Term
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Definition
| an organization of employees that has the objective of improving the compensation and working conditions of employees |
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Term
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Definition
| the percentage of nonagricultural workers who are union members |
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Term
| Province with Highest Union Density |
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Definition
| Newfoundland and Labrador |
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Term
| Province with Lowest Union Density |
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Definition
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Term
| Industries with High Union Density |
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Definition
| utilities, public administration, education and health care |
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Term
| Industries with Low Union Density |
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Definition
| banking and finance, accommodation and food |
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Term
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Definition
| states in the united states prohibit the compulsory deduction of union dues |
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Term
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Definition
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Term
| Female Union Membership rates |
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Definition
| Higher than Male membership rates |
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Term
| Union Density for youth (15-24) |
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Definition
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Term
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Definition
| organize members of a trade or occupation |
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Term
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Definition
| Organize workers in different occupations in a firm |
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Term
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Definition
| Improving Terms and conditions of work |
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Term
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Definition
| Protecting against arbitrary management action |
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Term
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Definition
| Providing conflict resolution and employee input |
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Term
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Definition
| Pursuing Social and Economic change |
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Term
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Definition
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Term
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Definition
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Term
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Definition
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Term
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Definition
| Grievances and arbitration |
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Term
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Definition
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Term
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Definition
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Term
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Definition
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Term
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Definition
| Union management collaboration |
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Term
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Definition
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Term
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Definition
| is an association of employees with its own officers and constitution |
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Term
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Definition
| a staff person who works for one or more locals providing support |
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Term
| Functions of the Local Union |
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Definition
Negotiation of collective agreements
administration of the collective agreement
collection and processing of union dues
education of members
community service
political action
operation of a hiring hall
organizing workers |
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Term
|
Definition
| locals not affiliated with a parent national or international union |
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Term
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Definition
| is a union whose membership is situated only in canada |
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Term
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Definition
| have members in both Canada in the Unite States, with headquarters typically located in the United States |
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Term
| Functions of National/International Unions |
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Definition
Assisting locals with contract negotiation
Assisting locals with grievances
Providing education and training for union members
providing strike assistance to locals
Engaging in political activity
Organizing Workers |
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Term
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Definition
| refers to a parent union temporarily taking control of a local's management |
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Term
| Labour Federations (Congresses) |
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Definition
| Are associations of unions |
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Term
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Definition
| receives a charter from a labour congress and is not affiliated with a national or international union |
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Term
|
Definition
| refers to one union persuading members of another union to change unions |
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Term
| Functions of the Canadian Labour Congress |
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Definition
Lobbying the federal government regarding employment and labour relations legislation
pursuing economic and social policy favourable to workers at the federal level
managing jurisdictional disputes between unions
enforcing the CLC code of ethics
Education
Maintaining links with labour movements in other countries |
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Term
| Provincial labour federations |
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Definition
| organizations composed of unions in a province who belong to the CLC |
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Term
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Definition
| an association of unions in a municipality or region |
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Term
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Definition
| agreements that prohibit uniionnization (illegal) |
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Term
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Definition
| focuses on the improvement of the terms of employment through negotiation with the employer |
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Term
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Definition
| concerned with broad economic and social change the benefits all of society |
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Term
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Definition
| established the right to organize compulsory bargaining and prohibition of unfair labour practices in the united states |
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Term
| Privy Council Order 1003 (1944) |
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Definition
