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COMM 211 - HRM > Module 12 > Flashcards

Module 12 Flashcards

Workplace Health and Safety, and Labour Relations

1
Q

OHS

A

Occupational Health and Safety

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2
Q

Why was OHS implemented?

A

OHS was originally implemented to reduce workplace deaths and injuries (130 years ago), and has evolved to now function as comprehensive workplace health management at today’s progressive employers.

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3
Q

Who is responsible for OHS?

A

OHS is a shared responsibility between employees and employers.

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4
Q

Key Pillars of Successful OHS Framework

A
  • Commitment by leadership and management
  • Employee participation in OHS initiatives
  • Healthy work environment
  • Various OHS initiatives which fit the specific worlplace
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5
Q

Types of Typical Health Hazards

A

Physical & mental

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6
Q

Physical Health Hazards

A
  • Biological Agents (bacteria, viruses)
  • Chemical Agents (toxic substances)
  • Physical Agents (noise, tempurature)
  • Ergonomics (repetitive strain injury, back injuries)
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7
Q

Mental Health Hazards

A
  • Stress
  • Burnout
  • Other mental health issues (anxiety, depression)
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8
Q

Stress and Burnout

A

Many Canadians are (negatively) stressed at work.

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9
Q

Is all stress bad?

A

Not all stress is bad, we differentiate bad stress by calling it “negative stress”.

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10
Q

Acute Stress

A

The stress experienced on a daily basis from minor situations.

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11
Q

Chronic Stress

A

The physiological or psychological induced by a long-term internal or external stressor (chronic stress can lead to burnout).

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12
Q

Phases of Burnout

A
  1. Stress
  2. Chronic Stress
  3. Burnout
  4. Habitual Burnout
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13
Q

Labour Relations (LR)

A

Refers to the union-management relationship.

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14
Q

What are the 2 Main Schools of Thought on the Roles of Unions?

A

Business unionism and social unionism

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15
Q

Business Unionism

A

Focuses on protecting workers rights, improving working conditions and providing service to members.

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16
Q

Social Unionism

A

Focus on influencing economic and social policies of governments.

17
Q

CLC

A

Canadian Labour Congress

18
Q

ITUC

A

International Trade Union Confederation

19
Q

Why do employees join unions?

A

Increase bargaining power, dissatisfied with their job or management, want union wage premium, want seniority-based benefits and promotion opportunities, and more job security.

20
Q

Why don’t employees join unions?

A

Union is perceived as ineffective to further employee’s interest, employees feel well treated by employer, union expenses, career aspirations, or unions are seen as “bad for business” or “a thing of the past”.

21
Q

Key Sources of LR Law

A

Federal & Provincial

22
Q

Key Players in LR

A
  • Labour Relation Boards
  • Labour Arbitrators
  • Courts
  • Conciliators
23
Q

Unfair Labour Practices

A

Unlawful intimidation can be a fine line dependin gon the circumstance of the idividual case.

24
Q

LBR

A

Labour Relations Boards

25
Q

Negotiating CBAs

A
  • Time Consuming
  • Resource Intensive
  • Requires a lot of very careful preparation and research
  • Final CBA needs approval by employer and usually employees have to ratify it too
26
Q

CBA Negotiation Process

A
  1. Preparation Phase
  2. Negotiation Phase
  3. Settlement Phase
  4. If no settlement, conciliation process
  5. If conciliation fails, industrial conflict (strike)
27
Q

Types of Grievances

A
  • Individual
  • Group
  • Policy
  • Employer
28
Q

Individual Grievances

A

Employer alledged to violate the rights of individual employee.

29
Q

Group Grievances

A

Employer alleged to violate rights of a group of employees

30
Q

Policy Grievances

A

Employer alleged wrongdoing is of general interest for the entire bargaining unit

31
Q

Employer Grievances

A

Employer claims union or individual employee has violated the CBA

32
Q

Union Suppression

A

Actively fighting union representation by an employer.

33
Q

Union Substitution

A

Offering to employees what they want and believe a union could obtain for them.

COMM 211 - HRM (10 decks)

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