QUESTION 1 The grievance procedure: A:is a series of steps in which progressively higher ranking union and employer representatives attempt to resolve the issue in dispute B:contains time limits which must be met or the grievance will be denied C:requires employers to recognize the union as the bargaining agent of employees D:must have three steps as provided in labour relations legislation E:involves stewards who are appointed by the employer to assist employees with grievances

QUESTION 2 Collective agreement terms affect: A:unions and employees B:employers C:the public D:a and b E:a, b, and c

QUESTION 3 An employer and a union have been negotiating the renewal of a collective agreement for eight months. At the last negotiation session, the employer explained its final offer to the union bargaining team. The employer maintained that a wage freeze was required in the first year of the agreement in order for the employer to stay in business. Subsequently the employer sent a letter to employees in the bargaining unit outlining its final offer. This situation best illustrates: A:bargaining in bad faith B:surface bargaining C:hard bargaining D:integrative bargaining E:intraorganizational bargaining

QUESTION 4 Background: At TechGear Ic., the existing collective agreement is approaching its expiration. The union is demanding a wage increase due to the rising cost of living, while the company is concerned about recent economic uncertainties and increased operating costs. The current base wage at TechGear Inc. is $20 per hour. Question: During the negotiation of the new collective agreement at TechGear Inc., how should the bargaining teams from both the union and the company approach the wage increase issue? What strategies might each side employ to reach an agreement that balances the union's demand for fair compensation with the company's budgetary constraints?

QUESTION 5 A collective agreement between a union and an employer (a grocery store) contains a management rights article and an article relating to technological change. The agreement does not refer to parking. The employer has established rules requiring employees to register their cars with the employer and leave their cars in a specified area. In this situation, which of the following is correct: A:The employer can rely on the management rights article to establish the parking rules. B:The employer cannot establish the rules because parking is not referred to in the collective agreement. C:The employer must obtain the union's consent to the rules. D:The principle of estoppel prevents the employer from establishing the parking rules. E:The employer can rely on the technological change provisions in the collective agreement to establish the rules.

QUESTION 6 Background: An employee, Alex, has raised a grievance regarding overtime pay. The union, acting as the exclusive bargaining agent, has decided not to pursue Alex's grievance to arbitration after an initial review. Alex believes that the union has not fairly represented their interest and has acted arbitrarily and in bad faith, potentially violating the Duty of Fair Representation (DOFR) as outlined in Section 12 of the Labour Relations Code. Question: Evaluate the situation where Alex's union representation may have failed to meet the DOFR requirements. What evidence would indicate that the union's decision to not pursue the grievance was arbitrary or in bad faith? Discuss how the union's actions could potentially be a violation of Section 12 of the Labour Relations Code.

QUESTION 7 Labour relations legislation in all jurisdictions provides for which of the following; A:conciliation officers B:a conciliation board C:fact-finding D:mediation E:a no-board report

QUESTION 8 Which of the following is a strike: A:employee A refusing to work B:employees B and C continuing to work but acting together to restrict output C:employees D and E picketing the employer's premises during non-work hours D:a and b E:a, b, and c

QUESTION 9 A collective agreement provides that if a job opening is being filled seniority is referred to if the skill and ability of employees is relatively equal. This provision is: A:a sufficient ability clause B:the seniority provision preferred by the union C:a competitive ability clause D:the one that allocates the most weight to seniority E:discriminatory

QUESTION 10 Which of the following is correct regarding a grievance relating to the job posting and selection process: A:The employer can rely upon the management rights article to establish any job requirements. B:The selection decision must be based on the job requirements set out in the job posting. C:An arbitrator will review the job requirements; however, an arbitrator will not review the employer's decision regarding which employee meets the requirements. D:If it is determined that the job posting process was flawed, arbitrators always order the process to be repeated. E:The employer bears the burden of proof.

QUESTION 11 Which of the following is correct regarding an essential services agreement: A:it provides that no employee in the bargaining unit can strike. B:it provides that arbitration is used to resolve a contract dispute. C:it is negotiated by the union and the employer. D:it is dictated by the minister responsible for labour relations. E:Unions prefer that a larger number of employees be designated as essential.

