Question Correct 2.00 points out of 2.00 How does this particular Canadian Union select the members of its bargaining committee? Select one: 4 a. elected Union officers appoint them b. employer representatives appoint them c. through a lottery d. by election e. by government appointment Your answer is correct. The correct answer is: by election
Question 4 Correct 2.00 points out of 2.00 Flag question Question text How does this particular Canadian Union select the members of its bargaining committee? Select one: a. by government appointment b. elected Union officers appoint them c. through a lottery d. employer representatives appoint them e. by election Feedback Your answer is correct.
ARTICLE 2 - RECOGNITION 2.01 The Employer recognizes the Union as the sole and exclusive bargaining agent for employees of the Employer save and except the National Officers, the Human Resources Manager, and those employees covered by the Collective Agreements between the Employer and the following unions: (a) Administrative and Technical Staff Union; (b) The …
Bargain with the union separately or through a multi-employer association (if all members of the multi-employer group agree to be bound and the union consents). Bargain hard, provided you seek in good faith to reach an agreement. Bargain with the union concerning permissive subjects of bargaining, but not to impasse.
Bargaining in good faith with employees' union representative (Section 8 (d) & 8 (a) (5)) Employers have a legal duty to bargain in good faith with their employees' representative and to sign any collective bargaining agreement that has been reached. This duty encompasses many obligations, including a duty not to make certain changes without ...
Terminate or modify a collective-bargaining agreement without giving notice to federal and state mediators within 30 days (60 days if you are a healthcare employer) of serving written notice on the union that you are terminating or modifying the contract.
Refuse to bargain over the effects of a change in the scope and direction of your enterprise, even though you need not bargain over the change itself because it concerns a matter at the core of your entrepreneurial control of your business.
Section 8 (d) of the Act sets forth what is encompassed within the duty to bargain collectively. Section 8 (a) (5) of the Act makes it an unfair labor practice for an employer "to refuse to bargain collectively with the representatives of its employees, subject to the provisions of Section 9 (a)" of the Act. (An employer that violates Section 8 (a) ...
Bargain hard, provided you seek in good faith to reach an agreement. Bargain with the union concerning permissive subjects of bargaining, but not to impasse. Lock out your employees where your sole purpose in doing so is to bring economic pressure to bear in support of a legitimate bargaining position. Implement terms encompassed within ...
Illegal subjects include, for example, a proposal to make the contract terminable at will or to give the employer the right to discharge employees for union activity. Lock out employees in support of an impermissible objective - e.g., to pressure the union to accept an illegal bargaining proposal, a bad-faith bargaining position, ...
Lock out employees if you are the initiating party of a contract modification or termination, and you fail to give notice to federal and state mediators within 30 days (60 days if you are a healthcare employer) of serving written notice on the union that you are terminating or modifying the contract.
Several factors have contributed to a more supportive environment for collective bargaining: centralized labor market regulation, union involvement in unemployment insurance in certain countries, and union-friendly legal frameworks. U.S.-style systems of majority recognition do not exist in Continental Europe.
In South Africa, for example, bargaining coverage has risen from around 10 percent to over 40 percent since the 1980s. In Brazil, Argentina, Peru and Uruguay, left-of-center governments have strengthened recognition and bargaining rights and coverage has risen. Bargaining coverage has also increased in Taiwan and Korea.
The Employee Free Choice Act (EFCA) is undoubtedly one of the most significant and controversial bills facing the new Congress. Its opponents have attempted to portray the bill as a radical, undemocratic and dangerous piece of legislation that would disenfranchise millions of American workers and damage an already fragile economy. One of the country’s largest management law firms, Jackson Lewis, states that it “calls for revolutionary changes to labor law,” while another opponent has attacked its “radical approach to first contract bargaining.”1 In reality, it is a modest piece of legislation that would establish recognition and bargaining rights for U.S. workers weaker than those enjoyed by workers in most other developed democracies.
Collective bargaining coverage in every nation in Continental Europe is several times higher than it is in the United States. (I exclude Central and Eastern Europe, which will be considered shortly.) While union density has fallen in several European countries, collective bargaining coverage has remained high and relatively stable.
Europe is, of course, no paradise for workers.
While one should not minimize the obstacles faced by workers in these countries, their experience demonstrates that, even under adverse circumstances, a decline in bargaining coverage is not inevitable, pressures associated with economic globalization are not irresistible, and governmental policies do matter.
Collective Bargaining and Politics. One factor that makes collective bargaining encounters different relates to the political nature of union officials. These officials are elected leaders who generally hope for re-election.
Collective bargaining negotiation between labor unions and corporate employers is a specialized area in the field of general negotiations. However, the underlying legal and relationship aspects make these areas distinct.
A factor which makes collective bargaining negotiations relatively unique from the standard negotiation definition is that it entails many issues that have to be addressed. Many types of compensation have to be discussed, including: 1 Hourly wages 2 Piecework rates 3 Fringe benefits such as pensions and health care
State and local government personnel are under state public sector bargaining laws. Under the applicable statutes, employees have the right to organize and to select exclusive bargaining agents. These agents negotiate collective agreements defining their wages, hours, and working conditions.
The History of Union Membership. Over the past 50 years, the decline of union membership has greatly influenced bargaining interactions. By the mid-1950s, 35 percent of private-sector workers were union members who had their employment terms established through collective bargaining.
Labor Unions and Negotiations. Labor unions are chosen by a majority of workers in an appropriate bargaining unit. This unit may consist of homogeneous skilled workers or heterogeneous industrial workers. These workers become the bargaining agent for all of the individuals within that unit.
Employees and managers must work together to produce profitable goods or services if the firm is to be successful. If union negotiators drive a hard bargain that unduly inflates labor costs, workers will be displaced by new technology.
Grievances are a secondary method to enforce the collective agreement. a. the relationship between the union and the employer affects the grievance rate. An employer has a rule that prohibits smoking inside the building. An employee who was caught smoking in a washroom has been suspended.
An employee was guilty of frequent absenteeism because of an addiction to alcohol. The employer did not have any rules relating to absenteeism. The employee was discharged and subsequently reinstated when the union, employee, and employer signed a last chance agreement.
An employer has rules prohibiting employees from smoking on company property. Employee A was suspended for one week when caught violating the rule. The union filed a grievance and the matter was settled when the employer agreed to reduce the suspension to two days.
c. the union can file a grievance and settle the dispute without the employee's consent. A union filed a grievance on behalf of an employee who was terminated for alleged misconduct. The employer subsequently sent a letter headed "without prejudice" to the union offering to settle the grievance by reinstating the employee with a 10 day suspension.
If it is determined that the grievance is inarbitrable the employees can sue for wrongful dismissal. e. The employees can sue the employer for wrongful dismissal without a prior ruling on the arbitrability of this dispute. a. the grievance is inarbitrable because there has not been a breach of the agreement.
Canada’s military leadership’s ongoing failure to deal with the endemic problems of harassment, sexual misconduct, a broken grievance system and lack of long-term medical care for serving members of the Armed Forces keep making headlines 30 years on.
For the last few decades, Canadian Forces have served alongside unionized military personnel from Germany, Norway, Netherlands and Sweden. France’s military is soon to unionize, too. Understandably, some fear that unionizing the armed forces will compromise its disciplinary ethos.