BUS 305 - Review of weekly reading

NAME: Chetan Thiara (300101667)

CHAPTERS: 9,10,11

New terms and Definitions:

Chapter 9 Strikes and Lockouts
Strike- Cessation of work, refusal to work or to continue to work by employees. In addition to the
combination or in concert in accordance with a common understanding or a slowdown or other
concerted activity on the part of employees. Therefore it is designed to or does restrict or limit
production of services
Picketing- Attending at or near a persons place of business, operations or employment. For the purpose
of persuading or attempting to persuade anyone not to, enter place of business, operations or
employment, deal in or handle that persons products, and do business with that person
Chapter 10 Third-Party Intervention During Negotiations
Conciliation- Is the first step in attempting to resolve an impasse in negotiations. The conciliators role is
to assess the positions of the parties and the reasons for their inability to reach the agreement
Know features of conciliation Page 420
Mediation- Is a more intensive form of third party intervention than conciliation because the mediator,
unlike a conciliator, usually participated in the actual bargaining process, meeting jointly and separately
with the parties during bargaining sessions
Interest arbitration- Is considered the most intensive and invasive form of 3rd party intervention in the
bargaining process (Page 426)
Chapter 11 The Grievance Arbitration Process
Grievance- The term grievance is used to describe an alleged violation of one or more of the terms of the
collective agreement.
Individual Grievance-If an action taken or not taken by the employer specifically affects an individual
employee; the resulting grievance is called an individual grievance. An example of an individual
grievance is when an employer suspends an employee the first time that they are late.
Group Grievance- If the action of the employer affects a number of employees in the same manner, then
a group grievance may be filed.
Continuing Grievance- Grievances can also be recurring, they may not involve a single incident, but
instead involve an ongoing practice.
Policy Grievance- The union files this kind of grievance on behalf of all employees, alleging that an
employers action or lack of action is a violation of the collective agreement that affects all employees

Summary of the main points from the reading:

Chapter 9 Strikes and Lockouts
The purpose of labour relations legislation is to balance the right to bargain collectively with the right to
strike- while protecting the public interest.
Balance employees right to strike with employers to operate and publics right to peace and order
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BUS 305 - Review of weekly reading

NAME: Chetan Thiara (300101667)
CHAPTERS: 9,10,11
o 1. Bargained collectively in good faith
o 2. Vote-Secret Ballot-Majority of those voting time: 3 months
o 3. Written Notice
o 4. 72 hours
o 5. Mediator, if any, booked out
Picketing
o Lawfully on strike or lock out
o May picket at or near a site or place where a member of the trade union performs work
o Work under control or direction of the employer
o If work is an integral and substantial part of the employers operation
Replacement workers can also be hired during strikes or lockouts
Need to know how to end a strike or lockout (Page 386)
Chapter 10 Third-Party Intervention During Negotiations
The intent of bringing a third party into the bargaining process when disputes occur us to help the parties
resolve there differences without using a strike or lockout as a bargaining tactic
The main types of 3rd party intervention used in Canadian jurisdictions are conciliation, mediation and
arbitration
Interest arbitration is distinct from grievance arbitration
Interest arbitration takes place while the collective agreement is being negotiated, and grievance
arbitration is used to settle disputes that arise once the collective agreement is in place
Chapter 11 The Grievance Arbitration Process
Grievance arbitration is also referred to as rights arbitration to distinguish it from interest arbitration
Under mist grievance procedures, both the union and the employer can file grievances against the other
party
Timeliness of a grievance can vary depending on the type of grievance
Know steps in the grievance procedure (Page: 456)

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BUS 305 - Review of weekly reading

NAME: Chetan Thiara (300101667)

CHAPTERS: 9,10,11

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