Question 1

Any communication from an employer to bargaining unit employees during contract negotiations is a breach of the duty to bargain in good faith.

Accepted Answer

A) True 
 B)False

Question 2

After contract negotiations have been going on for an extended time it appears that a union negotiator will likely have to make a concession to reach an agreement.The concession will significantly affect half of the bargaining unit.The union negotiator is considering how to avoid a backlash from the bargaining unit members affected.This situation illustrates which of the following?

Accepted Answer

A)  integrative bargaining 
B)  collusive bargaining 
C)  distributive bargaining 
D)  intraorganizational bargaining 
E)  attitudinal structuring 
A)  integrative bargaining 
B)  collusive bargaining 
C)  distributive bargaining 
D)  intraorganizational bargaining 
E)  attitudinal structuring

Question 3

Where labour costs represent a small portion of the employer's total costs of operation the union is in a stronger bargaining position.

Accepted Answer

A) True 
 B)False

Question 4

In most jurisdictions an employer is allowed to use replacement workers during a strike.

Accepted Answer

A) True 
 B)False

Question 5

The negotiation of a collective agreement is more complex than other business negotiations.

Accepted Answer

A) True 
 B)False

Question 6

The duty to bargain in good faith requires the employer to:

Accepted Answer

A)  make concessions to reach an agreement 
B)  explain its proposals to the union negotiating team 
C)  agree to changes in the bargaining unit 
D)  explain its proposals to the bargaining unit 
E)  agree to mandatory union membership for bargaining unit employees 
A)  make concessions to reach an agreement 
B)  explain its proposals to the union negotiating team 
C)  agree to changes in the bargaining unit 
D)  explain its proposals to the bargaining unit 
E)  agree to mandatory union membership for bargaining unit employees

Question 7

Your employer has assigned you to the company bargaining team and you will be meeting with the union negotiating team shortly.You have been asked about the duty to bargain in good faith.Explain this duty and make four recommendations to ensure that the employer meets its obligation to bargain in good faith.

Accepted Answer

The duty to bargain in good faith is a l

Question 8

An employer and a union have been negotiating the renewal of a collective agreement for eight months.At the last negotiation session,the employer explained its final offer to the union bargaining team.The employer maintained that a wage freeze was required in the first year of the agreement in order for the employer to stay in business.Subsequently the employer sent a letter to employees in the bargaining unit outlining its final offer.This situation best illustrates:

Accepted Answer

A)  bargaining in bad faith 
B)  surface bargaining 
C)  hard bargaining 
D)  integrative bargaining 
E)  intraorganizational bargaining 
A)  bargaining in bad faith 
B)  surface bargaining 
C)  hard bargaining 
D)  integrative bargaining 
E)  intraorganizational bargaining

Question 9

Interest-based bargaining may be combined with traditional positional bargaining.

Accepted Answer

A) True 
 B)False

Question 10

The issue of who is bargaining with whom is the core of the concept of:

Accepted Answer

A)  centralized bargaining 
B)  decentralized bargaining 
C)  bargaining structure 
D)  distributive bargaining 
E)  integrative bargaining 
A)  centralized bargaining 
B)  decentralized bargaining 
C)  bargaining structure 
D)  distributive bargaining 
E)  integrative bargaining

Question 11

Define and illustrate the union's resistance point,target point,and initial demand and management's resistance point,target point and initial offer for the issue of wages when there is a settlement zone.

Accepted Answer

The union's resistance point is the lowe

Question 12

A union's resistance point is the least favourable offer that it will accept.

Accepted Answer

A) True 
 B)False

Question 13

A certification by a Labour Relations Board grants a union the right to bargain for employees situated at one or more locations of an employer.

Accepted Answer

A) True 
 B)False

Question 14

Explain five factors that would increase the bargaining power of an employer in contract negotiations.

