Hrm Final Test - Ch 9

Front 1

lockout

Back 1

A closure of a place of employment or refusal of the employer to provide work as a way to compel employees to agree to certain demands or conditions.

Front 2

strike

Back 2

A collective decision by union members not to work or to slow down until certain demands or conditions are met.

Front 3

labour relations

Back 3

A field that emphasizes skills managers and union leaders can use to minimize costly forms of conflict (such as strikes) and seek win-win solutions to disagreements.

Front 4

industrial union

Back 4

A labour union whose members are linked by their work in a particular industry.

Front 5

unfair labour practice

Back 5

A prohibited conduct of an employer, union, or individual under the relevant labour legislation.

Front 6

checkoff provision

Back 6

A requirement that the employer, on behalf of the union, automatically deducts union dues from employees’ paycheques.

Front 7

Labour Relations Board (LRB)

Back 7

A specialized tribunal with authority to interpret and enforce the labour laws in their jurisdiction.

Front 8

social unionism

Back 8

A type of unionism that attempts to influence social and economic policies of government.

Front 9

Canadian Labour Congress (CLC)

Back 9

A union federation that serves as an umbrella organization for dozens of affiliated Canadian and international unions, as well as provincial federations of labour and regional labour councils.

Front 10

union shop

Back 10

A union security arrangement that requires employees to join the union within a certain amount of time after beginning employment.

Front 11

closed shop

Back 11

A union security arrangement under which a person must be a union member before being hired.

Front 12

Rand Formula

Back 12

A union security provision that makes payment of labour union dues mandatory even if the worker is not a member of the union.

Front 13

union steward

Back 13

An employee elected by union members to represent them in ensuring that the terms of the collective agreement are enforced.

Front 14

mediation

Back 14

Conflict resolution procedure in which a mediator hears the views of both sides and facilitates the negotiation process but has no formal authority to dictate a resolution.

Front 15

conciliation

Back 15

Conflict resolution procedure in which a third party to collective bargaining reports the reasons for a dispute, the views and arguments of both sides, and possibly a recommended settlement, which the parties may decline.

Front 16

arbitration

Back 16

Conflict resolution procedure in which an arbitrator or arbitration board determines a binding settlement.

Front 17

craft union

Back 17

Labour union whose members all have a particular skill or occupation.

Front 18

collective bargaining

Back 18

Negotiation between union representatives and management representatives to arrive at an agreement defining conditions of employment for the term of the agreement and to administer that agreement.

Front 19

unions

Back 19

Organizations formed for the purpose of representing their members’ interests in dealing with employers.

Front 20

grievance procedure

Back 20

The process for resolving union– management conflicts over interpretation or violation of a collective agreement.