Labour
CHAPTER 1
INTRODUCTION TO LABOUR RELATIONS
True/False
Relations
1. Some human resource managers use the terms industrial relations and labour relations
interchangeably.
Answer: True
2. There is a consensus on the meaning of the terms industrial relations and labour
relations.
PH SERIES IN HUMAN RESOURCES MANAGEMENT
Answer: False
3. Labour relations are important because they affect both union and non-union
THIRD EDITION employees.
Answer: True
4. Labour relations is defined as the study of all aspects of the union-management
relationship.
Answer: True
5. The issue of improving health and safety in the workplace is within the domain of
industrial relations.
Answer: True
6. Collective bargaining refers exclusively to the negotiation of a contact between the
union and the employer.
Answer: False
7. Unions have equal strength and importance in all provinces.
Answer: False
8. After an employer has been unionized an employee in the bargaining unit cannot
make an agreement with the employer providing for additional vacation time.
Answer: True
LARRY SUFFIELD
Copyright © 2012 Pearson Canada Inc. 1
ANDREW TEMPLER, SERIES EDITOR
,Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations
9. When employees are not represented by a union the employment relationship is 18. “Wrongful dismissal” means that an employer must have a valid reason to terminate
governed by the contract between the parties, common law, and employment an employee.
legislation.
Answer: False
Answer: True
19. It is possible for collective agreements to provide less notice of termination to
10. A unionized employer must give members of the bargaining unit reasonable notice to employees than the common law reasonable notice period.
terminate them.
Answer: True
Answer: False
20. There are studies indicating that unionized employees have lower job satisfaction than
11. The courts have the authority to order employers to reinstate non-union employees non-union employees.
who have been wrongfully dismissed.
Answer: True
Answer: False
21. A systems framework for labour relations contains five elements: the parties,
12. Constructive dismissal means that an employer could not reduce an employee's pay processes, the environment, outputs, and feedback.
by 15% unless the employee consented.
Answer: True
Answer: True
22. The environmental factors affecting labour relations refer exclusively to the economy,
13. Unionization affects the profitability but not the productivity of employers. technology, and legal issues.
Answer: False Answer: False
14. A systems approach to labour relations refers to the industrial relationship, parties, 23. Countries with higher rates of unionization tend to have lower economic inequality.
processes, and outputs.
Answer: True
Answer: False
24. Labour Relations in Canada are viewed as being co-operative in nature.
15. The processes in labour relations refer only to joint union-management activities such
as contract negotiations. Answer: False
Answer: False 25. Some employers and unions have attempted to move to a more collaborative
relationship by agreeing that contract disputes will not be resolved through strikes.
16. Human resource managers and labour relations specialists may have a different
perspective on unions. Answer: True
Answer: True 26. The legal environment hinders collaboration between employers and unions because
it provides that unions cannot agree to give up the right to strike.
17. Without a union, the employment relationship would be governed exclusively by
agreements between employers and individual employees. Answer: False
Answer: False
Copyright © 2012 Pearson Canada Inc. 2 Copyright © 2012 Pearson Canada Inc. 3
,Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations
Multiple Choice d. workplace democracy
e. political economy
1. Labour relations is defined as the study of:
a. employment in union and non-union organizations Answer: b
b. all aspects of the union-management relationship
c. the negotiation and administration of collective agreements 6. A systems framework for labour relations has the following elements:
d. methods to improve union-management relations a. parties, contract negotiation, the environment, outcomes, and feedback
e. compensation in unionized workplaces b. the environment, parties, processes, outcomes, and feedback
c. parties, processes, the environment, outcomes, and legislation
Answer: b d. parties, processes, feedback, and outcomes
e. the environment, parties, processes, outcomes, and collective agreements
2. When a union represents employees:
a. Individual employees can negotiate terms of employment provided that the terms Answer: b
are better than the terms of the collective agreement.
