Short-answer questions

Who are the stakeholders in industrial relations?

  • •Government

  • •Organization

  • •Managers

  • •Employees

  • •Unions

What are the internal and external influences on industrial relations?

  • • Economic (wages, supply/demand of labour)

  • • Organization (reputation, status, internal strategies/goals)

  • •The Job (hours, job tasks, tech)

  • • Legislation (common law, statutory law, collective bargaining law)

  • • Ecological (climate, natural resources)

  • • Political (legislative actions)

What are some of the worker rights that you have today?

  • right to refuse unsafe work

  • oMinimum wage

  • oBreaks

  • oPaid overtime

  • Protection from discrimination

What are union dues (dues check-off)?

  • Unions dues are payments made to unionized employees

What is the process for union certification in Ontario?

  • worker have to apply for union membership.

  • if at least 40% of workers sign, then a secret ballot will be held

  • if majority votes in favour of unionizing

  • The union is certified asa bargaining agent

What is a bargaining unit?

  • A group of employees in an organization that are eligible to be represented by a union

Why can’t management be part of the bargaining unit?

  • Conflict of interest

Can HR be part of a bargaining unit? Why or why not?

  • No, because of the conflict of interest.

What are some examples of bad-faith bargaining?

  • Cancellation of bargaining sessions

  • Delays or extended periods of unavailability for bargaining

  • Imposing conditions on bargaining

  • Refusal to provide information

  • Refusal to meet and unreasonable meeting sites 

  • Surface bargaining

  • By-passing the union/direct dealing

  • Withdrawal of accepted offers

  • Refusal to sign a written agreement

How does collective bargaining differ from individual negotiations?

A.Individual negotiations get more emotional.

B.Individual negotiations need to consider other stakeholders.

C.Collective bargaining involves an ongoing relationship. - coreect

D.Collective bargaining is more efficient.

What are the five clauses typically found in collective agreements?

  • Rights of the Parties

  • Working Conditions

  • Organization of Work

  • Education, Training and Development

  • Labour Relations Processes 

What is red-circling (wage protection)? 

  •  Protecting employees’ pay at a level higher than the normal rate of their current job


What is senority?

This means that people who have worked at a company the longest have the highest level of seniority. Those with more history may be able to get a higher rank or status within their company and may enjoy additional privileges.

What is bumping?

  •  A process by which senior employees pass on their layoff to less senior employees

Collective bargaining;

The process where managers and union come together to create the collective agreemnt

wild cat strike;

an illegal strike that happens during the terms of the collective agreemnt

work to rule;

a kin dof strike that workers do where they only have to do the bare minimjun

grievance denied ;

managers win basically

The grievance process is a formal procedure used to address and resolve workplace disputes or complaints raised by employees. The specific steps in the grievance process can vary based on organizational policies, labor agreements, and local laws. However, here is a general outline of the typical steps involved in a grievance process:

1. Informal Discussion:

- Before initiating a formal grievance, employees are often encouraged to first attempt to resolve the issue through informal discussions. This may involve talking to a supervisor, manager, or HR representative to express concerns and seek resolution.

2. Formal Grievance Filing:

- If the issue is not resolved informally, the employee may choose to file a formal grievance. This typically involves submitting a written complaint to the appropriate party, such as a supervisor, HR department, or union representative, depending on the organizational structure.

3. Grievance Meeting:

- Once the formal grievance is filed, a meeting is scheduled between the employee and the appropriate representative (often a supervisor or HR representative) to discuss the details of the grievance. During this meeting, the employee presents their case, and the company representative may ask questions for clarification.

4. Investigation:

- After the grievance meeting, the organization conducts an investigation into the matter. This may involve gathering relevant information, interviewing witnesses, and reviewing documents. The goal is to obtain a comprehensive understanding of the issue.

5. Resolution Meeting:

- Following the investigation, a resolution meeting is scheduled. This meeting involves the employee, the representative of the organization (such as a manager or HR representative), and potentially a union representative if applicable. The parties discuss the findings of the investigation and work toward a resolution.

6. Written Decision:

- After the resolution meeting, the organization provides a written decision outlining the outcome of the grievance process. This document typically includes the reasons for the decision and any actions that will be taken to resolve the issue.

7. Appeal Process:

- Some organizations have an appeal process in place to allow employees to challenge the outcome of the grievance decision if they are not satisfied. This may involve escalating the grievance to a higher level of management or involving a neutral third party.

8. Resolution and Implementation:

- If the grievance is resolved, the organization implements any agreed-upon actions to address the issue. This may include corrective actions, policy changes, or other measures aimed at preventing similar grievances in the future.

9. Follow-Up:

- Organizations often conduct follow-up assessments to ensure that the resolution is effective and that the workplace remains free from the issues raised in the grievance.

It's important to note that the grievance process is designed to be fair and impartial, providing employees with a mechanism to address concerns and disputes in the workplace. The specific steps and procedures can vary, so employees should refer to their organization's policies or collective bargaining agreements for detailed information on the grievance process in their workplace.