| established the rights and obligations fundamental to labour relations in Canada |
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Term
| Social Contract Legislation |
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Definition
| rolled back age increases in collective agreements |
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Term
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Definition
| refers to the number of unions, employers, and establishments involved in contract negotiations |
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Term
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Definition
| Refers to negotiations that cover more than one location, bargaining unit, or employer |
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Term
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Definition
| is a centralized bargaining structure in which one negotiation covers all employees in an industry |
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Term
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Definition
| refers to negotiations between one employer and one union for one location |
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Term
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Definition
| involves establishing an agreement with one party and then using the agreement to pressure others |
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Term
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Definition
| a union negotiates an agreement with one employer and then attempts to have it copied with other employers |
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Term
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Definition
| is a negotiation activity whereby limited resources are divided between the parties |
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Term
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Definition
| is negotiation in which the parties objectives are not in conflict and joint gain is possible. |
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Term
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Definition
| refers to the parties relationship and what they do to change it |
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Term
| Intraorganizational bargaining |
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Definition
| refers to activities within each side to build a consensus |
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Term
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Definition
| A relationship where the employer grudgingly accepts the union, and attempts to contain its influence |
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Term
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Definition
| Each of the parties recognize the legitimacy of the other and there is a moderate amount of respect between them |
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Term
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Definition
| the parties completely accept each other's legitimacy and are willing to work together |
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Term
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Definition
| there is a coalition between the union and the employer to pursue common goals and practices that may be illegal. |
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Term
| Factors affecting the union-management relationship |
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Definition
External Economic, Technological and Legal Factors
Personalities of Leaders
Beliefs and Values of Leaders
Experience with Collective Bargaining |
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Term
| First Step in Negotiation Process |
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Definition
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Term
|
Definition
| means that the employer cannot change the terms and conditions of employment |
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Term
| Second Step in Negotiation Process |
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Definition
| Bargaining Teams Selected |
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Term
| Third Step in Negotiation Process |
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Definition
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Term
| Fourth Step in Negotiation Process |
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Definition
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Term
| Fifth Step in Negotiation Process |
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Definition
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Term
| Sixth Step in Negotiation Process |
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Definition
Agreement
Arbitration
Strike/Lockout |
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Term
|
Definition
| a meeting of the union or employer bargaining team |
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Term
|
Definition
| issues that do not involve a direct financial cost |
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Term
|
Definition
| are issues that involve a direct financial cost |
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Term
| Duty to Bargain in Good Faith |
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Definition
| means that both the union and the employer must make reasonable efforts to reach agreement |
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Term
|
Definition
| a legitimate attempt to obtain a favourable agreement |
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Term
|
Definition
| bargaining aimed at avoiding an agreement |
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Term
| Action Deemed to Indicate Bad Faith 1 |
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Definition
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Term
| Action Deemed to Indicate Bad Faith 2 |
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Definition
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Term
| Action Deemed to Indicate Bad Faith 3 |
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Definition
| Objections to composition of a bargaining team |
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Term
| Action Deemed to Indicate Bad Faith 4 |
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Definition
| unlawful strike or lockout threats |
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Term
| Action Deemed to Indicate Bad Faith 5 |
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Definition
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Term
| Action Deemed to Indicate Bad Faith 6 |
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Definition
| Failing to provide information |
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Term
| Action Deemed to Indicate Bad Faith 7 |
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Definition
| Failing to Explain Proposals |
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Term
| Action Deemed to Indicate Bad Faith 8 |
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Definition
| Changing position without justification |
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Term
| Action Deemed to Indicate Bad Faith 9 |
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Definition
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Term
| Action Deemed to Indicate Bad Faith 10 |
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Definition
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Term
| First Contract Arbitration |
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Definition
| provides for the imposition of an agreement where efforts to reach a first contract have failed |
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Term
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Definition
| is a negotiating party's bottom line the least favourable offer it will accept |
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Term
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Definition
| is the result a negotiation party hopes to achieve |
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Term
|
Definition
| is a party's first offer or demand in negotiations |
