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Flashcards

Labour Relations

Amy Kay Inglês 4,0Avaliação média 4,0 de 5 (1 avaliação) 79 flashcards

Flashcards do conjunto (79)

  1. 1Industrial RelationsIs the study of employment in union and non-union organizations.
  2. 2Labour RelationsIs all aspects of the union-management relationship, including the establishment of union bargaining rights, the negotiation process and the administration of a collective agreement.
  3. 3Collective BargainingIs the entire relationship between a union and the employer, including the administration of a collective agreement.
  4. 4Human Resources ManagementIs a set of interrelated activities designed to plans human resources needs and attracts, selects and maintains an organization's employees.
  5. 5Employee RelationsEncompasses activities and processes aimed at maintaining a productive workplace while meeting the needs of employees.
  6. 6Common LawRefers to the rules of law that originate from the decisions of judges.
  7. 7Reasonable NoticeIs the notice is period employers are required to provide to employees on the basis of factors including age, position and length of service.
  8. 8Constructive DismissalIs a rule of law providing that fundamental changes made by a non-union employer to the terms of employment are equivalent to a dismissal.
  9. 9Economic EnvironmentIs the economy of the nation and the competitive position of a firm in a particular industry.
  10. 10Technological EnvironmentRefers to development in knowledge that lead to new products and services and changes in methods of production.
  11. 11Social EnvironmentRefers to values and beliefs of Canadians relating to work, unions and employers.
  12. 12Political EnvironmentIs the Canadian political system and its effect on labour relations.
  13. 13Legal EnvironmentIs the law that affects employees, unions and employers.
  14. 14The Macroeconomic EnvironmentIs the growth rate, unemployment rate and the rate of inflation in the economy.
  15. 15Nominal WagesAre wages that have not been adjusted for inflation.
  16. 16Real WagesAre wage that have been adjusted for inflation.
  17. 17Fiscal PolicyConsists of changes in government spending and taxation to regulate employment levels and inflation.
  18. 18Monetary PolicyConsists of changes in the interest rate to regulate employment levels and inflation.
  19. 19Price Elasticity of DemandRefers to how much a change in price affects demand.
  20. 20Elastic DemandExists when the demand for a product is more price-responsive.
  21. 21Inelastic DemandExists when the demand for a product is less price-responsive.
  22. 22DiversityIs a characteristic of a labour force that includes people of different religions, ethnicity, sexual orientations and disabilities.
  23. 23Non-Standard WorkIs employment in other than traditional full-time work. For example, part-time and temporary work.
  24. 24GlobalizationIs the trend toward firms obtaining resources and producing and selling their products anywhere in the world.
  25. 25Trade LiberalizationIs the trend toward international agreements that reduce tariff barriers between countries.
  26. 26DeindustrializationIs the shift from the manufacture of goods to the production of services.
  27. 27DownsizingIs elimination of jobs for the purpose of improving efficiency and improving economic returns.
  28. 28DeregulationIs the replacement of government control over market entrants and prices with competitive markets.
  29. 29Legacy CostsAre the expenses associated with providing pensions and health benefits to retired workers.
  30. 30Federally Regulated EmployersAre those subject to federal employment and labour relations legislation.
  31. 31Provincially Regulated EmployersAre those subject to provincial employment and labour relations legislation.
  32. 32Employment Standards LegislationProvides for minimum terms of employment.
  33. 33Human Rights LegislationProhibits discrimination and harassment and imposes a duty to accommodate.
  34. 34Labour Relations LegislationRegulates the relationship between unions, employees and the employers.
  35. 35Direct DiscriminationRefers to a rule or conduct that is intentionally discriminatory.
  36. 36Indirect DiscriminationRefers to a neutral rule that has an adverse impact on an individual because of prohibited grounds of discrimination; it may be unintentional.
  37. 37The Duty to AccommodateRequires measures to allow the participation of individual protected by human rights legislation.
  38. 38A 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.