QUESTION 12 Background: As the future unfolds, unions in Canada are facing the pressing issue of technological advancements and automation in industries. These changes are poised to significantly alter the workforce dynamics and employment landscapes, In response, the Canadian government is implementing policies to support workers' transition into the evolving job market. Question: Imagine a scenario set five years in the future, where the rise of automation has led to the displacement of a substantial number of jobs in Canada's manufacturing sector. This shift has prompted the government to introduce retraining programs and incentivize industries to adopt worker-friendly automation. How might unions need to adapt their strategies to safeguard their members' employment and ensure fair labour practices in this new environment? Discuss the roles that collective bargaining, political advocacy, and member education might play in this context.

QUESTION 13 Background: XYZ Corporation and the United Workers Union have recently negotiated their first collective agreement. As part of the mandatory terms, a union recognition clause and a no-strike/no-lockout clause during the term of the agreement have been included. However, six months into the agreement, management has introduced a new scheduling system that significantly changes the working hours and reduces the overtime pay of many employees, citing a clause in the agreement that gives them the authority to establish schedules. The union contends that this change violates the collective agreement because it alters terms without negotiation, and they initiate a group grievance. Question: Given the scenario where XYZ Corporation has implemented a new scheduling system that affects the terms of employment, analyze how the mandatory and voluntary terms of the hapter 7 of the " abour collecive agreement could be interpreted to address this issue. What steps should the union take according to the grievance and arbitration process outlined in Chapter 7 of the "Labour Relations" textbook? How might this situation affect the relationship between the union and management, and what implications could it have for future negotiations?

QUESTION 14 A union may legally strike if: A:the employer does not comply with an order of an arbitrator B:the employer refuses to implement a safety program C:other requirements for a strike have been met and any collective agreement has expired D:the employer has contracted out work in contravention of the collective agreement E:the employer has established an unreasonable rule or policy.

QUESTION 15 In a province there is one round of negotiations which establishes a collective agreement covering all secondary school teachers in the province. This illustrates: A:centralized bargaining B:decentralized bargaining C:pattern bargaining D:whipsawing E:intraorganizational bargaining

QUESTION 16 Labour relations in the public sector are distinctive from the private sector because: A: employees are not allowed to strike B: some employers can pass legislation affecting the processes used C: there are fewer professional employees D: public relations are less important E: negotiations have a broader scope

QUESTION 17 A first collective agreement provides that current employees in the bargaining unit do not have to join the union; however, all employees hired in the future must become union members. This is a: A: union shop B: close shop C: modified union shop D: maintenance of membership E: rand formula

QUESTION 18 Barrier(s) to unions supporting employers who adopt cooperative programs with employees include: A: Trust of management's agenda B: Unions opinion that it is a method to reduce the workforce C: Unions not being concerned about profitability of the employer D: Lack of support by supervisors for cooperative programs E: a, b, & d

QUESTION 19 One model considering the relationship between the union and the employer has classified the possible relationships into types as follows: A: conflict, containment-aggression, Bulwarism, integrative, collusion B: conflict, containment-aggression, accommodation, co-operative, crisis C: conflict, containment-aggression, accommodation, co-operative, collusion D: integrative, containment-aggression, accommodation, co-operative, collusion E: distributive, containment-aggression, accommodation, co-operative, collusion

QUESTION 20 Which the following is correct: A: Prohibiting strikes may lead to alternative forms of employee protest. B: The majority of contract negotiations involve a strike. C: A strike means that employees refuse to enter the employer's premises. D: The definition of strike is the same in all jurisdictions. E: A work to rule campaign has no connection with a strike.

QUESTION 21 A union represents employes at several different restaurants in a tourist area. The union is bargaining with one of the employers and is threatening to strike if the employer does not agree to the union's demands. This situation illustrates: A: centralized bargaining B: attitudinal structuring C: intraorganizational bargaining D: bargaining in bad faith E: whipsawing

QUESTION 22 The grievance rate is the number of grievances: A: filed in a year B: filed during the life of a collective agreement C: that go to arbitration D: that are settled E: divided by the number of employees in the bargaining unit

QUESTION 23 Which of the following is correct regarding an arbitration hearing: A: Lawyers must represent the parties. B: The hearing is normally held at the workplace. C: The arbitrator rules upon the admissibility of evidence. D: The union bears the burden of proof. E: The arbitrator renders a decision immediately after the parties have made their final arguments.

QUESTION 24 With respect to diversity, the unions approach has been: A: focused on how diversity improves innovation B: a social justice issue C: focused on pay equity D:relies on legislation to enforce E:ensuring union representation reflects the demographic of it members