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Term
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Definition
| is a vote by employees on an offer made by the employer |
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Term
|
Definition
| a vote in which employees approve or reject an agreement that has been negotiated |
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Term
| Interest Based Bargaining |
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Definition
| an approach to negotiations in which the parties use problem solving and attempt to find a settlement that produces gains for both |
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Term
|
Definition
| a rule that summarizes the requirement that employees must obey management instructions and file a grievance at a later time |
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Term
| Functions of Grievance and Arbitration Process |
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Definition
Provides a dispute settlement mechanism
ensures compliance with the collective agreement
provides a forum for additional bargaining during the term of the collective agreement |
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Term
| Grievance and arbitration Benefits to the Employer, Union and Employees |
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Definition
Settles disputes without interruption of work
settles disputes prior to next round of negotiations |
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Term
| Grievance and Arbitration benefits to management |
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Definition
provides a communication or consultation mechanism
establishes a check on the quality and consistency of management decisions
Provides a voice mechanism which reduces turnover |
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Term
| Grievance and Arbitration Benefits to unions and union officials |
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Definition
provides a potential pressure tactic
provides a method to oppose or resist management directives |
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Term
| Grievance and Arbitration benefits to Employees |
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Definition
Provides a review of workplace decisions by outside party
Increases job security |
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Term
|
Definition
| is the number of grievances filed divided by the number of employees in the bargaining unit |
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Term
| Ownership of the Grievance |
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Definition
| refers to the issue of who decides whether a grievance is filed, settled, withdrawn, or referred to arbitration |
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Term
| Privileged Communications |
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Definition
| refers to discussions that cannot be referred to at an arbitration hearing |
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Term
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Definition
| Documents cannot be referred to at a subsequent arbitration hearing |
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Term
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Definition
| is a legal concept that if a party does not object to a procedural error it cannot raise the issue later |
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Term
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Definition
| a document that sets out the terms of an agreement to resolve a grievance |
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Term
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Definition
| is a basis for settlement that means it cannot be referred to in any subsequent proceedings |
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Term
|
Definition
| refers to the resolution of a dispute relating to the administration of a collective agreement |
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Term
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Definition
| refers to the determination of the terms of a collective agreement |
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Term
| Agreed Statement of Facts |
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Definition
| sets out the matters that the parties have agreed upon |
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Term
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Definition
| Refers to who must prove the facts in dispute |
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Term
| Argument in the Alternative |
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Definition
| refers to a party making an argument it wishes the arbitrator to accept if its primary argument is not accepted |
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Term
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Definition
| refers to whether an arbitrator has authority to hear a dispute |
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Term
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Definition
| a legal concept providing that if a party makes a representation that an issue will be dealt with in a manner different from the provision of the collective agreement, it will not be able to later insist upon the collective agreement being enforced as written |
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Term
|
Definition
| is a doctrine providing that if an employee has been guilty of an act of misconduct the employer is allowed to take into consideration the employer's previous record in determining the appropriate penalty |
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Term
|
Definition
| means the the employer imposes a lesser penalty for a first offense and applies more severe penalties if there is further misconduct |
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Term
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Definition
| provides that an employee guilty of misconduct will be retained or reinstated subject to conditions being met and will be discharged if the agreement is breached |
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Term
|
Definition
| refers to the reduction of hours for some employees |
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Term
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Definition
| is absenteeism in which the employee is at fault or there is blameworthy conduct |
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Term
|
Definition
| is absenteeism where the employee has no control over the absence from work |
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Term
| Duty of Fair Representation |
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Definition
| prohibits the union from acting in a manner that is arbitrary, discriminatory or in bad faith |
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Term
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Definition
| enables faster resolution of disputes referred to arbitration by providing for shorter time limits in the process |
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Term
|
Definition
| is a confidential process in which a mediator helps the parties negotiate a settlement to a grievance |
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Term
|
Definition
Improving terms and conditions of work
Protecting against arbitrary management action
Providing conflict resolution and employee input
Pursuing social and economic change |
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Term
| Union Processes and Methods |
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Definition
Organizing employees
Contract negotiation
Strikes and boycotts
Grievances and arbitration
Court (legal) action
Political activity
Public relations
Union-management collaboration
Other unilateral action |
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Term
| Functions of A Labour Council |
|
Definition
Political activity
Training and education
Community work
Assisting locals on strike |
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Term
| Union Density Canada vs. US |
|
Definition
Political Environment: more favourable to unions in Canada
Legal Environment: more favourable to unions in Canada
