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IDRL 215 INTRODUCTION TO LABOUR FINAL EXAM PREP (Unit 3) ATHABASCA UNIVERSITY
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IDRL 215 INTRODUCTION TO LABOUR FINAL EXAM PREP (Unit 3) ATHABASCA UNIVERSITY
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IDRL 215 INTRODUCTION TO LABOUR FINALEXAM PREP (Unit 3) ATHABASCA UNIVERSITY
In what way do strikes and lockouts contribute to maintaining social
stability?
✔✔Compel compromise, conflict is regulated (by labor board), release
frustration, result in economically efficient and fairer contracts.
What alternatives are there to strike/lockout? What are the strengths and
weaknesses of these alternatives?
✔✔Conciliation - makes issues apparent but is not involved in bargaining
and does not provide solutions
Mediation - Nonbinding, finds common ground, solution is not guaranteed
Arbitration - Ensured outcome. Loss of power/control. No appeals are
allowed.
What is the "Chilling Effect" ?
✔✔Negotiators do not make concessions as they expect the arbitrator to
split the difference
What is the "Narcotic effect" ?
✔✔Negotiators grow reliant on arbitration and lose incentive/ability to
negotiate well.
What are the major categories (or types) of contract clauses in a collective
agreement, and what is the primary purpose of each?
, ✔✔Control of conflict + union-management relations: Balance the right to
manage and union security
Wage-effort bargain: Employers right to use employee for production
(measured in time) and the employees right to be fairly compensated
(measured in money)
Control of Jobs: Layoff provisions/seniority
Control of work behaviour/environment: Protecting managements right to
expect a certain standard of work behaviour/performance and employees
right to be treated fairly. "just cause" for discipline.
What are substantive and procedural rights, and how do they interact?
✔✔Substantive focus on terms + conditions of employment (wages,
benefits, etc.,). Procedural regulates the process of substantive rights
(how/where it will be done, who it will be decided by)
Example: The union negotiates the right to be consulted on layoffs
(substantive), procedural bounds must be put in place (when, how, who
will participate in consultation). This prevents employers ability to act
unilaterally by ensuring the procedure in which the decision is made is
acceptable to all.
How are disputes about the interpretation or application of the collective
agreement resolved? What are the shortcomings of this mechanism?
✔✔If both parties are at an impasse regarding interpretation/application,
this is resolved by grievance arbitration.
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