N/A. Yes. Students are expected to review and understand all areas of the course outline.

Transcription

1 Course Outline School: Department: Course Title: Business Business Management Labour Relations Course Code: HRMT 308 Course Hours/Credits: 42 Prerequisites: HRMT 301 Co-requisites: Eligible for Prior Learning, Assessment and Recognition: Originated by: N/A Yes James McVittie, PhD Creation : Fall 2014 Revision : Summer 2014 Current Semester: Summer 2015 Approved by: Chairperson/Dean Students are expected to review and understand all areas of the course outline. Retain this course outline for future transfer credit applications. A fee may be charged for additional copies. This course outline is available in alternative formats upon request.

2 Course Description This course provides students with a broad introduction to Labour Relations in Canada. It is intended to assist those with little or no prior knowledge of labour relations in acquiring a basic level of knowledge about this subject. Program Outcomes Successful completion of this and other courses in the program culminates in the achievement of the Vocational Learning Outcomes (program outcomes) set by the Ministry of Training, Colleges and Universities in the Program Standard. The VLOs express the learning a student must reliably demonstrate before graduation. To ensure a meaningful learning experience and to better understand how this course and program prepare graduates for success, students are encouraged to review the Program Standard by visiting For apprenticeship-based programs, visit Course Learning Outcomes The student will reliably demonstrate the ability to: Explain key labour relations terminology and concepts. Evaluate the relevance of the historical development of the Canadian labour movement for the contemporary labour movement and trade unionism. Evaluate the structure and practice of modern unionism in Canada. Analyze contemporary employer approaches to unions and labour relations. Evaluate how new unions are organized and bargaining relationships established. Analyze how collective agreements are negotiated. Evaluate the mechanisms that exist to resolve interest disputes. Analyze the structure and content of collective agreements. Evaluate the structure and process of contract administration. Analyze important issues in grievance arbitration. Analyze emerging issues in Canadian labour relations. Essential Employability Skills (EES) The student will reliably demonstrate the ability to*: 4. Apply a systematic approach to solve problems. 5. Use a variety of thinking skills to anticipate and solve problems. 6. Locate, select, organize, and document information using appropriate technology and information systems. 7. Analyze, evaluate, and apply relevant information from a variety of sources. 8. Show respect for diverse opinions, values belief systems, and contributions of others. 9. Interact with others in groups or teams in ways that contribute to effective working relationships and the achievement of goals. *There are 11 Essential Employability Skills outcomes as per the Ministry Program Standard. Of these 11 outcomes, the following will be assessed in this course. Global Citizenship and Equity (GC&E) Outcomes THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 2

3 N/A Text and other Instructional/Learning Materials Text Book(s): Larry Suffield, Labour Relations, 3RD Edition. Pearson Canada. ISBN: Scheme Assignment 1: Union/ Management Research Project (team mark): Analyze an ongoing collective bargaining relationship and document how it is expressed in the terms of the collective agreement, grievance/ arbitrations and strikes/outs. Assignment 2: Bargaining Rights/ Certification Simulation (individual mark): The purpose of this simulation is to enable participants to gain firsthand knowledge and experience of how union representation is achieved in the workplace under the Ontario Labour Relations Act (OLRA). Key aspects of this process include the union organizing drive, the application for certification and finally an Ontario Labour Relations Broad (OLRB) supervised representation vote. In addition, students will be exposed to employer strategies for responding to unionism, the regulative role of the state in the certification process, the formal process through which certification is achieved, as well as the internal democratic system of the union. Assignment 3: Collective Bargaining Simulation (team mark): The exercise introduces participants to contract negotiations. It provides practical insights concerning the negotiation process as well as ample opportunity to develop and hone problem-solving skills. This is an "experiential learning exercise" which means that students will learn about negotiations and collective bargaining by negotiating Assignment 4: Grievance Settlement Simulation (team mark): The purpose of this assignment is to allow you to practice preparing for grievance settlement meetings and resolving grievances through interactive negotiations Mid-term Test: Mid-term Test Final Test - Comprehensive: Final Test - Comprehensive (Required for HRPA course accreditation) CLO(s) EES GCE Outcome(s) Outcome(s) Weight/100 Assignment 1: Union/ Management Research 3, 4, 8, 9, 10, 6, 7 15 Project (team mark) 11 Assignment 2: Bargaining Rights/ Certification 4, 5 7, 8 15 Simulation (individual mark) Assignment 3: Collective Bargaining Simulation 3, 4, 8, 11 4, 5, 6, 7, 20 (team mark) 8, 9 Assignment 4: Grievance Settlement Simulation 8, 9, 10, 11 4, 5, 6, 7, 8 10 (team mark) Mid-term Test 1, 2, 3, 4, 5 15 Final Test - Comprehensive 1, 2, 3, 4, 5, 25 6, 7, 8, 9, 10, 11 Total 100% If students are unable to write a test they should immediately contact their professor or program Chair for advice. In exceptional and well documented circumstances (e.g. unforeseen family problems, serious illness, or death of a close family member), students may be able to write a make-up test. THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 3