Accepted Answer

1. Market demand for specific skills: If

Question 15

One model considering the relationship between the union and the employer has classified the possible relationships into types as follows:

Accepted Answer

A)  conflict, containment-aggression, Bulwarism, integrative, collusion 
B)  conflict, containment-aggression, accommodation, co-operative, crisis 
C)  conflict, containment-aggression, accommodation, co-operative, collusion 
D)  integrative, containment-aggression, accommodation, co-operative, collusion 
E)  distributive, containment-aggression, accommodation, co-operative, collusion 
A)  conflict, containment-aggression, Bulwarism, integrative, collusion 
B)  conflict, containment-aggression, accommodation, co-operative, crisis 
C)  conflict, containment-aggression, accommodation, co-operative, collusion 
D)  integrative, containment-aggression, accommodation, co-operative, collusion 
E)  distributive, containment-aggression, accommodation, co-operative, collusion

Question 16

At the first negotiation session the union and employer bargaining teams are determined.

Accepted Answer

A) True 
 B)False

Question 17

A union is preparing to negotiate the renewal of a collective agreement.Which of the following is the least likely to be a factor affecting the demands made by the union?

Accepted Answer

A)  input received from bargaining unit members 
B)  arbitration decisions interpreting the collective agreement 
C)  input from the national or international union 
D)  the business plans of the employer 
E)  economic forecasts 
A)  input received from bargaining unit members 
B)  arbitration decisions interpreting the collective agreement 
C)  input from the national or international union 
D)  the business plans of the employer 
E)  economic forecasts

Any communication from an employer to bargaining unit employees during contract negotiations is a breach of the duty to bargain in good faith.

Where labour costs represent a small portion of the employer's total costs of operation the union is in a stronger bargaining position.

In most jurisdictions an employer is allowed to use replacement workers during a strike.

The negotiation of a collective agreement is more complex than other business negotiations.

The duty to bargain in good faith requires the employer to:

Interest-based bargaining may be combined with traditional positional bargaining.

The issue of who is bargaining with whom is the core of the concept of:

Define and illustrate the union's resistance point,target point,and initial demand and management's resistance point,target point and initial offer for the issue of wages when there is a settlement zone.

A union's resistance point is the least favourable offer that it will accept.

A certification by a Labour Relations Board grants a union the right to bargain for employees situated at one or more locations of an employer.

Explain five factors that would increase the bargaining power of an employer in contract negotiations.

One model considering the relationship between the union and the employer has classified the possible relationships into types as follows:

At the first negotiation session the union and employer bargaining teams are determined.

A union is preparing to negotiate the renewal of a collective agreement.Which of the following is the least likely to be a factor affecting the demands made by the union?

Introduction to Labour Relations

The Environment

Unions: Objectives, Processes, Structure, and History

Employers: Objectives, Processes, and Strategy

Governments, Labour Relations Boards, and Other Parties

Collective Bargaining Rights

The Collective Agreement

Administration of the Collective Agreement

Contract Dispute Resolution, Strikes, and Lockouts

Public Sector Labour Relations

Summary and Future of Labour Relations

Filters

Exam 8: Negotiation of the Collective Agreement

Any communication from an employer to bargaining unit employees during contract negotiations is a breach of the duty to bargain in good faith.

Where labour costs represent a small portion of the employer's total costs of operation the union is in a stronger bargaining position.

In most jurisdictions an employer is allowed to use replacement workers during a strike.

The negotiation of a collective agreement is more complex than other business negotiations.

The duty to bargain in good faith requires the employer to:

Interest-based bargaining may be combined with traditional positional bargaining.

The issue of who is bargaining with whom is the core of the concept of:

Define and illustrate the union's resistance point,target point,and initial demand and management's resistance point,target point and initial offer for the issue of wages when there is a settlement zone.

A union's resistance point is the least favourable offer that it will accept.

A certification by a Labour Relations Board grants a union the right to bargain for employees situated at one or more locations of an employer.

Explain five factors that would increase the bargaining power of an employer in contract negotiations.

One model considering the relationship between the union and the employer has classified the possible relationships into types as follows:

At the first negotiation session the union and employer bargaining teams are determined.

A union is preparing to negotiate the renewal of a collective agreement.Which of the following is the least likely to be a factor affecting the demands made by the union?

Introduction to Labour Relations

The Environment

Unions: Objectives, Processes, Structure, and History

Employers: Objectives, Processes, and Strategy

Governments, Labour Relations Boards, and Other Parties

Collective Bargaining Rights

The Collective Agreement

Administration of the Collective Agreement

Contract Dispute Resolution, Strikes, and Lockouts

Public Sector Labour Relations

Summary and Future of Labour Relations

Filters