Cumulative Evaluation Review: Employee and Labour Relations
This review document provides a basic overview of key learning objectives from Chapters 1
to 10 per our cumulative evaluation discussion in class in Week 9.
Chapter 1: Unions – Objectives, Processes, and Structure
1. Strategic Goals of Unions: Protect workers' rights, negotiate collective agreements,
and advocate for social change.
2. Union Membership: Varies by industry and region; provides job security and
benefits.
3. Types of Unions: Craft unions (specific skills), industrial unions (all workers in an
industry), and public-sector unions (government employees).
4. Union Processes: Engage in collective bargaining, grievance resolution, and
political lobbying.
5. Union Structures: Local unions manage grievances; national/international unions
set policy; federations advocate large-scale change.
Chapter 2: Labour Relations in Canada
1. Importance of Labour Relations: Enhances workplace stability, reduces conflict,
and improves corporate reputation.
2. Labour vs. Industrial vs. Employee Relations: Labour relations focus on unions,
industrial relations include non-unionized settings, and employee relations
emphasize HR-driven engagement.
3. Historical Development of Unions: Originated during the Industrial Revolution;
shaped by legislation.
4. Labour Relations Framework: Includes unions, employers, government, and
regulatory boards.
5. Unionized vs. Non-Unionized Workplaces: DiVer in wage structures, grievance
processes, and managerial discretion.
6. HR's Role in Labour Relations: Liaison between management and unions; ensures
agreement compliance.
1
Chapter 3: The External Environment
1. Environmental Factors: Economic conditions, technological change, and
demographic shifts aVect labour relations.
2. Economic Variables: Influence employer and union bargaining power.
3. Technology's Impact: Automation aVects jobs; privacy concerns arise.
4. Demographic Changes: Aging workforce and diversity impact policies.
5. Social and Political Factors: Public perception and government influence shape
labour policies.
6. Legal Requirements: Labour laws dictate bargaining rights and employment
standards.
7. Political Environment: Explain how government policies, party ideologies, and
legislative changes impact union activities and labour laws.
8. Legal Framework: Outline key labour legislation that aVects unionization, collective
bargaining, and employer obligations.
Chapter 4: Organizational Strategy
1. Organizational Strategy: Shapes labour relations goals, especially during mergers
and restructurings.
2. Labour Relations Strategies: Union avoidance, acceptance, and substitution
strategies.
3. Employer Strategy Factors: Industry regulations, company size, and labour market
trends.
4. HR Strategy and Labour Relations: Progressive policies improve engagement and
reduce union pressures.
Chapter 5: Governments and Labour Relations Boards
1. Government Objectives: Balance economic growth and worker protections
through legislation.
2. Labour Relations Boards: Enforce bargaining laws, certify unions, and resolve
disputes.
2
Chapter 6: Union Organizing, Drive, and Certification
1. Reasons for Unionization: Job security, wages, and working conditions vs. dues
and flexibility concerns.
2. Union Certification: Obtained through voluntary recognition or a certification
process.
3. Union Organizing Process: Membership drives, certification applications, and
voting.
4. Bargaining Unit Determination: Based on job functions and industry standards.
5. Unfair Labour Practices: Coercion and misrepresentation are prohibited.
6. Union Decertification: Requires employee petition and legal procedures.
7. Successor Rights: Protects union contracts in business transfers.
Chapter 7: The Collective Agreement
1. Importance of Collective Agreements: Establish wage and workplace protections.
2. Legal Nature of Agreements: Binding contracts enforceable by law.
3. Mandatory Terms: Minimum wage, grievance procedures, and human rights
protections.
4. Voluntary Terms: Seniority rights, benefits, and flexible work policies.
5. Prohibited Agreement Language: Discriminatory clauses and illegal waivers are
not allowed.
3
Chapter 8: Negotiation of the Collective Agreement
1. Bargaining Structure: Centralized vs. decentralized negotiations.
2. Negotiation Process: Preparation, proposal exchange, bargaining, and ratification.
3. Union-Management Relationship: Positive relations improve contract stability and
conflict resolution.
4. Traditional Adversarial Bargaining: Explain positional/distributive bargaining,
where both parties focus on maximizing their own gain.
5. Labour Legislation's Role in Negotiation: Explain how laws like the duty to bargain
in good faith and first contract arbitration impact negotiations.
6. Distributive vs. Interest-Based Bargaining: Contrast distributive bargaining (winlose, challenging demands) vs. interest-based bargaining (win-win, mutual gains).
Chapter 9: Strikes, Lockouts, and Contract Dispute Resolution
1. Purpose of Strikes/Lockouts: Pressure tactics in negotiations.
2. Strike/Lockout Prerequisites: Legal approval, notice periods, and essential service
laws.
3. Factors Abecting Strikes: Economic conditions, contingency plans, and public
opinion.
4. Government Intervention: Explain how the government can legislate workers back
to work, impose arbitration, or enact essential service agreements to resolve
disputes.
5. Alternative Dispute Resolution: Include conciliation, mediation, and interest
arbitration as resolution methods.
4
Chapter 10: Administration of the Collective Agreement
1. Limitations on Management Rights: Labour laws and arbitration rulings restrict
employer actions.
2. Seniority's Role: Explain how seniority aVects promotions, layoVs, and recalls in
unionized workplaces.
3. Human Rights & the Collective Agreement: Outline the implications of
discrimination laws, duty to accommodate, and equal opportunity provisions.
4. Grievance Process: Explain the grievance process, including informal resolutions,
formal written grievances, mediation, and arbitration.
5. Disciplinary Measures & Due Process: Describe progressive discipline, just cause
standards, and procedural fairness in disciplinary actions.
6. Union's Duty of Fair Representation: Explain the union's duty of fair representation
and its obligation to represent all workers fairly.
5