Industrial Relations Flashcards
1
Q
Alternative Dispute Resolution (ADR)
A
resolving disputes without going to court
2
Q
Apprenticeship
A
a process in which trainees learn a trade under the supervision of senior trades person
3
Q
Arbitration
A
A quasi-judicial process whereby a neutral third party makes a final and binding determine on all outstanding issues in dispute
4
Q
Article
A
a section of a collective agreement
5
Q
attitudinal structuring
A
the difficult process of building the mutual respect and trust necessary for an enduring and positive collective bargaining relationship
6
Q
back-to-work legislation
A
legislation requiring that strike action cease and employees return to work
7
Q
balanced scorecard
A
using multiple measures to assess a firm’s effectiveness
8
Q
bargaining unit
A
the group of employees in an organization that are eligible to be represented by a union
9
Q
base pay
A
the part of pay that is solely based on time worked
10
Q
bottom line - BATNA
A
the minimum position necessary in negotiations to avoid a strike or lockout; it represents for the union the best possible outcome short of a strike
11
Q
bumping
A
a process whereby senior employees pass on their layoff to more junior employees
12
Q
business unionism
A
unionism that focuses on improving wages and the working conditions of its members
13
Q
certification
A
recognition of a union by a labour board after completion of the procedures under the labour act
14
Q
chilling effect
A
the lack of bargaining flexibility caused by the parties’ fear that a concession made negotiations will reduce the arbitration outcome
15
Q
clause
A
a specific section of an article
16
Q
closed shop
A
a form of union security in which membership in the union is a condition of employment
17
Q
collective agreement
A
a written document outlining the terms and conditions of employment in a unionized workplace
18
Q
collective bargaining
A
the process by which management and labour negotiate the terms and conditions of employment in a unionized workplace
19
Q
collective bargaining coverage
A
a statistic that represents all of the employees, both union and nonunion, covered by a collective agreement as a percentage of the labour force; it is always a larger number than union density, because union density excludes nonunion employees
20
Q
collective voice
A
the ability of group or union to express concerns
21
Q
committee on freedom of association (CFA)
A
a special committee established by the ILO in 1951 to examine cases of labour rights violations
22
Q
company union
A
a union that a company helped create
23
Q
contract zone
A
exists if each side’s bottom line overlaps; in other words, to avoid a strike or lockout, management will offer more and the union will accept less than the point where their negotiating positions intersect
24
Q
conventional interest arbitration
A
interest arbitration where the arbitration can choose among the proposals or fashion one of his or her own
25
conversion mechanisms
the processes used to convert inputs into outputs of the industrial relations system
26
corrective action
a warning process designed to improve employee performance or behaviour
27
craft or occupational unionism
unions that typically allow into membership only trades or occupations that are in the same family of skills
28
Crown coporations
corporations owned by the government
29
cupable
at fault, guilty
30
defined benefit
a type of pension plan that guarantees a specific payout
31
deregulation
a policy designed to create more competition in an industry by allowing prices to be determined by market forces
32
disposable income
income after taxes and benefits from social programs
33
distributive bargaining
a form of negotiations in which two parties compete over the distribution of some fixed resources
34
distributive justice
employees perception of fairness in the outcomes of workplace decision
35
dues check-off
a process whereby union dues are deducted automatically from pay
36
duty of fair representation
a legal obligation on the union's part to represent all employees equally and in a nondiscriminatory manner
37
elasticity of supply (demand)
the labour responsiveness of supply (demand) caused by a change in the wage rate; for example, if a small increase in wages causes large increase in the supply of labour, the supply curve is to be elastic
38
Employee Assistance Program
a counselling service available to employees
39
employee relations
the study of the employment relationship between employers and individual employees, usually is nonunion settings
40
employee value chain
a belief that organizational effectiveness
41
employment equity
equity in employment levels and opportunities between targeted community, groups and major employers
42
employment relations
the study of employment relationships and issues in union and nonunion workplaces
43
exchange rate
the value of one country's currency relative to another country's currency
44
exclusive jurisdiction
what exists when a single union represents all workers of a trade or occupational grouping
45
exclusivity principle
the idea that a union is granted the sole right to represent all employees in the defined bargaining unit
46
explicit reference
equity clause in collective agreements that specifies which groups are covered
47
feedback loop
the mechanism by which outputs of the industrial relations system flow back to the external environment
48
final-offer arbitration
interest arbitration in which the arbitration in which the arbitration must choose one of the parties' proposals
49
first agreement arbitration
arbitration that determines the first collective agreement
50
gain sharing
a group performance pay that is based on firm productivity gains
51
goal
that which a person seeks to obtain or achieve
52
good faith bargaining
an obligation on union and management to make a serious attempt to reach a settlement
53
Great Depression
a period significant economic downturn resulting from the stock market crash of 1929
54
great recession
