Test Bank for Labour Relations 5th by Suffield

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Product details:

• ISBN-10 ‏ : ‎ 0199049319
• ISBN-13 ‏ : ‎ 978-0199049318
• Author: Hanneli Bendeman; Bronwyn Dworzanowski-Venter; Robert Venter; Andrew Levy

Labour Relations in South Africa provides a thorough and engaging introduction to the science and practice of labour relations in South Africa. The fifth edition presents a more critical and reflective approach, engaging with the various issues, shifts, and seismic events that have impacted this dynamic field in recent years. The text has been expanded to encompass a multifaceted perspective relating to business, science, law, economics, and sociology, and to focus more specifically on the context and dynamics of a developing country.

Table of contents:

1. 1 Introduction to Labour Relations
2. Defining Labour Relations, Industrial Relations and Employee Relations
3. HRM Professionals and Labour Relations
4. Labour Relations Issue 1-1 Labour Relations Questions
5. The Employment Relationship in Non-union and Union Settings
6. The Employment Relationship
7. Key Considerations 1-1 Non-union vs. Unionized Workplaces
8. The Development of Unions and Labour Relations in Canada
9. Key Considerations 1-2 Events in the Development of Labour Relations
10. Early Unions
11. Entry and Influence of International Unions
12. Early Labour Legislation and the Rise of Industrial Unions
13. Public-Sector Unionization
14. Frameworks for Labour Relations
15. Industrial Relations Systems Approach—John Dunlop
16. Key Considerations 1-3 Elements of Dunlop’s IR Systems Model
17. “Open-system” Industrial Relations—Alton Craig
18. Political Economy Approach
19. Overview of This Book
20. 2 The Environment
21. Economic Environment
22. Macroeconomic Environment
23. Government Economic Policy
24. Industry and Firm-Level Demand
25. Other Economic Trends Affecting Labour Relations
26. Technology
27. Demographics
28. Social Environment
29. Political Environment
30. Labour Relations Issue 2-1 What Are Your Values and Beliefs Relating to Unions?
31. Divided Jurisdiction
32. Legal Environment
33. Human Rights Legislation
34. Key Considerations 2-1 Possible Measures to Accommodate
35. Key Considerations 2-2 Factors Determining Undue Hardship
36. Labour Relations Issue 2-2 When Is a Discriminatory Requirement a BFOR?
37. The Canadian Charter of Rights and Freedoms
38. 3 Employers: Objectives, Processes and Strategy
39. Management Objectives and Processes
40. Efficiency or Productivity
41. Control
42. Employer Labour Relations Strategy
43. Factors Affecting an Employer’s Labour Relations Strategy
44. Possible Employer Strategies
45. Strategies of Canadian Employers
46. Importance of Labour Relations Strategy
47. Alternative HR Strategies or Approaches to HR Management
48. High-Performance Work Systems
49. Key Considerations 3-1 Policies and Practices for a High-Performance Work System
50. Employee Relations Programs
51. Employee Communications
52. Key Considerations 3-2 Best Practices in Employee Communications
53. Staff Recognition Programs
54. Employee Involvement
55. Forms of Employee Involvement
56. Employee Involvement Under the Collective Agreement
57. Employee Involvement Outside of the Collective Agreement
58. Labour Relations Issue 3-1 Employee Involvement – Joint Union–Management Committees
59. Further Considerations for Employee Involvement Programs
60. Outcomes of Employee Involvement
61. Key Considerations 3-3 A Progressive Discipline Framework
62. Diversity Management
63. 4 Unions: Objectives, Processes and Structure
64. Unions in Canada
65. Extent of Unionization
66. Types of Unions
67. Union Objectives and Processes
68. Improving Terms and Conditions of Work
69. Protecting Employees Against Arbitrary Management Action
70. Providing a Process for Conflict Resolution and Employee Input
71. Pursuing Economic and Social Change
