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| Question | Answer |
| Industrial Relations | Is the study of employment in union and non-union organizations. |
| Labour Relations | Is all aspects of the union-management relationship, including the establishment of union bargaining rights, the negotiation process and the administration of a collective agreement. |
| Collective Bargaining | Is the entire relationship between a union and the employer, including the administration of a collective agreement. |
| Human Resources Management | Is a set of interrelated activities designed to plans human resources needs and attracts, selects and maintains an organization's employees. |
| Employee Relations | Encompasses activities and processes aimed at maintaining a productive workplace while meeting the needs of employees. |
| Common Law | Refers to the rules of law that originate from the decisions of judges. |
| Reasonable Notice | Is the notice is period employers are required to provide to employees on the basis of factors including age, position and length of service. |
| Constructive Dismissal | Is a rule of law providing that fundamental changes made by a non-union employer to the terms of employment are equivalent to a dismissal. |
| Economic Environment | Is the economy of the nation and the competitive position of a firm in a particular industry. |
| Technological Environment | Refers to development in knowledge that lead to new products and services and changes in methods of production. |
| Social Environment | Refers to values and beliefs of Canadians relating to work, unions and employers. |
| Political Environment | Is the Canadian political system and its effect on labour relations. |
| Legal Environment | Is the law that affects employees, unions and employers. |
| The Macroeconomic Environment | Is the growth rate, unemployment rate and the rate of inflation in the economy. |
| Nominal Wages | Are wages that have not been adjusted for inflation. |
| Real Wages | Are wage that have been adjusted for inflation. |
| Fiscal Policy | Consists of changes in government spending and taxation to regulate employment levels and inflation. |
| Monetary Policy | Consists of changes in the interest rate to regulate employment levels and inflation. |
| Price Elasticity of Demand | Refers to how much a change in price affects demand. |
| Elastic Demand | Exists when the demand for a product is more price-responsive. |
| Inelastic Demand | Exists when the demand for a product is less price-responsive. |
| Diversity | Is a characteristic of a labour force that includes people of different religions, ethnicity, sexual orientations and disabilities. |
| Non-Standard Work | Is employment in other than traditional full-time work. For example, part-time and temporary work. |
| Globalization | Is the trend toward firms obtaining resources and producing and selling their products anywhere in the world. |
| Trade Liberalization | Is the trend toward international agreements that reduce tariff barriers between countries. |
| Deindustrialization | Is the shift from the manufacture of goods to the production of services. |
| Downsizing | Is elimination of jobs for the purpose of improving efficiency and improving economic returns. |
| Deregulation | Is the replacement of government control over market entrants and prices with competitive markets. |
| Legacy Costs | Are the expenses associated with providing pensions and health benefits to retired workers. |
| Federally Regulated Employers | Are those subject to federal employment and labour relations legislation. |
| Provincially Regulated Employers | Are those subject to provincial employment and labour relations legislation. |
| Employment Standards Legislation | Provides for minimum terms of employment. |
| Human Rights Legislation | Prohibits discrimination and harassment and imposes a duty to accommodate. |
| Labour Relations Legislation | Regulates the relationship between unions, employees and the employers. |
| Direct Discrimination | Refers to a rule or conduct that is intentionally discriminatory. |
| Indirect Discrimination | Refers to a neutral rule that has an adverse impact on an individual because of prohibited grounds of discrimination; it may be unintentional. |
| The Duty to Accommodate | Requires measures to allow the participation of individual protected by human rights legislation. |
| A bona fide occupational qualification or requirement (BFOQ or BFOR) | Is a job requirement that the employer can establish is essential, so that the requirement is allowed although it is discriminatory. |
| Secondary Picketing | Is picketing at a place other than the location of the labour dispute. |
| Union Density | Is the percentage of nonagricultural worker who are union members. |
| Right-to-Work Legislation | In certain states of the United States prohibits the compulsory deduction of union dues. |
| Craft Unions | Organize members of a trade or occupation. |
| Industrial Unions | Organize workers in different occupations in a firm. |
| Union Local | Is an administrative unit of an international, national or provincial parent union. |
| Business Agent | Is a staff person who works for one or more locals providing expertise and support. |
| Independent Local Unions | Are not affiliated with a parent national, provincial or international union. |
| National Union | Is a union whose membership is situated only in Canada. |
| International Union | Has members in two or more countries (e.g. Canada and the Union States) with the parent union headquarters located in one country. |
| Trusteeship | Refers to a parent union temporarily taking control of a local's management. |
| Labour Federation or Labour Congress | Is an association of unions. |
| Directly Chartered Union | Receives a charter from a labour congress and is not affiliated with a national or international union. |
| Raiding | Refers to one union persuading members of another union to change unions. |
| Provincial Labour Federation | Is an organization composed of unions in a province that belong to the CLC. |
| Labour Council | Is an association of unions in a municipality or region. |
| Yellow Dog Contracts | Are agreements that prohibits unionization. |
| Business Unionism | Focuses on the improvement of the terms of employment through negotiation with the employer. |
| Social Unionism | Is concerned with broad economic and social change that benefits all of society. |
| Wagner Act | Established the right to organize, compulsory bargaining and prohibition of unfair labour practices in the United States. |
| Privy Council Order 1003 | Established the right and obligations fundamental to labour relations in Canada. |
| Social Contract Legislation | Rolled back wage increases in collective agreements. |
| Concession Bargaining | Is negotiation over employer demands for reductions in wages and benefits. |
| A Labour Relations Strategy | Is how an employer deals with the unionization of its employees. |
| Competitive Strategy | Refers to the basis on which a firm competes. |
| Cost leadership | Is a competitive strategy based on having the lowest price. |
| Differentiation | Is a competitive strategy based on having a distinctive or unique product. |
| Union Opposition | Is an employer strategy of attempting to remain union-free. |
| Union Avoidance | Is a strategy aimed at preventing unionization using legal means to convince employees they do not need a union. |
| Union Acceptance | Is a strategy in which the employer remains neutral in an organizing attempt and if the attempt is successful tries to negotiate the best deal with the union. |
| Union Resistance | Is a strategy in which the employer attempts to limit the further spread of unionization in the organization. |
| Union Removal | Is a strategy in which the employer attempts to rid itself of any unions. |
| A Low Commitment HR Strategy | Involves traditional production methods and a low emphasis on development of workforce skills. |
| A High Commitment HR Strategy | Involves the adoption of better technology and requires investment in training and development of human resources. |
| Labour Relations Board | Is an independent body responsible for the administration of labour relations legislation affecting employers, employees and unions in each jurisdiction. |
| Arbitrators | Hear disputes between unions and employers and render final and binding decisions. |
| Voluntary Recognition Agreement | Is an agreement between a union and an employer providing that the employer recognizes the union as the bargaining agent for employee. |
| Certification Process | Is a way for union to obtain bargaining rights for employees by applying to the Labour Relations Board. |
| Organizing Campaign | Consists of union activities to convince employees to become union members. |
| Union Organizer | Is a member of union staff who direct an organizing campaign. |
| Organizing Committee | Is a group of employees who work on the campaign to sign up union members. |
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