Union Organizing Efforts: greater in Canada
Employer Opposition: greater in U.S. |
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Term
|
Definition
| Large Number of Small Unions |
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Term
|
Definition
| shift from dominance by international to national unions |
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Term
|
Definition
Stage One Establishing Range
Stage two Search Phase
Stage three Crisis Phase |
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Term
|
Definition
| Is the study of employment in union and non union organizations |
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Term
|
Definition
| is all aspects of the uion management relationship including te establishment of union bargaining rights, the negotiation process, and the administration of a collective agreement |
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Term
|
Definition
| refers to the rules of law that originate from the decisions of judges |
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Term
|
Definition
| is the notice period employers are required to provide to employee on the basis of factors, including age, position, and length of service |
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Term
|
Definition
| Is a rule of law providing that fundamental changes made by a non-union employer to the terms of employment |
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Term
| Macroeconomic environment |
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Definition
| is the growth rate, unemployment rate, and the rate of inflation in the economy |
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Term
|
Definition
| Wages that have no been adjusted for inflation |
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Term
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Definition
| are wages that have been adjusted for inflation |
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Term
|
Definition
| consists of changes in government spending and taxation to regulate employment levels and inflation |
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Term
|
Definition
| consists f changes in the interest rate to regulate employment levels and inflation |
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Term
| Price Elasticity of Demand |
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Definition
| Refers to how much a change in price affects demand |
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Term
|
Definition
| exists when the demand for a product is more price-responsive |
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Term
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Definition
| Exists when the demand for a product is less price-responsive |
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Term
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Definition
| is employment in other than traditional full time work. part time and temporary |
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Term
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Definition
| Is the trend towards international agreements that reduce tariff barriers between countries |
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Term
| Federally Regulated Employers |
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Definition
| Those subject to federal employment and labour relation |
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Term
|
Definition
| Is picketing at a place other than the location of the labour dispute |
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Term
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Definition
| Negotiation over employer demands for reductions in wages and benefits |
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Term
| Labour Relations Strategy |
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Definition
| how an employer deals with the unionization of its employees |
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Term
|
Definition
| refers to the basis on which a firm competes |
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Term
|
Definition
| is a competitive strategy based on having the lowest price |
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Term
|
Definition
| competitive strategy based on having a distinctive or unique product |
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Term
|
Definition
| an employer strategy of attempting to remain union free |
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Term
|
Definition
| Strategy aimed at preventing unionization using legal means to convince employees they do not need a union |
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Term
|
Definition
| A strategy in which the employer remains neutral in an organizing attempt and if the attempt is successful tries to negotiate the best deal with the union |
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Term
|
Definition
| A strategy in which the employer attempts to limit the further spread of unionization in the organization |
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Term
|
Definition
| strategy involves the employer attempting to rid itself of any unions |
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Term
| High Commitment HR Strategy |
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Definition
| involves the adoption of better technology and requires investment in training and development of human resources |
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Term
| Low Commitment HR Strategy |
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Definition
| involves traditional production methods, and a low emphasis on development of workforce skills |
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Term
|
Definition
| an independent body responsible for the administration of labour relations legislation |
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Term
| Voluntary Recognition Agreement |
|
Definition
| an agreement between a union and an employer providing that the employer recognizes the union as the bargaining agent for employess |
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Term
|
Definition
| A way for a union to obtain bargaining rights for employees by applying to the Labour Relations Board |
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Term
|
Definition
| a group of employees who work on the campaign to sign up union members |
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Term
|
Definition
| Determines if an individual is an employee by considering control, ownership of tools, opportunity for profit, and risk of loss |
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Term
|
Definition
| Process through which a union's right to represent employees is terminated by the labour relations board |
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Term
|
Definition
| the time span within which a second union can apply for certification |
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Term
|
Definition
| a secret ballot vote to determine if employees want a union to represent them |
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Term
|
Definition
| a period when the employer is prohibited from making changes in the terms of employement unless the change is carrying on business as usual |
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Term
|
Definition
| protect the rights of the union and any collective agreement if a business is sold |
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Term
|
Definition
| are provisions that must be included in collective agreements because they are required by legislation |
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Term
|
Definition
| are provisions that the parties agree to include in the collective agreement, however they are not required by legislation |
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Term
|
Definition
| a term in a collective agreement providing that the employer recognizes the union as the bargaining agent for a specified group of employees |
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Term
|
Definition
| Must be met and the grievance could be dismissed if a step is not taken within the time allowed |