b. Employers are obligated to give reasonable notice when terminating employees. 7. Which of the following is not part of the external environment affecting labour
c. Disputes between the union and the employer are resolved in the courts. relations:
d. Employee job security is reduced. a. grievance process
e. A termination of an employee could be overturned by an arbitrator. b. free trade agreements
c. globalization
Answer: e d. the rate of inflation
e. human rights legislation
3. The unionization of employees at Company A is the least likely to affect:
a. Company A’s compensation costs Answer: a
b. Company A’s productivity
c. job satisfaction of employees at Company A 8. The process component in a systems approach to labour relations includes which of
d. employment standards legislation affecting Company A the following?
e. Company A’s policies and procedures relating to employee dispute resolution a. unilateral action by management
b. unilateral action by unions
Answer: d c. the environment
d. a and b
4. Company A is reducing production because of a decrease in demand for its product. e. a and c
When the company reduces the size of its unionized workforce, which of the
following is correct? Answer: d
a. the union must be given reasonable notice
b. employees must be given reasonable notice 9. Which of the following is not correct regarding feedback in a systems framework for
c. employees must be given the notice provided for in the collective agreement labour relations:
d. younger employees must be laid off first a. Experience with a process could result in a party seeking to change the process.
e. employees cannot be terminated unless the union consents b. The feedback affects only the actors and processes in the system.
c. Outputs of the labour relations system affect the processes used by the parties.
Answer: c d. Outputs of the labour relations system affect the objectives of the parties.
e. Outputs of the labour relations system affect the economy.
5. Dunlop's model of industrial relations systems contains which of the following as
elements? Answer: b
a. the distribution of power in society
b. the context for the system 10. A unionized employee has access to which of the following legal procedures and
c. conflict between employers and employees remedies?
Copyright © 2012 Pearson Canada Inc. 4 Copyright © 2012 Pearson Canada Inc. 5
, Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations
a. a suit for constructive dismissal 15. The values and beliefs of the Canadian public are part of:
b. a suit for wrongful dismissal a. the legal environment
c. reinstatement ordered by an arbitrator b. social environment
d. reinstatement ordered by a judge c. political environment
e. damages awarded by a judge for the breach of the collective agreement d. technological environment
e. economic environment
Answer: c
Answer: b
11. The unionization of employees is the least likely to affect which of the following?
a. job satisfaction of employees 16. Which of the following is correct regarding the issue of employer and union
b. costs of operations for the employer collaboration?
c. job security for employees a. the legal environment may hinder collaboration
d. the reasonable notice employees are entitled to b. the labour relations system is viewed as being collaborative
e. investment decisions made by the employer c. collaboration is universally accepted as being good for both parties
d. collaboration is part of the political economy approach to labour relations
Answer: d e. collaboration is an essential component in a systems approach to labour relations
12. Which of the following is not included in a systems approach to labour relations? Answer: a
a. actors
b. the environment 17. Which of the following is correct regarding a systems framework for labour relations?
c. processes engaged in by the actors a. It establishes that employers are the key actor in labour relations.
d. outputs b. It minimizes the importance of environmental factors.
e. distribution of power in society c. It establishes that contract negotiation is the only process involved in
labour relations.
Answer: e d. It illustrates that the components of the system are self-contained.
e. It illustrates that there are numerous results or outputs.
13. A political economy approach to labour relations emphasizes which of the following?
a. conflict between employer and employee interests Answer: e
b. a web of rules
c. an ideology shared by employers and unions
d. government intervention
e. the values of employers and unions
Answer: a
14. Which of the following is correct regarding the environment component in a systems
approach to labour relations?
a. environmental factors do not effect each other
b. outputs are an element of the system
c. an ideology that binds the system together is an element of the system
d. the distribution of power in society is an element of the system
e. unions and employers may attempt to influence or change their environment
Answer: e
Copyright © 2012 Pearson Canada Inc. 6 Copyright © 2012 Pearson Canada Inc. 7
CHAPTER 1
INTRODUCTION TO LABOUR RELATIONS
True/False
Relations
1. Some human resource managers use the terms industrial relations and labour relations
interchangeably.
