Labour Reltions Midterm

Front 1

industrial relations

Back 1

the study of employment in union and non-union organizations

Front 2

labour relations

Back 2

includes all aspects of the union-management relationship, including the establishment of union bargaining rights, the negotiation process, and the administration of a collective agreement

Front 3

collective bargaining

Back 3

is the entire relationship between a union and the employer, including the administration of a collective agreement

Front 4

human resources management

Back 4

is a set of interrelated activities that plans human resources needs and attracts, selects and maintains an organizations employees

Front 5

employee relations

Back 5

encompasses activities and processes aimed at maintaining a productive workplace while meeting the needs of employees

Front 6

common law

Back 6

refers to the rules of law that originate from the decisions of judges

Front 7

reasonable notice

Back 7

is the notice period employers are required to provide to employees on the basis of factors including age, position, and length of service

Front 8

constructive dismissal

Back 8

a rule of law providing that fundamental changes made by a non union employer to the terms of employment are equivalent to a dismissal

Front 9

economic environment

Back 9

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

Front 10

technological environment

Back 10

refers to development in knowledge that lead to new products and services and changes in the methods of production

Front 11

social environment

Back 11

refers to values and beliefs of canadians relating to work, unions and employers

Front 12

political environment

Back 12

the canadian political system and its effect on labour relations

Front 13

legal environment

Back 13

the law that affects employees, unions and employers

Front 14

union

Back 14

an organization of employees that has the objective of improving the compensation and working conditions of employees

Front 15

union density

Back 15

the percentage of non-agricultural workers who are union members

Front 16

right to work

Back 16

states in the united states prohibit the compulsory deduction of union dues

Front 17

craft union

Back 17

organize members of a trade or occupation

Front 18

industrial union

Back 18

organize workers in different occupations in a firm

Front 19

local union

Back 19

an association of employees with its own officers and constitution

Front 20

business agent

Back 20

a staff person who works for one or more locals providing support

Front 21

independent local union

Back 21

locals not affiliated with a parent national or international union

Front 22

national union

Back 22

a union whose membership is situated only in canada

Front 23

trusteeship

Back 23

refers to a parent union temporarily taking control of a locals management

Front 24

directly chartered union

Back 24

receives a charter from a labour congress and is not affiliated with a national or international union

Front 25

raiding

Back 25

refers to one union persuading members of another union to change unions

Front 26

provincial labour federations

Back 26

organizations composed of unions in a province who belong to the CLC

Front 27

labour council

Back 27

an association of unions in a municipality or region

Front 28

yellow dog contracts

Back 28

agreements that prohibit unionization

Front 29

business unionism

Back 29

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

Front 30

social unionism

Back 30

concerned with broad economic and social change that benefits all of society

Front 31

the wagner act

Back 31

established the right to organize, compulsory bargaining, and prohibition of unfair labour practices in the united states

Front 32

privy council order 1003

Back 32

established the rights and obligations fundamental to labour relations in canada

Front 33

social contract legislation

Back 33

rolled back wage increases in collective agreements

Front 34

voluntary recognition agreement

Back 34

an agreement between a union and employer providing that the employer recognizes the union as the bargaining agent for employees

Front 35

certification process

Back 35

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

Front 36

organizing campaign

Back 36

consists of union activities to convince employees to become union members

Front 37

union organizers

Back 37

are union staff who direct an organizing campaign

Front 38

organizing committee

Back 38

a group of employees who work on the campaign to sign up union members

Front 39

Labour Relations Board

Back 39

an independent body responsible for the administration of labour relations legislation

Front 40

arbitrators

Back 40

hear disputes between unions and employers and render final and binding decisions

Front 41

voluntary recognition agreement

Back 41

an agreement between a union and an employer providing that the employer recognizes the union as the bargaining agent for employees

Front 42

certification process

Back 42

a way for a union to obtain bargaining rights for employers by applying to the labour relations board

Front 43

independent contractor

Back 43

someone who is engaged in their own business

Front 44

fourfold test

Back 44

determines if an individual is an employee by considering control, ownership of tools, opportunity for profit and risk of loss

Front 45

dependent contractor

Back 45

someone who appears to be an independent contractor but is economically dependent on a single organization

Front 46

decertification

Back 46

the process through which a unions right to represent employees is terminated by the labour relations board

Front 47

open period

Back 47

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

Front 48

representation vote

Back 48

a secret ballot vote to determine if employees want a union to represent them

Front 49

unfair labour practices

Back 49

contraventions of labour relations legislation

Front 50

statutory freeze

Back 50

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

Front 51

successor rights

Back 51

protect the rights of the union and any collective agreement if a business is sold

Front 52

duty to bargain in good faith

Back 52

means that both the union and the employer must make reasonable efforts to reach agreement

Front 53

hard bargaining

Back 53

a legitimate attempt to obtain a favorable agreement

Front 54

surface bargaining

Back 54

bargaining aimed at avoiding an agreement

Front 55

first contract arbitration

Back 55

provides for the imposition of an agreement where efforts to reach a first contract have failed

Front 56

resistance point

Back 56

a negotiating party's bottom line - the least favourable offer it will accept

Front 57

target point

Back 57

the result a negotiating party hops to achieve

Front 58

initial position

Back 58

a party's first offer or demand in negotiations

Front 59

conciliation officers

Back 59

ministry representatives who attempt to assist the parties to reach an agreement

Front 60

conciliation board

Back 60

a three person panel that hears the parties and makes recommendations for a settlement

Front 61

cooling off period

Back 61

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

Front 62

no board report

Back 62

confirms that a conciliation board will not be appointed and begins the countdown to a strike or lockout

Front 63

fact finding

Back 63

a process found in some private and public sector labour relations statutes

Front 64

arbitration

Back 64

involves a third party hearing the parties and then deciding the terms of the agreement

Front 65

chilling effect

Back 65

refers to parties' unwillingness to make concessions during negotiation

Front 66

narcotic effect

Back 66

refers to the parties losing the capability to negotiate their own agreement

Front 67

final offer selection

Back 67

a type of arbitration in which the arbitrator chooses between the unions and employers offers

Front 68

total package final offer selection

Back 68

the arbitrator selects all of the unions of the employers offer

Front 69

item by item final offer selection

Back 69

the arbitrator chooses between the union and the employer offers separately for each contract issue

Front 70

mediation arbitration

Back 70

the third party first acts as a mediator and if no agreement is reached they act as an arbitrator and settles the dispute

Front 71

back to work legislation

Back 71

ends a strike or lockout and usually imposes arbitration

Front 72

work to rule

Back 72

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

Front 73

rotating strikes

Back 73

occur when employees at different locations alternately stop working

Front 74

wildcat strike

Back 74

an illegal strike that has not been authorized by the union

Front 75

hot cargo clauses

Back 75

allows employers to refuse to work with goods associated with an employer engaged in a labour dispute

Front 76

secondary picketing

Back 76

refers to picketing at a location other than the workplace of striking employees

Front 77

replication principle

Back 77

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

Front 78

designated or controlled strike model

Back 78

employees have the right to strike but a specified number of employees must continue working to provide essential services to the public