic (equity of markets) , Political (democratic), Human Rights
groups of employees who meet with management regarding the terms and conditions of their workplace, often using a committee structure
NER – Non-Union Employee Representative
Work arrangements that differ from the norm in terms of employment term, location, schedule, hours, pay
Non-Standard Work Arrangements
Comprehensive human resources practices designed to improve organizational performance
High-performance work practices (HPWPs)’
High-performance work practices (HPWPs) seek to:
1) improve the knowledge, skills, and abilities of employees, (2) motivate high levels of employee performance, (3) minimize employee turnover, (4) reduce work avoidance and poor work quality, and (5) encourage nonperformers to leave the organization
employee’s perceptions of the fairness of workplace outcomes or decisions
Distributive justice
employee’s perceptions of the fairness of the procedures used to decide workplace outcomes
procedural justice
employee’s perceptions of the fairness of interpersonal interactions and exchanges
interactional justice
Four sub-processes of collective bargaining
Distributive
Integrative
Intra-team
Attitudinal structuring
Distributive Bargaining
- characterized by an adversarial or competitive style
- issues such as wages and job security
Integrative Bargaining
- founded on the assumption that bargaining outcomes can expand the pie to enable both sides to win
- mutual gain
- shared interests
- health and safety
Attitudinal Structuring
- the stage in which trust is built between the parties
Hybrid issues
Pension
A cooperative form of bargaining in which the parties focus more on the interests of the parties and not the exaggerated positions
Interest Based Bargaining
Steps of interest based bargaining
identify problem, search solutions, compare alternatives
Dunlop
American
model consists of actors, a shared ideology, and contexts, as well as a web of rules.
Craig
Canadian
expansions of Dunlop’s model
similar to the systems models used in biology
