Question 6 (1 point)

Which of the following must be included in a collective agreement under most provincial labour relations legislation?

Question 6 options:

a)	A contracting-out clause

b)	A defined benefit pension plan

c)	A promotion clause

d)	A grievance procedure

Question 7 (1 point)

What legally required process ensures that the majority of the bargaining unit membership agrees with the collective agreement reached at the negotiation table?

Question 7 options:

a)	The arbitration process

b)	The grievance process

c)	The ratification process

d)	The certification process

Question 8 (1 point)

Which of the following are examples of bad faith bargaining?

Question 8 options:

a)	Outright refusal to bargain

b)	Trying to renegotiate terms that were all ready signed off (agreed to at the bargaining table) without any compelling reason to do so

c)	Insisting on a particular demand and refusing to provide any rational to the other side

d)	All of the above

Question 9 (1 point)

Once notice to bargain is served by either party, industrial relations legislation provides for a freeze period. During this freeze period:

Question 9 options:

a)	Management may unilaterally make significant changes to those workers terms and conditions of employment if they think the workers will be happy with the changes

b)	Management cannot introduce any unilateral changes to the terms and conditions of those workers

c)	The union may strike or the employer may lockout

d)	There is a cooling off period to account for the high emotions in bargaining

Question 10 (1 point)

Can a collective agreement include conditions that are less favourable than the minimum conditions in the relevant employment standards act?

Question 10 options:

a)	Yes, when the economy is in recession

b)	Yes, provided the employer provides advance notice to the employees

c)	Yes, when the employer has deemed it a requirement for efficient operations

d)	No, collective agreements cannot contract out of the minimum standards set out in the applicable employment standards act