IDRL Exam Prep Questions With Verified Answers Graded A+ 2024/2025
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IDRL Exam Prep Questions With Verified Answers Graded A+ 2024/2025
Which is NOT a factor in workers' decision to unionize?
a. Personal prospects for promotion.
b. Parents' attitudes toward unions.
c. Dissatisfaction with management.
d. Belief the union is able to achieve changes in the workp...
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IDRL Exam Prep Questions With Verified
Answers Graded A+ 2024/2025
Which is NOT a factor in workers' decision to unionize?
a. Personal prospects for promotion.
b. Parents' attitudes toward unions.
c. Dissatisfaction with management.
d. Belief the union is able to achieve changes in the workplace.
Personal prospects for promotion
Union busters will commonly employ which tactics to thwart an organizing drive?
a. Hold captive meetings.
b. Fire workers involved in the drive.
c. Promise to increase wages.
d. Threaten closure or relocation of the workplace.
e. All of the above.
f. a, b, d only.
All of the above
For what reason might a union decide to raid another union's members?
a. The employer is not interested in bargaining with the other union.
b. They feel they can do a better job representing the workers.
c. They are experiencing financial pressures.
d. The other union has walked away from the certification.
e. All of the above.
f. b and c.
b and c
A union becomes the bargaining agent for a group of workers when: a. it files a certification
application.
b. it sets up an organizing committee.
c. the labour relations board issues a certification order.
d. it demonstrates that it has sufficient membership support.
The labour relations board issues a certification order
In the certification process, an unfair labour practice is defined as:
a. an action by the employer that unduly affects workers' decisions to unionize.
b. an action by unions that interferes with the employer's operations.
c. an action by the employer or unions that unduly affects workers' decisions to unionize.
d. an action by a worker that interferes with the employer's operations.
An action by the employer or unions that unduly affects workers' decisions to unionize.
If an employer is found to have engaged in an unfair labour practice, examples of possible remedies
include:
a. reimbursing the union costs.
b. automatic certification of the union.
c. re-instating workers who were disciplined.
d. allowing unions access to the workplace.
e. All of the above.
f. a, c, d only.
All of the above
, In the film Final Offer, Bob White’s biggest challenge/challenges to reach an agreement came from:
a. General Motor’s contract demands.
b. the control wielded by U.S. leadership of UAW.
c. restless rank and file members.
d. All of the above.
e. a and b only.
All of the above
A management rights clause usually states:
a. which items are not open for negotiation in the collective agreement.
b. that management has the right to establish policies on any item not included in the collective
agreement.
c. that management has final say over interpretation of the collective agreement.
d. that management has the right to hire and fire employees.
e. a and b only.
that management has the right to establish policies on any item not included in the collective
agreement.
Mutual gains bargaining is usually adopted in which circumstances?
a. When the parties have a long established bargaining relationship.
b. When one of the parties has a bargaining power advantage.
c. When money is not an issue in bargaining.
d. When bargaining power is shared equally between the parties.
When one of the parties has a bargaining power advantage.
Which is NOT a stage in bargaining?
a. Bottom line.
b. Pre-negotiation.
c. Narrowing the bargaining range.
d. Crisis.
e. a and c only.
Bottom Line
Which factors can affect the parties' respective bargaining power?
a. State of the economy.
b. Individual personalities.
c. A prohibition on the right to strike.
d. All of the above.
e. a and c only.
a and c only
The main cause of the 2002 teachers' strike was:
a. the unrealistic demands of the teachers' union.
b. provincial government limits on education funding.
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