4 All submitted work may be reviewed for authenticity and originality utilizing Turnitin. Students who do not wish to have their work submitted to Turnitin must, by the end of the second week of class, communicate this in writing to the instructor and make mutually agreeable alternate arrangements. When writing tests, students must be able to produce official College photo identification or they may be refused the right to take the test or test results will be void. Student Accommodation It is College Policy to provide accommodation based on grounds defined in the Ontario Human Rights Code. Accommodation may include modifications to standard practices. Students with disabilities who require academic accommodations must register with the Centre for Students with Disabilities. Students requiring accommodation based on other human rights grounds should talk with their professors as early as possible. Please see the Student Accommodation Policy. Use of Dictionaries Dictionaries may be used in tests and examinations, or in portions of tests and examinations, as long as they are non-electronic (not capable of storing information) and hard copy (reviewed by the invigilator to ensure notes are not incorporated that would affect test or examination integrity). Program or School Policies N/A Course Policies HRPA requires students to attain a minimum grade of 65% to receive academic credit for this course. HRPA Standards require at least 50 percent of the final grade to be based on an assessment of individual learner attainment of the learning outcomes (rather than group work). College Policies Students should familiarize themselves with all College Policies that cover academic matters and student conduct. All students and employees have the right to study and work in an environment that is free from discrimination and harassment and promotes respect and equity. Centennial policies ensure all incidents of harassment, discrimination, bullying and violence will be addressed and responded to accordingly. Academic honesty is integral to the learning process and a necessary ingredient of academic integrity. Academic dishonesty includes cheating, plagiarism, and impersonation. All of these occur when the work of others is presented by a student as their own and/or without citing sources of information. Breaches of academic honesty may result in a failing grade on the assignment/course, suspension or expulsion from the college. For more information on these and other policies, please visit THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 4

5 centennial/college-overview/college-policies. Students enrolled in a joint or collaborative program are subject to the partner institution's academic policies. PLAR Process This course is eligible for Prior Learning Assessment and Recognition (PLAR). PLAR is a process by which course credit may be granted for past learning acquired through work or other life experiences. The PLAR process involves completing an assessment (portfolio, test, assignment, etc.) that reliably demonstrates achievement of the course learning outcomes. Contact the academic school to obtain information on the PLAR process and the required assessment. This course outline and its associated weekly topical(s) may not be reproduced, in whole or in part, without the prior permission of Centennial College. THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 5

