Industrial Relations In Canada, Second Edition Test Bank

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TEST BANKto accompanyPrepared byShelagh CampbellSaint Mary’s University

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ivTable of ContentsChapter 1 Introduction...................................................................................................1-1Chapter 2 The Legal Environment................................................................................2-1Chapter 3 Economic, Social, and Political Environments..............................................3-1Chapter 4 Labour History...............................................................................................4-1Chapter 5 The Union Perspective...................................................................................5-1Chapter 6 The Management Perspective........................................................................6-1Chapter 7 Negotiations ..................................................................................................7-1Chapter 8 Collective Agreement Administration ..........................................................8-1Chapter 9 Strikes and Dispute Resolution.....................................................................9-1Chapter 10 Impacts of Unionization.............................................................................10-1Chapter 11 Public-Sector Issues...................................................................................11-1Chapter 12 Globalization of Labour Markets...............................................................12-1Appendix A: Arbitration Simulation: The Case of Bradley Ennis...............................A-1Appendix B: Collective Bargaining Simulation: Consolidated Metals Ltd. (CML).....B-1Appendix C:Collective Bargaining Simulation: Wally’s Janitorial Services..............C-1

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Industrial Relations in Canada, 2e1-1Chapter 1–IntroductionTRUE/FALSE1.A strike is an action by workers in which they stop performing duties and do not report to work.ANS:TPTS:1REF:p. 42.Some argue that the term ―employee relations‖ is anti-union, yet some unions use the term for internalstaff positions.ANS:TPTS:1REF:p. 43.Dunlop’s concept of shared ideology refers to a set of common beliefs held by the actors of the IRsystem.ANS:TPTS:1REF:p. 74.Procedural rules refer to the outcomes of employment relationships.ANS:FPTS:1REF:p. 85.Technology is NOT included in the economics subsystem of the IR systems framework of thetextbook.ANS:FPTS:1REF:p. 106.According to equity–efficiency theory, unions usually focus on efficiency.ANS:FPTS:1REF:p. 127.Employee morale is a conversion mechanism in the industrial relations system.ANS:FPTS:1REF:p. 138.Strikes can be both outputs and conversation mechanisms in the IR systems framework.ANS:TPTS:1REF:p. 159.Dunlop’sconcept of shared ideology is not consistent with the human resources/strategic choice viewof industrial relations.ANS:TPTS:1REF:p. 1710.A goal of Marxism is to overthrow management and allow employees to have more control of theirworkplace.ANS:TPTS:1REF:18

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Industrial Relations in Canada, 2e1-2MULTIPLE CHOICE1.Which term refers to employment relationships and issues, often in unionized workplaces?a.labour relationsb.employment relationsc.industrial relationsd.workplace relationsANS:CPTS:1REF:p. 3MSC: Remember2.Which term refers to employment relationships and issues between groups of employees (usually inunions) and management?a.labour relationsb.employment relationsc.industrial relationsd.human resources managementANS:APTS:1REF:p. 3MSC: Remember3.What was Barbash’s contribution to industrial relations?a.He established employee productivity goals.b.He described the balance between equity and efficiency goals.c.He defined public sector labour relations.d.He researched union-management conflict.ANS:BPTS:1REF:p. 3MSC: Higher order4.Which document outlines the terms and conditions of employment in a unionized workplace?a.employee handbookb.policy manualc.employment contractd.collective agreementANS:DPTS:1REF:p. 4MSC: Remember5.Which term refers to the employment relationship between employers and individual employees?a.labour relationsb.employment relationsc.industrial relationsd.human resources managementANS:DPTS:1REF:p. 4MSC: Remember6.Which term refers to the employment relationships and issues in union and nonunion workplaces?a.labour relationsb.employment relationsc.industrial relationsd.human resources managementANS:BPTS:1REF:p. 4MSC: Remember

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Industrial Relations in Canada, 2e1-37.Which scholar was one of the first to develop a systemized way to examine employment relationshipsin North America?a.John Dunlopb.Alton Craigc.Robert Hebdond.Travor BrownANS:APTS:1REF:p. 6MSC: Remember8.Howmany actors are described in Dunlop’s industrial relations model?a.2b.3c.4d.5ANS:BPTS:1REF:p. 6MSC: Remember9.In which context does a shared set of ideas and beliefs figure prominently?a.strategic choice perspectiveb.Marxist political economyc.Dunlop’s IR systems modeld.equity/efficiency theoryANS:CPTS:1REF:p. 6, 7MSC: Higher order10.What is meant by the ―web of rules‖ in the industrial relations system?a.clauses in collective agreementsb.steps in preparing for collective bargainingc.three approaches to defining rights and responsibilitiesd.all the laws governing workplace mattersANS:CPTS:1REF:p. 8MSC: Higher order11.Why has Dunlop’s systems approach been criticized over the past 30years?a.It is out of date.b.It is too simplistic.c.It lacks explanatory power.d.It applies to non-union workplacesANS:CPTS:1REF:p. 8, 9MSC: Higher order12.The outputs of the IR systems model in the text are most similar to which ofDunlop’s concepts?a.substantive rulesb.procedural rulesc.contextsd.shared ideologyANS:APTS:1REF:p. 8, 15MSC: Higher order

