IDRL - Carly class exam questions &
answers6
What factors are most important in determining the success of an organizing drive? -
ANSWERS-- the amount of control over the campaign exerted by the employees targeted by the
campaign
- the amount of participation by those employees in the campaign activities.
- demographic or situational factors in individual workplaces can be more influential on success
rates than the union's actions
- manner in which the campaign is conducted.
What are the legal steps required to achieve certification? - ANSWERS-- an indication of
sufficient membership support for the application - - a description of the desired bargaining unit
(the group of employees that will be represented in collective bargaining with the employer)
- an indication of the employer and the trade union covered by the application
What are some of the tactics employers employ to thwart union organizing drives? - ANSWERS--
compensation
- level of unionization in industry
- dissatisfaction with management / administration
- dissatisfaction with workplace conditions
- union attitudes of co-workers and family
- union attitudes of management
-organizational structure
How do parties prepare for bargaining and set their priorities? - ANSWERS-?????
, What is an "unfair labour practice" and what are some examples? - ANSWERS-- is an action
undertaken by an employer or, less commonly, by a union that has the effect of unduly
influencing the "private decisions" made by the employee in the certification process.
-For example, employers have the right to express their opinion about unionization, but cannot
threaten or intimidate workers. Given their power at the workplace, it can be very challenging
to determine when something is a threat or an expression of opinion.
What are the key steps in an organizing campaign? - ANSWERS-1) employees decided to form
new union/ or / employees decide to join existing union/ or/ union contacts dissatisfied
employees.
2) an information meeting is held to formally asses the level of support for the union and the
likelihood of an organizing campaign resulting in certification
3) organizing committee is formed
4) organizing committee members contact works and have union supports sign documents to
express intent to join get union
5) when sufficient levels of support are reached, an application for certification is made.
6) the labour relations board receiving the application assesses the application
How do parties prepare for bargaining and set their priorities? - ANSWERS-
What actions are considered bargaining in bad faith in Canada? - ANSWERS--outright refusal to
bargain
-surface bargaining (i.e., participating in negotiations but having no intention of
concluding a collective agreement)
- presenting an initial offer, possibly based on an employer survey of union members, as a final
offer—without any justification or rationale—and refusing to negotiate further (This "take it or
leave it" approach is known as Boulwarism, named for a vice-president of General Electric in the
United States in the 1950s who used this bargaining tactic.)
- firing or disciplining union members or negotiators for reasons unrelated to their performance
at work, or for no reason, during the negotiation process
answers6
What factors are most important in determining the success of an organizing drive? -
ANSWERS-- the amount of control over the campaign exerted by the employees targeted by the
campaign
- the amount of participation by those employees in the campaign activities.
- demographic or situational factors in individual workplaces can be more influential on success
rates than the union's actions
- manner in which the campaign is conducted.
What are the legal steps required to achieve certification? - ANSWERS-- an indication of
sufficient membership support for the application - - a description of the desired bargaining unit
(the group of employees that will be represented in collective bargaining with the employer)
- an indication of the employer and the trade union covered by the application
What are some of the tactics employers employ to thwart union organizing drives? - ANSWERS--
compensation
- level of unionization in industry
- dissatisfaction with management / administration
- dissatisfaction with workplace conditions
- union attitudes of co-workers and family
- union attitudes of management
-organizational structure
How do parties prepare for bargaining and set their priorities? - ANSWERS-?????
, What is an "unfair labour practice" and what are some examples? - ANSWERS-- is an action
undertaken by an employer or, less commonly, by a union that has the effect of unduly
influencing the "private decisions" made by the employee in the certification process.
-For example, employers have the right to express their opinion about unionization, but cannot
threaten or intimidate workers. Given their power at the workplace, it can be very challenging
to determine when something is a threat or an expression of opinion.
What are the key steps in an organizing campaign? - ANSWERS-1) employees decided to form
new union/ or / employees decide to join existing union/ or/ union contacts dissatisfied
employees.
2) an information meeting is held to formally asses the level of support for the union and the
likelihood of an organizing campaign resulting in certification
3) organizing committee is formed
4) organizing committee members contact works and have union supports sign documents to
express intent to join get union
5) when sufficient levels of support are reached, an application for certification is made.
6) the labour relations board receiving the application assesses the application
How do parties prepare for bargaining and set their priorities? - ANSWERS-
What actions are considered bargaining in bad faith in Canada? - ANSWERS--outright refusal to
bargain
-surface bargaining (i.e., participating in negotiations but having no intention of
concluding a collective agreement)
- presenting an initial offer, possibly based on an employer survey of union members, as a final
offer—without any justification or rationale—and refusing to negotiate further (This "take it or
leave it" approach is known as Boulwarism, named for a vice-president of General Electric in the
United States in the 1950s who used this bargaining tactic.)
- firing or disciplining union members or negotiators for reasons unrelated to their performance
at work, or for no reason, during the negotiation process
