Question 1

The management rights article allows the employer to establish the requirements for a job without the possibility of a challenge by the union.

Accepted Answer

A) True 
 B)False

Question 2

Employees on layoff should be notified of any job vacancies posted.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following is correct regarding an arbitration hearing:

Accepted Answer

A) Lawyers must represent the parties. 
B) The hearing is normally held at the workplace. 
C) The arbitrator rules upon the admissibility of evidence. 
D) The union bears the burden of proof. 
E) The arbitrator renders a decision immediately after the parties have made their final arguments. 
A) Lawyers must represent the parties. 
B) The hearing is normally held at the workplace. 
C) The arbitrator rules upon the admissibility of evidence. 
D) The union bears the burden of proof. 
E) The arbitrator renders a decision immediately after the parties have made their final arguments.

Question 4

The collective agreement provides that if a dispute between the parties cannot be settled the issue is referred to:

Accepted Answer

A) the courts 
B) interest arbitration 
C) rights arbitration 
D) mediation 
E) a strike or lockout 
A) the courts 
B) interest arbitration 
C) rights arbitration 
D) mediation 
E) a strike or lockout

Question 5

An agreed statement of facts will shorten the length of an arbitration hearing.

Accepted Answer

A) True 
 B)False

Question 6

The "obey now, grieve later" principle means that an employee can never refuse to comply with a management directive.

Accepted Answer

A) True 
 B)False

Question 7

When an arbitrator reviews the discipline imposed by the employer for employee misconduct, the arbitrator can increase the discipline.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following is correct regarding a grievance relating to the job posting and selection process:

Accepted Answer

A) The employer can rely upon the management rights article to establish any job requirements. 
B) The selection decision must be based on the job requirements set out in the job posting. 
C) An arbitrator will review the job requirements; however, an arbitrator will not review the employer's decision regarding which employee meets the requirements. 
D) If it is determined that the job posting process was flawed, arbitrators always order the process to be repeated. 
E) The employer bears the burden of proof. 
A) The employer can rely upon the management rights article to establish any job requirements. 
B) The selection decision must be based on the job requirements set out in the job posting. 
C) An arbitrator will review the job requirements; however, an arbitrator will not review the employer's decision regarding which employee meets the requirements. 
D) If it is determined that the job posting process was flawed, arbitrators always order the process to be repeated. 
E) The employer bears the burden of proof.

Question 9

To deal with the problem of delay in the rights arbitration process most jurisdictions have provided for which of the following in labour relations legislation:

Accepted Answer

A) conciliation 
B) mediation 
C) fact-finding 
D) interest arbitration 
E) expedited arbitration 
A) conciliation 
B) mediation 
C) fact-finding 
D) interest arbitration 
E) expedited arbitration

Question 10

Culminating incident is a doctrine providing that an employer can conduct a review of the employee's record on a periodic basis and discharge the employee for past misconduct.

Accepted Answer

A) True 
 B)False

Question 11

An employer has a rule that prohibits smoking inside the building.An employee who was caught smoking in a washroom has been suspended.The employee wants to have the suspension reduced or reversed.Which of the following is correct in most situations:

Accepted Answer

A) The union must file a grievance and refer it to arbitration. 
B) The union must file a grievance and obtain the employee's consent to settle the grievance. 
C) The union can file a grievance and settle the dispute without the employee's consent. 
D) If the union refuses to refer a grievance to arbitration the employee can sue the employer. 
E) If the union refuses to refer a grievance to arbitration the employee can sue the union. 
A) The union must file a grievance and refer it to arbitration. 
B) The union must file a grievance and obtain the employee's consent to settle the grievance. 
C) The union can file a grievance and settle the dispute without the employee's consent. 
D) If the union refuses to refer a grievance to arbitration the employee can sue the employer. 
E) If the union refuses to refer a grievance to arbitration the employee can sue the union.

Question 12

The decisions of arbitrators are not subject to review.

Accepted Answer

A) True 
 B)False

Question 13

A collective agreement provides that when overtime is assigned employees must be given six hours notice.The employer has assigned overtime providing employees with only three hours notice.What should employees and the union do in this situation:

Accepted Answer

A) refuse to work the overtime 
B) work the overtime and sue the employer 
C) work the overtime; however, restrict output so that the employer will provide adequate notice in the future 
D) file a complaint with the Labour Relations Board 
E) work the overtime and file a grievance 
A) refuse to work the overtime 
B) work the overtime and sue the employer 
C) work the overtime; however, restrict output so that the employer will provide adequate notice in the future 
D) file a complaint with the Labour Relations Board 
E) work the overtime and file a grievance

Question 14

A reduction in hours for all employees is a constructive lay off.

Accepted Answer

A) True 
 B)False

The management rights article allows the employer to establish the requirements for a job without the possibility of a challenge by the union.

Employees on layoff should be notified of any job vacancies posted.

Which of the following is correct regarding an arbitration hearing:

The collective agreement provides that if a dispute between the parties cannot be settled the issue is referred to:

An agreed statement of facts will shorten the length of an arbitration hearing.

The "obey now, grieve later" principle means that an employee can never refuse to comply with a management directive.

When an arbitrator reviews the discipline imposed by the employer for employee misconduct, the arbitrator can increase the discipline.

Which of the following is correct regarding a grievance relating to the job posting and selection process:

To deal with the problem of delay in the rights arbitration process most jurisdictions have provided for which of the following in labour relations legislation:

Culminating incident is a doctrine providing that an employer can conduct a review of the employee's record on a periodic basis and discharge the employee for past misconduct.

An employer has a rule that prohibits smoking inside the building.An employee who was caught smoking in a washroom has been suspended.The employee wants to have the suspension reduced or reversed.Which of the following is correct in most situations:

The decisions of arbitrators are not subject to review.

A collective agreement provides that when overtime is assigned employees must be given six hours notice.The employer has assigned overtime providing employees with only three hours notice.What should employees and the union do in this situation:

A reduction in hours for all employees is a constructive lay off.

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

Negotiation of the Collective Agreement

Contract Dispute Resolution, Strikes, and Lockouts

Public Sector Labour Relations

Summary and Future of Labour

Filters

Exam 9: Administration of the Collective Agreement

The management rights article allows the employer to establish the requirements for a job without the possibility of a challenge by the union.

Employees on layoff should be notified of any job vacancies posted.

Which of the following is correct regarding an arbitration hearing:

The collective agreement provides that if a dispute between the parties cannot be settled the issue is referred to:

An agreed statement of facts will shorten the length of an arbitration hearing.

The "obey now, grieve later" principle means that an employee can never refuse to comply with a management directive.

When an arbitrator reviews the discipline imposed by the employer for employee misconduct, the arbitrator can increase the discipline.

Which of the following is correct regarding a grievance relating to the job posting and selection process:

To deal with the problem of delay in the rights arbitration process most jurisdictions have provided for which of the following in labour relations legislation:

Culminating incident is a doctrine providing that an employer can conduct a review of the employee's record on a periodic basis and discharge the employee for past misconduct.

An employer has a rule that prohibits smoking inside the building.An employee who was caught smoking in a washroom has been suspended.The employee wants to have the suspension reduced or reversed.Which of the following is correct in most situations:

The decisions of arbitrators are not subject to review.

A collective agreement provides that when overtime is assigned employees must be given six hours notice.The employer has assigned overtime providing employees with only three hours notice.What should employees and the union do in this situation:

A reduction in hours for all employees is a constructive lay off.

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

Negotiation of the Collective Agreement

Contract Dispute Resolution, Strikes, and Lockouts

Public Sector Labour Relations

Summary and Future of Labour

Filters