a serious downtown in economy around late 2008 chracterized by very low or negative growth and high unemployment triggered by the financial collapse in 2007, the worst since the the Great Depression of the 1930's
55
grievance
a formal complaint that a specific clause in the collective agreement has been violated
56
grievance mediation
a voluntary nonbinding process whereby a neutral third party examines the grievance
57
gross national product
the value of all goods and services produced by a country in a year
58
high-performance work practice
comprehensive human resources strategies designed to improve the effectiveness of the organization
59
hiring hall
a union-run centre that refers union labour to job sites as requested by firms
60
human relations
a managerial view that believes that effective management practices can minimize the conflict between managers and employees
61
human resources
the study of the employment relationship between employers and individual employees
62
indirect pay (or benefits)
anything that an employer pays for, to the benefit of the employee, that is not part of base or performance pay
63
industrial dispute
a disagreement arising from entering into, renewing, or revising a collective agreement
64
industrial relations
the study of employment relationships and issues, often in unionized workplaces
65
industrial unionism
a type of inclusive unionism that represents a broad range of skills and occupations
66
industrial unions
unions that organize all workers of an industry/workplace regardless of trade
67
inflation
the increase in prices over time
68
institutionalists
those susbscribing to the theory that the operation of labour markets requires a knowledge and understanding of such social organizations as unions, nongovernmental community organizations and international institutions
69
integrative bargaining
a form of bargaining in which there is potential for a solution that produces a mutual gain; also called a win-win bargaining, principled negotiations, and interest-based bargaining
70
intention to quit
a survey measure that assesses the likelihood that an employee will quit
71
interest arbitration
an arbitration that determines terms and conditions of the collective agreement while its being negotiated
72
interest-based bargaining (IBB)
a cooperative form of bargaining in which the parties focus more on the interests of the parties and not the exaggerated positions
73
interest rate
the rate a bank charges for borrowing money
74
international labour organization
a tripartite agency of the united nations with the mandate to establish
75
intra-team bargaining
bargaining within union and management teams during the collective bargaining process; individual union team members, for example, may represent a group with particular interests, such as shift workers
76
job analysis
a process whereby the key competencies for a job are identified
77
job evaluation
a process whereby the firm determines the value of a job
78
job satisfaction
an employee's assessment of his or her job experience
79
jurisprudence
past decisions
80
labour relations
the study of employment relationships and issues between groups of employees (usually in unions) and management; also known as union-management relations
81
legislative reference
equity clause in collective agreements that references legislation
82
letter of understanding
letter between the parties usually places at the end of an agreement and describing a specific practice they have agreed to follow
83
lockout
a work stoppage invoked by management
84
macroeconomic policy
a policy that applies to economy-wide goals, such as inflation, unemployment and growth
85
mandatory retirement
a requirement that employees retire at age 65
86
master-servant relationship
the essence of the common-law employment relationship pertaining to nonunion workplaces; employment relationships in which employees have few rights
87
mediation
a dispute-resolution process in which a neutral third party acts as a facilitator
88
meta-analysis
a statistical technique that looks for trends across many studies
89
mitigation factors
factors argued by the union for a reduction in a sanction
90
monopoly effect
the union's ability to raise wages above nonunion rates
91
monopsony
occurs when a firm is the sole markets buyer of a good service or labour
92
multi-skill training
training to provide employees with a variety of skills, some of which may not normally be part of their job
93
narcotic or dependency effect
a result of frequent use of arbitration that may cause parties to lose the ability to freely negotiate settlements without third-party assistance
94
neoclassical economics view
a view of industrial relations grounded in economics that sees unions as an artificial barrier to the free market
95
new model unionism
the movement to trade unions
96
new public management
a new approach to public administration in which public organizations are to become more decentralized, market driven, and concerned with financial control, and managers more empowered and performance oriented
97
non standard work arrangements
work arrangements that differ from the norm in terms of employment term, location, schedule, hours of work or pay
98
nonunion representation
occurs when a group of nonunion employees meets with management regarding employment terms and conditions
99
organizational commitment
an employees commitment to the organization
100
organizational justice
employees perception of fair treatment at work
101
participative management
processes that ensure employee participation in workplace decisions
102
pay equity
women and men being paid relatively equally for work of equal value
103
P.C. 1003
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
104
performance pay
the part of pay that is based on output or performance
105
pluralist and institutional view
a view of industrial relations stressing the importance of institutions and multiple actors in the employment relationship
106
political economy
