QUESTION A 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 B 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 C 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 D 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 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?