72. Union Structure and Functions
73. Union Local
74. Key Considerations 4-1 Functions of a Union Local
75. Independent Local Unions
76. National and International Unions
77. Key Considerations 4-2 Functions of National and International Unions
78. Labour Relations Issue 4-1 The Relationship Between a National Union, Union Local and Union Members
79. Labour Federations and Congresses
80. Key Considerations 4-3 Functions of the Canadian Labour Congress
81. Labour Relations Issue 4-2 Unifor Splits from Canadian Labour Congress
82. Labour Councils
83. Other Features of Union Structure
84. 5 Governments, Labour Relations Boards and Other Parties
85. Government Objectives and Processes
86. Regulation of Labour Relations Processes
87. Regulation of Labour Relations Outcomes
88. Protection of the Public Interest
89. Regulation of the Economy
90. Assistance to Industry
91. Regulating Market Practices and Results
92. Government Employers: Objectives
93. Maintaining Office
94. Labour Relations Boards
95. Composition of Labour Relations Boards
96. Key Considerations 5-1 Labour Relations Board Responsibilities
97. Board Responsibilities
98. Procedure and Remedies
99. Labour Relations Issue 5-1 Labour Relations Boards: Part of a Tri-Partite Employment Relationship
100. Other Parties
101. Arbitrators
102. Courts
103. Human Rights Tribunals
104. 6 Union Organizing Drive and Certification
105. The Decision to Unionize
106. Why Employees Unionize
107. Why Employees Do Not Join a Union
108. External Factors Affecting Unionization
109. How Bargaining Rights Are Obtained and Their Significance
110. Certification of a Union
111. Organizing Campaign
112. Application for Certification to Labour Relations Board
113. Labour Relations Issue 6-1 Determining Employee Status: The Fourfold Test
114. Determination of Union Support
115. Conduct During Organizing and Certification Processes
116. Employer Unfair Labour Practices
117. Key Considerations 6-1 Employer Unfair Labour Practices
118. Permissible Employer Conduct
119. Key Considerations 6-2 Permitted Employer Conduct During an Organizing Campaign
120. Labour Relations Issue 6-2 What Employers Have Said in Response to a Union Organizing Campaign
121. Union Unfair Labour Practices
122. Remedies for Unfair Labour Practices
123. Decertification
124. Decertification Application by Employees
125. Certification of a Different Union
126. Additional Grounds for Decertification
127. Successor Rights
128. 7 The Collective Agreement
129. Introduction
130. Collective Agreement Contents
131. Legal Requirements for Collective Agreements
132. Mandatory Terms
133. Union Recognition
134. Key Considerations 7-1 Union Recognition
135. Grievance and Arbitration Process
136. Key Considerations 7-2 Grievance and Arbitration Procedure
137. Strikes and Lockouts
138. Duration or Term of the Agreement
139. Voluntary Terms
140. Management Rights
141. Labour Relations Issue 7-1 Does Management Have to Act Reasonably?
142. Bargaining Unit Work
143. Union Security
144. Key Considerations 7-3 Protection of Bargaining Unit Work
145. Key Considerations 7-4 Union Security
146. Labour Relations Issue 7-2 Can the Collective Agreement Prevent Probationary Employees from Challeng
147. Seniority
148. Key Considerations 7-5 Seniority Definition, Establishment and Termination
149. Labour Relations Issue 7-3 Seniority Accumulation Protection During Disability and Pregnancy & Paren
150. Seniority: Application to Layoffs, Recalls and Job Vacancies
151. Key Considerations 7-6 Seniority Application to Layoffs, Recalls and Job Vacancies
152. Key Considerations 7-7 Discipline and Discharge
153. Discipline and Discharge
154. Hours of Work and Scheduling
155. Key Considerations 7-8 Hours of Work and Scheduling
156. Overtime
157. Key Considerations 7-9 Overtime
158. Public Holidays
159. Vacation

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