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Term
|
Definition
| Viewed as a guide and it is possible that the grievance will be allowed to proceed even if the time limit is not met |
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Term
|
Definition
| the deduction of union dues from employees' pay by the employer and remittance of the dues to the union |
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Term
|
Definition
| a collective agreement term requiring the deduction of union dues from all employees in the bargaining unit |
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Term
|
Definition
| where an individual must be a union member before being hired; new employees are hired through the union |
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Term
|
Definition
| A place of work in which union membership is not required to obtain a job or to continue employment |
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Term
|
Definition
| Where new employees do not have to be union members to be hired, bu must become union members within a specified number of days |
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Term
| Maintenance of Membership |
|
Definition
| where employees are not required to join the union as a condition of employment but all workers who voluntarily join must maintain their membership for the duration of the agreement as a condition of employment |
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Term
|
Definition
| where non-union employees already employed do not have to join the union but all new employees must join, and those already members must remain in the union |
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Term
|
Definition
| an article providing that management retains the authority to manage the organization, except as otherwise provided in the collective agreement |
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Term
| Reserved or residual rights |
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Definition
| a theory that the employer has all rights to manage the organization except as expressly restricted by the collective agreement |
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Term
|
Definition
| occurs when an employer arranges for another firm to do work that could be done by the employer's own employees |
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Term
|
Definition
| is a provision that specified union officers will be the last to be laid off |
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Term
|
Definition
| is a contract term providing that an employee is dismissed if he or she is absent for a specified time |
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Term
| Sufficient Ability Clause |
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Definition
| a provision that the employee with the most seniority is awarded a job provided he or she has enough ability |
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Term
| Relative or competitive ability clause |
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Definition
| a provision that seniority will only be referred to if the skill and ability of two employees competing for a job are relatively equal |
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Term
|
Definition
| Provision combines sufficient and relative ability |
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Term
| COLA Cost of Living Allowances |
|
Definition
| provisions that provide an increase in pay for employees based on a formula linked to the rate of inflation |
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Term
| are ministry representatives who attempt to assist the parties to reach an agreement |
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Definition
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Term
|
Definition
| a three person panel that hears the parties and makes recommendations for a settlement |
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Term
|
Definition
| the time the parties must wait after conciliation before they can strike or lockout |
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Term
|
Definition
| confirms that a conciliation board will not be appointed and begins the countdown to a strike or lockout |
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Term
|
Definition
| refers to parties unwillingness to make concessions during negotiation |
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Term
|
Definition
| refers to the parties losing the capability to negotiate their own agreement |
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Term
|
Definition
| a type of arbitration in which the arbitrator chooses between the union's and employer's offers |
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Term
| Total Package Final Offer Selection |
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Definition
| the arbitrator selects all of the union's or the employer's offer |
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Term
| Item by Item offer selection |
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Definition
| the arbitrator chooses between the union and the employer offers separately for each contract issue |
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Term
|
Definition
| the third party first acts as a mediator and if no agreement is reached they act as an arbitrator and settles the dispute |
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Term
|
Definition
| ends a strike or lockout and usually imposes arbitration |
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Term
|
Definition
| is a work slowdown carried out by strictly adhering to work rules and the collective agreement |
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Term
|
Definition
| occur when employees at different locations alternately stop working |
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Term
|
Definition
| Allow employees to refuse to work with goods associated with an employer engaged in a labour dispute |
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Term
|
Definition
| Holds that an arbitration award should reflect the agreement that the parties would have reached in negotiations |
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Term
| Designated or Controlled Strike |
|
Definition
| employees have the right to strike but a specified number of employees must continue working to provide essential services to the public |
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Term
|
Definition
| an upward pressure on non-union wags caused by the possibility that employees may unionize |
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Term
|
Definition
| is a downward pressure on non-union wages caused by an increased supply of labour in the non-union sector |
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Term
| Tayloristic Work Principles |
|
Definition
| Include the separation of management and work activities and increasing efficiency through specialization |
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Term
|
Definition
| Emphasizes protection of jobs by controlling management and entails an adversarial relationship |
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Term
|
Definition
| are groups of employees who investigate problems relating to quality and make recommendations to management for improvements |
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Term
|
Definition
| are teams of employees that consider issues and make recommendations to management |
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|
Term
| Employee Management Committees |
|
Definition
| Are ongoing groups made up of management and employee representatives who advise management |
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Term
|
Definition
| groups of employees that take on functions previously performed by management |
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Term
|
Definition
| A system in which mangement shares decision making authority with the union |
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Term
|
Definition
| The organizing tactic of encouraging union members to take jobs in non-union establishments and having them work on organizing the workplace from the inside |
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