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21 Cards in this Set

  • Front
  • Back
I. Explain the supervisor's role in labour relations.
*Labour relations influenccs what a supervisor does and how an employee is treated
2. Explain the federal and provincial legislation that provides the frame-work for labour relations.
*Laws determine who can unionize.

*Laws require that unions and employers bargain in good faith.

*Laws provide for unions to strike and for employers to lock out.
3. Cite the reasons employees join unions.
* Dissatisfaction with pay and benefits.
*Dissatisfaction with managerial practices.
*Desire For recognition and status.
4. Describe the process by which unions organize employees and gain recognition as their bargaining agent.
* Employees maKe contact with a union representative.
* Union schedules meeting with other employees
*Application is made to labour relations board.
*Labour relations board grants bargaining rights.
5. Describe the functions labour unions perform at the national and local levels.
*National unions help organize local unions.
*National unions help train and educate local unions.
*Local unions negotiate collective agreelnent and process member grievances.
6. Describe the differences between private-sector and public-sector labour relations.
*There may be specialized legislation governing public-sector unions.
*There is a political element in labour-management relations.
*Strikes may be banned in the public sector.
7. Discuss some of the effects that changing conditions are having on labour organizations.
*Foreign competition and technological changes
*Decline in public image of labour *Attempts to organize white-collar workers
*Innovative workplace practices, resulting in increased employee satisfaction
10. labour relations process

*Logical sequence of four events: (1] workers desire representation,
(2] begins its organizing campaign, (3) collective negotiations lead to a contract, and the contract is administered
11. union shop

*Provision of the collective agreement that requires employees to join the union as a condition of their employment
12. authorization card

*A statement signed by an employee authorizing a union to act as a representative of the employee for purposes of collective bargaining
13. bargaining unit

*Group of two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining
14. unfair labour practices

*Specific employer and union illegal practices that operate to deny employees their rights and benefits under labour law
15. certification

*Acquisition of exclusive rights by union to represent the employees
16. management rights

*Decisions regarding organizational operations over management claims exclusive rights
17. craft unions

*Unions that represent skilled craft workers
18. industrial unions

Unions that represent all workers-skilled, semiskilled, unskilled-employed along industry lines
19 employee associations

*Labour organizations that represent various groups of professional and white-collar employees in labour-management relations
20. union (shop] steward

*Employee who, as a nonpaid union official, represents the interests of members in their relations with management
21. business agent

*Normally a paid labour official responsible for negotiating administering the collective agreement and working to resolve union members' problems
22. compulsory binding arbitration

Binding method of resolving collective-bargaining deadlocks by a neutral third party
23. final-offer arbitration

*Method of resolving collective- deadlocks whereby the arbitrator has no power to compromise but must select one or Another of the final offers submitted by the two parties