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Industrial Relations in Canada, 2e1-413.A collective agreement is an example of which type of Dunlop’s rules?a.substantiveb.proceduralc.contractuald.legalANS:APTS:1REF:p. 8, 15MSC: Higher order14.In the IR system, outputs of the system flow back to the external environment. What is this processcalled?a.external inputsb.internal inputsc.feedback loopd.conversion mechanismsANS:CPTS:1REF:p. 9MSC: Remember15.The text’s adaptation of Dunlop’s IR systems model adds which of the following groups as actors inthe IR system?a.labour (employees and their associations)b.employers and their associationsc.government and associated agenciesd.end usersANS:DPTS:1REF:p. 9MSC: Remember16.According to the text, the decrease in unionization in the United States calls into question one ofDunlop’s concepts. Which concept is it?a.actorsb.contextsc.shared ideologyd.web of rulesANS:CPTS:1REF:p. 9MSC: Remember17.Which of the following are internal inputs of Craig’s IR system?a.contractsb.actorsc.ideologiesd.strategiesANS:DPTS:1REF:p. 9, 12MSC: Remember18.Which of the following can be both a conversion mechanism and an outcome in the IR systems model?a.strike or lockoutb.grievance arbitrationc.day-to-day employment relationsd.work climateANS:APTS:1REF:p. 9, 13MSC: Remember

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Industrial Relations in Canada, 2e1-519.The legal subsystem of the IR system includes how many areas of law?a.2b.3c.4d.5ANS:BPTS:1REF:p. 10MSC: Remember20.Which subsystem of the industrial relations model includes technology?a.politicalb.social/culturalc.legald.economicANS:DPTS:1REF:p. 10, 11MSC: Higher order21.Which subsystem of the IR systems model varies the most in its impact on actors?a.economicb.ecologicalc.sociologicald.politicalANS:BPTS:1REF:p. 11MSC: Higher order22.Which of the following conversion mechanisms of the IR system is an example of a third-partyintervention?a.arbitrationb.collective bargainingc.grievancesd.goal settingANS:APTS:1REF:p. 13MSC: Higher order23.Which process is used to assess proposals from employer and labour prior to a strike/lockout?a.interest arbitrationb.mediationc.conciliationd.grievance arbitrationANS:CPTS:1REF:p. 13MSC: Remember24.Which term refers to the amount of time a person has belonged to a union?a.employment recordb.longevityc.employment historyd.seniorityANS:DPTS:1REF:p. 15MSC: Remember

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Industrial Relations in Canada, 2e1-625.What do we call a group of workers who are legally permitted to negotiate working conditions withtheir employer?a.collective bargaining associationb.unionc.industrial relations associationd.syndicateANS:BPTS:1REF:p. 15MSC: Higher order26.Which of the following are outputs of the industrial relations system model?a.conciliator’s reportsb.collective agreementsc.political economicsd.conversion mechanismsANS:BPTS:1REF:p. 15MSC: Higher order27.Health and safety concerns are often addressed by which conversion mechanism in the IR systemsmodel?a.third-party dispute resolutionb.joint committeesc.day-to-day relationsd.government agenciesANS:BPTS:1REF:p. 15MSC: Higher order28.Which statement describes the neoclassical economics view of industrial relations?a.It focuses on factors related to the satisfaction of labour demands.b.It often examines the impact of class struggle and conflict.c.It sees unions as integral to the labour market.d.It examines issues related to the effects of unions on poverty.ANS:APTS:1REF:p. 16MSC: Higher order29.Which statement describes the pluralist/institutional view of industrial relations?a.It sees unions as failing to balance the interests of employer and employees.b.It is the foundation of criticism of Dunlop’s model.c.It is the predominant view of IR in Canada.d.It downplays the inherent conflict between workers and management.ANS:CPTS:1REF:p. 16-17MSC: Remember30.The pluralist/institutional view of industrial relations is closely linked to which of the following?a.human resources managementb.political sciencec.employment relationsd.industrial relations systems approachANS:DPTS:1REF:p. 16-17MSC: Higher order