Answer: True
2. There is a consensus on the meaning of the terms industrial relations and labour
relations.
PH SERIES IN HUMAN RESOURCES MANAGEMENT
Answer: False
3. Labour relations are important because they affect both union and non-union
THIRD EDITION employees.
Answer: True
4. Labour relations is defined as the study of all aspects of the union-management
relationship.
Answer: True
5. The issue of improving health and safety in the workplace is within the domain of
industrial relations.
Answer: True
6. Collective bargaining refers exclusively to the negotiation of a contact between the
union and the employer.
Answer: False
7. Unions have equal strength and importance in all provinces.
Answer: False
8. After an employer has been unionized an employee in the bargaining unit cannot
make an agreement with the employer providing for additional vacation time.
Answer: True
LARRY SUFFIELD
Copyright © 2012 Pearson Canada Inc. 1
ANDREW TEMPLER, SERIES EDITOR
,Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations
9. When employees are not represented by a union the employment relationship is 18. “Wrongful dismissal” means that an employer must have a valid reason to terminate
governed by the contract between the parties, common law, and employment an employee.
legislation.
Answer: False
Answer: True
19. It is possible for collective agreements to provide less notice of termination to
10. A unionized employer must give members of the bargaining unit reasonable notice to employees than the common law reasonable notice period.
terminate them.
Answer: True
Answer: False
20. There are studies indicating that unionized employees have lower job satisfaction than
11. The courts have the authority to order employers to reinstate non-union employees non-union employees.
who have been wrongfully dismissed.
Answer: True
Answer: False
21. A systems framework for labour relations contains five elements: the parties,
12. Constructive dismissal means that an employer could not reduce an employee's pay processes, the environment, outputs, and feedback.
by 15% unless the employee consented.
Answer: True
Answer: True
22. The environmental factors affecting labour relations refer exclusively to the economy,
13. Unionization affects the profitability but not the productivity of employers. technology, and legal issues.
Answer: False Answer: False
14. A systems approach to labour relations refers to the industrial relationship, parties, 23. Countries with higher rates of unionization tend to have lower economic inequality.
processes, and outputs.
Answer: True
Answer: False
24. Labour Relations in Canada are viewed as being co-operative in nature.
15. The processes in labour relations refer only to joint union-management activities such
as contract negotiations. Answer: False
Answer: False 25. Some employers and unions have attempted to move to a more collaborative
relationship by agreeing that contract disputes will not be resolved through strikes.
16. Human resource managers and labour relations specialists may have a different
perspective on unions. Answer: True
Answer: True 26. The legal environment hinders collaboration between employers and unions because
it provides that unions cannot agree to give up the right to strike.
17. Without a union, the employment relationship would be governed exclusively by
agreements between employers and individual employees. Answer: False
Answer: False
Copyright © 2012 Pearson Canada Inc. 2 Copyright © 2012 Pearson Canada Inc. 3
,Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations
Multiple Choice d. workplace democracy
e. political economy
1. Labour relations is defined as the study of:
a. employment in union and non-union organizations Answer: b
b. all aspects of the union-management relationship
c. the negotiation and administration of collective agreements 6. A systems framework for labour relations has the following elements:
d. methods to improve union-management relations a. parties, contract negotiation, the environment, outcomes, and feedback
e. compensation in unionized workplaces b. the environment, parties, processes, outcomes, and feedback
c. parties, processes, the environment, outcomes, and legislation
Answer: b d. parties, processes, feedback, and outcomes
e. the environment, parties, processes, outcomes, and collective agreements
2. When a union represents employees:
a. Individual employees can negotiate terms of employment provided that the terms Answer: b
are better than the terms of the collective agreement.
