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employment relations > empr > Flashcards

empr Flashcards

1
Q

business unionism

A

focuses on the improvement of the terms of employment through negotiation with the employer

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2
Q

constructive dismissal

A

employer makes a fundamental breach of an employment contract that entitles the employee to consider herself dismissed and to sure for wrongful dismissal

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3
Q

economic environment

A

refers to the economy of the nation and the competitive position of a firm in a particular industry

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4
Q

industrial relations

A

a broad multidisciplinary field that encompasses all aspects of empr

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5
Q

reasonable notice

A

the notice period employers are required to provide to employees on the basis of factors including age, position, length of service and the current employment market (non-union)

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6
Q

Wagner Act

A

established right to organize, compulsory bargaining, and prohibition of unfair labour practise in the US

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7
Q

PC 1003

A

established the rights and obligations fundamental to labour relations in Canada

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8
Q

political economy approach

A

labour relations are affected by broader issues in society and economy, in particular, the distribution of power

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9
Q

international union

A

has members in two or more countries with the parent union headquarters located in one country

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10
Q

labour council

A

an association of unions in a municipality or region

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11
Q

national union

A

union whose membership is situated only in Canada

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12
Q

raiding

A

one union persuading members of another union to change unions

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13
Q

trusteeship

A

a parent union temporarily taking direct control of one of its local unions

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14
Q

competitive strategy

A

how a firm competes in the market; how it attracts buyers and improves market share

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15
Q

employee involvement group

A

a group of employees who meet to resolve problems or offer suggestion for organisational improvement

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16
Q

employee-management committees

A

groups made up of management and employee reps who advise management

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17
Q

job design

A

an approach to enhance organisational efficiency worker satisfaction through tech and worker considerations

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18
Q

problem-solving groups

A

team of employees that consider issues and make recommendations to management

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19
Q

production design

A

a process that leads to the efficient and effective generation of a product or a service

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20
Q

quality circles

A

groups of employees who investigate problems relating to quality and make recommendation to management for improvement; no authority to implement recommendations

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21
Q

Labour Relations Board

A

an independent body responsible for the administration of labour relations legislation

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22
Q

indirect discrimination

A

a neutral rule that has an adverse impact on an individual based on prohibited grounds of discrimination; even if it is unintentional

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23
Q

downsizing

A

elimination of jobs for the purpose of improving efficiency and economic returns

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24
Q

human rights legislation

A

prohibits discrimination and harassement and imposes duty to accomodate

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25
Q

non-standard work

A

employment in other than traditional full-time work, for example, part time and temp work; generally lower wages

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26
Q

back-to-work legislation

A

ends a strike or lockout and imposes interest arbitration to settles all unresolved bargaining issues between parties

27
Q

cooling-off period

A

the time the parties must wait after conciliation before they can strike or lockout

28
Q

final offer selection

A

the type of interest arbitration in which the arbitrator chooses between the union’s and emplyer’s offers; the choses terms are incorporated into the collective agreement

29
Q

hot cargo clause

A

allows employees to refuse to work with an employer engaged in a labour dispute

30
Q

no-board report

A

confirms that a conciliaiton board will not be appointed and begins the countdown to when a strike or a lockout may commence

31
Q

work-to-rule

A

campaign is a work slowdown carried out by strictly adhering to work rules and the collective agreement

32
Q

argument in the alternative

A

a party making an argument it wishes the arbitrator to accept if its primary argument is not accepted

33
Q

constructive layoff

A

the deduction of hours for some employees (non-union)

34
Q

estoppel

A

if a party makes a representation that an issue will be dealt with differently from the provisions of the collective agreement, it will not be able to later insist upon the collective agreement being enforced as written

35
Q

grievance rate

A

the number of grievances filed divided by number of employees in a bargaining unit

36
Q

ownership of the grievance

A

who decides whether it is filed, settled, withdrawn, or referred to arbitration (most cases union)

37
Q

waiver

A

a legal concept meaning acceptance of the rule that if a party does not object to a procedural error it cannot raise the issue later

38
Q

without precedent

A

a basis for settlement that means it cannot be referred to in subsequent procedures

39
Q

without prejudice

A

a label identifying documents that cannot be referred to at a subsequent arbitration hearing

40
Q

certification process

A

a way for union to obtain bargaining rights for employees by applying to a labour board

41
Q

dependant contractor

A

someone who appears to be independent contracto but is economically dependant on a single org

42
Q

independent contractor

A

someone engages in her or her own business and not eligible for unionisation

43
Q

making whole

A

attempts made by the labour relations board to put the innocent party in the position they would have eben in if the legislation had not been violated (if there has been unfair labour practises)

44
Q

open period

A

the time span within which a second union can apply for certificaiton

45
Q

organising campaign

A

consists of union activities to convince employees to become union members

46
Q

statutory freeze

A

a period when the employer is prohibited from making changes in the terms of employment unless the change is on a “business as usual” basis

47
Q

unfair labour practise

A

when a union member, employee, or employer breaches labour relations legislation

48
Q

union organizer

A

member of the union staff who directs an organising campaign

49
Q

collective agreement

A

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

50
Q

cost-of-living allowances

A

provisions that provide an increase in pay for employees based on a formula linked to the rate of inflation

51
Q

grievance

A

an allegation that the collective agreement has been violated and a proposed remedy

52
Q

maintenance of membership

A

type of union security where existing employees who aren’t in union aren’t obligated to unionze; but those who do have to stay in it as a requirment of employment

53
Q

steward

A

an elected union official who assists emplyoees with issues, including grievances, that arise in the course of administration of the collective agreement

54
Q

union recognition

A

an article in the collective agreement stating that the employer recognizes the union as the sole bairgaining agent for employees

55
Q

union shop

A

a place of work where new employees do not have to be members to be hired, but they must become members within a specified number of days

56
Q

final offer vote

A

a vote by employees on an offer made by the employer

57
Q

industry bargaining

A

a centralised bargaining structure in which one negotiation covers all employees in an industry

58
Q

interest-based bargaining

A

joint gain

59
Q

pattern bargaining

A

a union neogtiates an agreement with one employer and then attempts to have it copied with related employers

60
Q

ratification vote

A

employees approve or reject an agreement that has been negotiated by the parties

61
Q

whipsawing

A

centralized bargaining prevents this; an agreement with one party and then using the agreement to pressure others (a union negotiating with several employers might reach a settlement with one of them, likely the best deal, and then it tries to get the remaining employers to agree to a similar deal with pressure)

62
Q

public sector

A

all persons employed by local, provincial and federal governments and governmental business enterprises (Canadian Broadcasting Corp)

63
Q

replication principle

A

holds that an arbitration award should reflect the agreement that parties would have reached in negotiations

employment relations (1 decks)

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