  39. 39Secondary PicketingIs picketing at a place other than the location of the labour dispute.
  40. 40Union DensityIs the percentage of nonagricultural worker who are union members.
  41. 41Right-to-Work LegislationIn certain states of the United States prohibits the compulsory deduction of union dues.
  42. 42Craft UnionsOrganize members of a trade or occupation.
  43. 43Industrial UnionsOrganize workers in different occupations in a firm.
  44. 44Union LocalIs an administrative unit of an international, national or provincial parent union.
  45. 45Business AgentIs a staff person who works for one or more locals providing expertise and support.
  46. 46Independent Local UnionsAre not affiliated with a parent national, provincial or international union.
  47. 47National UnionIs a union whose membership is situated only in Canada.
  48. 48International UnionHas members in two or more countries (e.g. Canada and the Union States) with the parent union headquarters located in one country.
  49. 49TrusteeshipRefers to a parent union temporarily taking control of a local's management.
  50. 50Labour Federation or Labour CongressIs an association of unions.
  51. 51Directly Chartered UnionReceives a charter from a labour congress and is not affiliated with a national or international union.
  52. 52RaidingRefers to one union persuading members of another union to change unions.
  53. 53Provincial Labour FederationIs an organization composed of unions in a province that belong to the CLC.
  54. 54Labour CouncilIs an association of unions in a municipality or region.
  55. 55Yellow Dog ContractsAre agreements that prohibits unionization.
  56. 56Business UnionismFocuses on the improvement of the terms of employment through negotiation with the employer.
  57. 57Social UnionismIs concerned with broad economic and social change that benefits all of society.
  58. 58Wagner ActEstablished the right to organize, compulsory bargaining and prohibition of unfair labour practices in the United States.
  59. 59Privy Council Order 1003Established the right and obligations fundamental to labour relations in Canada.
  60. 60Social Contract LegislationRolled back wage increases in collective agreements.
  61. 61Concession BargainingIs negotiation over employer demands for reductions in wages and benefits.
  62. 62A Labour Relations StrategyIs how an employer deals with the unionization of its employees.
  63. 63Competitive StrategyRefers to the basis on which a firm competes.
  64. 64Cost leadershipIs a competitive strategy based on having the lowest price.
  65. 65DifferentiationIs a competitive strategy based on having a distinctive or unique product.
  66. 66Union OppositionIs an employer strategy of attempting to remain union-free.
  67. 67Union AvoidanceIs a strategy aimed at preventing unionization using legal means to convince employees they do not need a union.
  68. 68Union AcceptanceIs 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.
  69. 69Union ResistanceIs a strategy in which the employer attempts to limit the further spread of unionization in the organization.
  70. 70Union RemovalIs a strategy in which the employer attempts to rid itself of any unions.
  71. 71A Low Commitment HR StrategyInvolves traditional production methods and a low emphasis on development of workforce skills.
  72. 72A High Commitment HR StrategyInvolves the adoption of better technology and requires investment in training and development of human resources.
  73. 73Labour Relations BoardIs an independent body responsible for the administration of labour relations legislation affecting employers, employees and unions in each jurisdiction.
  74. 74ArbitratorsHear disputes between unions and employers and render final and binding decisions.
  75. 75Voluntary Recognition AgreementIs an agreement between a union and an employer providing that the employer recognizes the union as the bargaining agent for employee.
  76. 76Certification ProcessIs a way for union to obtain bargaining rights for employees by applying to the Labour Relations Board.
  77. 77Organizing CampaignConsists of union activities to convince employees to become union members.
  78. 78Union OrganizerIs a member of union staff who direct an organizing campaign.
  79. 79Organizing CommitteeIs a group of employees who work on the campaign to sign up union members.

Informações

Descrição
Is all aspects of the union-management relationship, including the establishment of union bargaining rights, the negotiation of a collective agreement.
Criado por
Amy Kay
Visualizações
38
Avaliação
Avaliação média 4,0 de 5 (1 avaliação)

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