b. Employers are obligated to give reasonable notice when terminating employees. 7. Which of the following is not part of the external environment affecting labour
c. Disputes between the union and the employer are resolved in the courts. relations:
d. Employee job security is reduced. a. grievance process
e. A termination of an employee could be overturned by an arbitrator. b. free trade agreements
c. globalization
Answer: e d. the rate of inflation
e. human rights legislation
3. The unionization of employees at Company A is the least likely to affect:
a. Company A’s compensation costs Answer: a
b. Company A’s productivity
c. job satisfaction of employees at Company A 8. The process component in a systems approach to labour relations includes which of
d. employment standards legislation affecting Company A the following?
e. Company A’s policies and procedures relating to employee dispute resolution a. unilateral action by management
b. unilateral action by unions
Answer: d c. the environment
d. a and b
4. Company A is reducing production because of a decrease in demand for its product. e. a and c
When the company reduces the size of its unionized workforce, which of the
following is correct? Answer: d
a. the union must be given reasonable notice
b. employees must be given reasonable notice 9. Which of the following is not correct regarding feedback in a systems framework for
c. employees must be given the notice provided for in the collective agreement labour relations:
d. younger employees must be laid off first a. Experience with a process could result in a party seeking to change the process.
e. employees cannot be terminated unless the union consents b. The feedback affects only the actors and processes in the system.
c. Outputs of the labour relations system affect the processes used by the parties.
Answer: c d. Outputs of the labour relations system affect the objectives of the parties.
e. Outputs of the labour relations system affect the economy.
5. Dunlop's model of industrial relations systems contains which of the following as
elements? Answer: b
a. the distribution of power in society
b. the context for the system 10. A unionized employee has access to which of the following legal procedures and
c. conflict between employers and employees remedies?
Copyright © 2012 Pearson Canada Inc. 4 Copyright © 2012 Pearson Canada Inc. 5
, Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations Labour Relations, 3rd Edition Chapter 1 Introduction to Labour Relations
a. a suit for constructive dismissal 15. The values and beliefs of the Canadian public are part of:
b. a suit for wrongful dismissal a. the legal environment
c. reinstatement ordered by an arbitrator b. social environment
d. reinstatement ordered by a judge c. political environment
e. damages awarded by a judge for the breach of the collective agreement d. technological environment
e. economic environment
Answer: c
Answer: b
11. The unionization of employees is the least likely to affect which of the following?
a. job satisfaction of employees 16. Which of the following is correct regarding the issue of employer and union
b. costs of operations for the employer collaboration?
c. job security for employees a. the legal environment may hinder collaboration
d. the reasonable notice employees are entitled to b. the labour relations system is viewed as being collaborative
e. investment decisions made by the employer c. collaboration is universally accepted as being good for both parties
d. collaboration is part of the political economy approach to labour relations
Answer: d e. collaboration is an essential component in a systems approach to labour relations
12. Which of the following is not included in a systems approach to labour relations? Answer: a
a. actors
b. the environment 17. Which of the following is correct regarding a systems framework for labour relations?
c. processes engaged in by the actors a. It establishes that employers are the key actor in labour relations.
d. outputs b. It minimizes the importance of environmental factors.
e. distribution of power in society c. It establishes that contract negotiation is the only process involved in
labour relations.
Answer: e d. It illustrates that the components of the system are self-contained.
e. It illustrates that there are numerous results or outputs.
13. A political economy approach to labour relations emphasizes which of the following?
a. conflict between employer and employee interests Answer: e
b. a web of rules
c. an ideology shared by employers and unions
d. government intervention
e. the values of employers and unions
Answer: a
14. Which of the following is correct regarding the environment component in a systems
approach to labour relations?
a. environmental factors do not effect each other
b. outputs are an element of the system
c. an ideology that binds the system together is an element of the system
d. the distribution of power in society is an element of the system
e. unions and employers may attempt to influence or change their environment
Answer: e
Copyright © 2012 Pearson Canada Inc. 6 Copyright © 2012 Pearson Canada Inc. 7