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Industrial Relations in Canada, 2e1-731.Which views of industrial relations are based in economics?a.neoclassical economics and pluralistb.human resources/strategic choice and political economyc.neoclassical economics and human resources/strategic choiced.pluralist and political economyANS:APTS:1REF:p. 16-18MSC: Higher order32.Why do some scholars reject the human resources/strategic choice view of industrial relations?a.The labour market has shifted to nonunionized workplaces.b.It erodes workplace democracy.c.It downplays the natural conflict between employers and employees.d.A shared ideology no longer exists.ANS:CPTS:1REF:p. 17MSC: Higher order33.Which of the following applies to the human resources/strategic choice perspective of industrialrelations?a.It is only used in management schools.b.It was developed by Noah Meltz.c.It is anti-union.d.It emphasizes management’s efforts at cooperation.ANS:DPTS:1REF:p. 17MSC: Higher order34.What is the fundamental element of the political economy view of industrial relations?a.It focuses on the inherent conflict between employers and employees.b.It examines issues related to long-term stability.c.It claims to be the predominant view of IR in Canada.d.It is associated with economic analysis of labour markets.ANS:APTS:1REF:p. 18MSC: Higher order35.Which view of industrial relations is based on Marxist theory?a.human resources/strategic choiceb.pluralist and institutionalc.neoclassical economicsd.political economyANS:DPTS:1REF:p. 18MSC: RememberSHORT ANSWER1.Name the four actors of the IR system as presented in the text.ANS:1.labour (employees and associations)2.employers and associations3.government and associated agencies4.end usersPTS:1REF:p. 9

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Industrial Relations in Canada, 2e1-82.Name three labour outcomes of the IR system.ANS:1.union security/rights2.hours of work3.wages and benefits4.job rights5.work rulesPTS:1REF:p. 93.Compare and contrast the pluralist/institutional view of IR and the political economy view.ANS:Pluralist/Institutional: Unions counterbalance the power of employers relative to employees. This viewsees importance of strong institutions (and three actors—labour, management, and government) inorder to have a stable employment system and democratic rights in the workplace. Thus, this viewemphasizes a shared ideology and thereby minimizes the role of conflict.Political Economy: Labour is seen as necessary since there is inherent conflict between employers andemployees. Rather than shared ideology, there is a class struggle between the parties. This viewfocuses on the role of power and conflict between parties.PTS:1REF:p. 16, 184.Name the three contexts of Dunlop’s IR system.ANS:1.market and budgetary2.technological characteristics of the workplace3.distribution of power in the larger societyPTS:1REF:p. 175.What are three criticisms of Dunlop’s IR system?ANS:1.descriptive in nature2.underestimates importance of power and conflict3.static in nature4.cannot explain recent/rapid decrease in unionization in the U.S.PTS:1REF:p. 17

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Industrial Relations in Canada, 2e2-1Chapter 2–The Legal EnvironmentTRUE/FALSE1.A tripartite board has three stakeholders: employees, unions, and management.ANS:FPTS:1REF:p. 322.Labour boards frequently determine charges of bad faith bargaining by either labour or management.ANS:FPTS:1REF:p. 323.An unfair labour practice is an alleged violation of a labour relations act.ANS:TPTS:1REF:p. 354.Employer structure is a criterion for determining an unfair labour practice.ANS:FPTS:1REF:p. 365.Conciliation is a process in which a neutral third party forces labour and management to settle theirdispute.ANS:FPTS:1REF:p. 386.In some provinces, employers may force a last-offer vote during a strike.ANS:TPTS:1REF:p. 387.In their earlydecisions, the Supreme Court found that freedom of association did not include the rightto strike.ANS:TPTS:1REF:p. 538.TheB.C. Health Servicesdecision of the Supreme Court (2007) found that freedom of associationincludes the right to strike.ANS:FPTS:1REF:p. 539.Pay equity provides for equal pay for work of equal value between men and women.ANS:TPTS:1REF:p. 5810.Globalization of trade and the increased mobility of capital have created pressure for new internationallabourmarket rules.ANS:TPTS:1REF:p. 67

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Industrial Relations in Canada, 2e2-2MULTIPLE CHOICE1.What was the Wagner Act intended to do?a.replace industrial unionismb.protect the union right to organize and strikec.protect property rightsd.establish international labour standardsANS:BPTS:1REF:p. 29-30MSC: Remember2.Scientific management and mass production resulted in which phenomenon?a.greater labour-management cooperationb.rise of craft unionismc.rise of industrial unionismd.stricter labour legislationANS:CPTS:1REF:p. 29MSC: Higher order3.Which of the following was a result of theWagner Act?a.The Great Depression worsenedb.scientific management went into declinec.unions were recognized without violenced.union density stabilizedANS:CPTS:1REF:p. 29-30MSC: Higher order4.Why was theSniderdecision important?a.It gave unions the right to strike.b.It protected the employer right to manage.c.It determined that labour matters fell under provincial jurisdiction.d.It provided for conciliation before a strike could take place.ANS:CPTS:1REF:p. 30MSC: Remember5.TheSnidercase resulted in a special system of law in Canada. What is this system called?a.shared jurisdictionb.scientific managementc.labour lawd.dispute investigationANS:APTS:1REF:p. 30MSC: Remember6.Why was P.C. 1003 introduced in Canada nine years after theWagner Act?a.The Canadian parliamentary political system is slower than the American one.b.World War II delayed its implementation.c.A strong labour movement made change unnecessary.d.It met with union opposition.ANS:BPTS:1REF:p. 31MSC: Remember