a view of industrial relations grounded in socialism and Marxism that stresses the role of inherent conflict between labour and management
107
political nonpartisanship
a belief that unions should not be aligned with any political party
108
power
the ability to make someone agree to your terms
109
prima facia case
union establishes, at arbitration, the the collective agreement was in place and that the grievor was employed, covered by that agreement and disciplined
110
privatization
the transfer or contracting out of services to the private sector
111
probationary period
a short period of time after an employee is hired in which he or she is not fully protected by a union
112
procedural justice
employees' perception of fairness in workplace procedures
113
profit sharing
a group performance pay that is based on firm profits
114
public good
an item whose consumption does not reduce the amount available for others
115
public sector or social justice unionism
unions of public-sector employees at all three levels of government: local, provincial, and federal; typically advocates of a philosophy of social justice
116
pyramiding
compounding premiums or benefits
117
Rand Formula
a union security provision in which employees do not have to join the union but all employees must pay dues
118
ratification
the process by which each party approves the settlement reached at the bargaining tables by the management and union teams
119
recall
the process by which a laid off employee gets rehired
120
recruitment
techniques designed to make potential employees aware of job openings
121
red-circling
protecting employees' pay at a level high than the normal rate of their current job
122
residual rights
a principle whereby management retains all rights it held before unionization except those changed by the agreement
123
rights arbitration (grievance)
arbitration concerning alleged violations of the collective agreement
124
same-sex beenfits
same-sex partners receiving the same benefits as opposite sex-partners
125
scientific management
the application of engineering principles to define specific task in the production process thereby removing the autonomy of skilled craft workers
126
seniority
the length of time a person has been a member of the union
127
shock effect
occurs when increased costs and protection shock management into stricter management practices
128
Snider Case
a landmark court case in 1925 that determined that labour matters fell under the purview of the provinces under the British North America Act
129
socialist unionism
unionism that challenges capitalism and seeks equity for union and nonunion members
130
socio-technical systems design
systems of new technology in which workers are complements to, not simply extensions of, technology; in which participation, communication, and collaboration are encouraged through an accommodative organizational structure; and in which individual workers achieve control through shared responsibility and minimal supervision
131
spillover effect
a belief that increases in union wages result in decreases in nonunion wages
132
strategic choice framework
a view that emphasizes the role of management and strategies in the industrial relations system
133
strategies
processes developed and implemented to achieve goals
134
strike
an action by workers in which they cease to perform duties and do not report to work; a work stoppage invoked by an union
135
super seniority
the status of union representatives who, while in office, have the highest seniority in the bargaining unit
136
threat effect
a belief that nonunion employers increase wages to avoid unionization
137
total compensation
the total base pay, performance pay, indirect pay that an employee receives
138
trade union
unions that organize all workers of a trade regardless of their industry or workplace
139
transnational corporations
global corporations that may integrate prodcut chains horizontally; for example, parts of the final product might be made in a dozen countries spanning five continents
140
tripartite
a tripartite board has three stakeholders; management, labour and government
141
unfair labour practices
an alleged violation of the labour relations act
142
union
a group of workers recognized by law who collectively bargain terms and conditions of employment with their employer
143
union acceptance
management's seeing unionization as a democratic right, and accepting that part, if not all, of its operations will be unionized
144
union commitment
an employee's commitment to his or her union
145
union coverage
a broader measure than union density; includes nonmembers covered by the collective agreement
146
union density
a fraction that expresses union members as a percentage of the non-agricultural labour force
147
union removal
a management strategy designed to remove the union from the workplace
148
union resistance
a management policy seeking to limit the spread of unions in the firm
149
union satisfaction
an employee's assessment of his or her union experience
150
union security
the method by which unions are able to maintain membership and dues collection in bargaining unit
151
union shop
a form of union security in which new employees must join the union but only after their probation period
152
union substitution
a management strategy designed to give nonunion employees all the advantages of unionization
153
utility function
the sum of individual preferences for such measurable items as wages and benefits
154
values
a set of standards or principles
155
voluntarism
the notion that collective bargaining is a private matter between the parties and that government intervention should be kept to a minimum
156
wage differential
the difference in wages earned by two groups of workers
157
Wagner Act
named after the bill's sponsor, Senator Robert F Wagner of New York, and more formally known as the National Labour Relations Act of the United States
158
wildcat strike
an illegal strike during the term of the collective agreement
159
work to rule
the strategy of employees who perform only to minimum standard required