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Industrial Relations in Canada, 2e2-37.Which industries fall under Canadian federal labour law?a.agriculture and performing artsb.media broadcasting and bankingc.education and communicationsd.mining and loggingANS:BPTS:1REF:p. 31MSC: Higher order8.Canadian industrial unionism arose primarily in which industry?a.fishingb.loggingc.agricultured.steelANS:DPTS:1REF:p. 31MSC: Remember9.Which of the following statements about certification procedures in Canada is accurate?a.All provinces require unions to win a vote of the employees.b.Management can have a say in selecting the union.c.Certification may occur without a vote.d.Employee votes are not legally binding.ANS:CPTS:1REF:p. 32MSC: Remember10.Why was the principle of exclusivity important in developing labour law?a.It defined bargaining units.b.It reduced conflict between unions.c.It limited management rights.d.It defined tripartite board jurisdiction.ANS:BPTS:1REF:p. 32MSC: Higher order11.Why are labour boards an important alternative to courts?a.courts are never neutralb.lawyers are not present at board hearingsc.tripartite stakeholders do not agreed.courts do not specialize in labour lawANS:DPTS:1REF:p. 32MSC: Higher order12.Under what circumstances can a labour board certify a union without an employee vote?a.an unfair labour practice hindered employeesb.40% of employees signed a union cardc.there is no application for certificationd.a community of interest existsANS:APTS:1REF:p. 32MSC: Higher order

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Industrial Relations in Canada, 2e2-413.Why are Canadian labour boards tripartite in nature?a.to match the three levels of jurisdiction in Canadab.they represent three competing stakeholder perspectivesc.an odd number prevents a tied.boards hear three kinds of casesANS:BPTS:1REF:p. 33MSC: Higher order14.Why is the determination of the bargaining unit an important labour relations issue?a.employer structure can alter the bargaining unitb.labour boards cannot make this determinationc.other processes and rights flow from this decisiond.it is based on management interestsANS:CPTS:1REF:p. 35MSC: Higher order15.Which group does a bargaining unit include?a.managerial employeesb.confidential employees with respect to labour relationsc.supervisorsd.subordinate employeesANS:DPTS:1REF:p. 35-36MSC: Higher order16.What is the rationale for excluding managers from unions?a.They are part of the management team.b.They are involved in planning decisions.c.They have access to confidential information.d.They object to being in a union.ANS:CPTS:1REF:p. 35-36MSC: Remember17.Which of the following remedies can be granted by labour boards?a.establish inquiry commissionb.order last-offer votec.issue cease and desist orders for intimidationd.establish a tripartite boardANS:CPTS:1REF:p. 36, 37MSC: Remember18.What is an example of the duty of representation?a.supporting a troublesome employee’s grievanceb.a free vote for a unionc.“one member, one vote” union democracyd.management consent to a union drive on company timeANS:APTS:1REF:p. 37MSC: Higher order

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Industrial Relations in Canada, 2e2-519.What does “the duty of fair representation” mean?a.Firms must be nondiscriminatory in dealing with employees.b.Employees must treat other employees fairly.c.Unions must represent employees fairly and equally.d.Labour boards must represent both union and nonunion employees equally.ANS:CPTS:1REF:p. 37-38MSC: Higher order20.Which of the following statements defines what “good faith bargaining” is?a.Labour and management must make reasonable offers.b.Both parties must bargain in an honest manner.c.Both parties must make a significant attempt to reach a settlement.d.Both parties must bargain in a cooperative manner.ANS:CPTS:1REF:p. 38MSC: Remember21.Where is the concept of voluntarism most prominent?a.in U.S. labour lawb.in provincial lawc.in Canadian federal lawd.in labour board rulingsANS:APTS:1REF:p. 38MSC: Remember22.Why is conciliation controversial?a.A facilitator imposes a settlement.b.It favours unions because conciliators often take the union side.c.Management takes unfair advantage of normal operations.d.It is always required in labour disputes.ANS:CPTS:1REF:p. 38MSC: Higher order23.Which of the following first contract arbitration models is most difficult to achieve?a.a no-fault approachb.a bad faith bargaining remedyc.a final offer arbitration remedyd.a breakdown in negotiations approachANS:BPTS:1REF:p. 38MSC: Higher order24.Which of the following is a form of dispute resolution common in Canada?a.voluntarismb.certificationc.arbitrationd.discriminationANS:CPTS:1REF:p. 38, 45MSC: Higher order

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