6 Topical Outline (subject to change): 1a Introduction Chapters 1 & 2 Differentiate between labour relations and industrial relations Explain the importance of studying and understanding labour/ industrial relations Analyse the key factors that make Canadian Industrial Relations different from that found in other countries Describe the connections between labour/ industrial relations and the broader economic, social and political environments 1b The History and Development of the Canadian Labour Movement 2 Contemporary Unionism: Chapter 3, pages Chapter 3, pages Assess the impact of changes in the Canadian economy on the labour movement and the conduct of labour/ Industrial relations. Summarize the overall history and development of the Canadian labour movement Analyze the principle forces at work in the development of the Canadian labour movement and assess the implications for contemporary labour/ industrial relations Evaluate of contribution of major historical cleavages within the Canadian labour movement to the historical and contemporary organizational fragmentation of Canadian labour Analyze the impact of labour force fragmentation on the development of the Canadian labour movement and discuss the contributions made by various groups and communities. A portrait of unions in Canada: Analyze the concept of union membership density Analyze differences in union membership density across various sectors of the economy and in terms of gender and type of employment Discuss important differences between union membership density in Canada and the United States THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 6

7 Analyze changing union organizing strategies Evaluate the recent trend toward union mergers Unions as Institutions: Analyze why unions exist Assess the functions of unions? Economic? Democratization? Integrative? Social Democratic? Class Conflict/ Revolutionary Evaluate the effects and effectiveness of unions Unions as organizations: Analyze the different types of unions and explain the main features that distinguish them Analyze the structure and role of union locals Analyze the structure and role of national and international parent unions Analyze how the main structural components of national and international unions are related administratively and financially Analyze the structure and role of the Canadian Labour Movement; labour councils, provincial federations of labour and the CLC Analyze how the main structural components of the Canadian labour movement are related administratively and financially Goverance: Evacuate sources of union democracy Explain how the constitutions/ by-laws and convention processes of unions/ central labour bodies govern how these organizations function, their leaders are elected and policies determined Assess the limits to union democracy Analyze the operation of unions as complex political organizations Explain how political considerations impact THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 7

8 on the union/management relationship Evaluate sources of union authority and the duty of fair representation Practice: Analyze the main goals of unions and assess how they attempt to achieve these goals through collective bargaining and other means Describe what is meant by "union security" and identify common union security provisions in collective agreements including: union membership provisions, dues check-off and time for union business. Identify the most common forms of union membership requirements found in collective agreements. Describe the growth of non-standard employment and discuss its implications for union growth and security 3 Public Sector Unions: Chapter 11 Analyse the development of collective bargaining in the Public Sector in Canada Analyse the key differences between public sector and private sector collective bargaining with particular attention to the unique status of the employer Assess the unique features of public sector dispute resolution and wage determination Discuss the implications of the new public management, alternative service provision and the changing role of the state in Canadian society in general on public sector collective bargaining 4 Employers Chapter 4 Describe the changing attitudes and behaviour of management towards unions Analyze the main features of the new industrial relations and human resources management Analyze the factors that gave rise to the new industrial relations and human resources management Evaluate the significance of these developments for unions and collective Assignment 1: Union/ Management Research is due - 20% THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 8

9 bargaining Explain the divergence of Canadian and American behaviour toward unions Identify the main labour relations goals of employers and explain how they attempt to achieve these goals through collective bargaining and other means Assess the impact of the collective agreement on Human Resources Management 5 Introduction to Labour Chapter 5 Historical Background: Law Analyze how the legal status of unions has changed over time Survey of Contemporary Labour Law: Analyze the different classes of labour relations legislation and evaluate how the central principles of Canadian labour relations legislation are applied in modified fashion with respect to many classes of public sector employees The Ontario Labour Relations Act: Summarize the topical contents of the Ontario Labour Relations Act (OLRA) Describe the coverage of the Act and explain why its scope (who it applies to) is an important public policy issue The Ontario Labour Relations Board: 6a Mid-term Test all materials covered to date 6b Union Organizing and Chapter 6; additional Establishing materials provided by Bargaining Rights instructor Describe the main administrative and adjudicative features of the Ontario Labour Relations Board Review and discuss an OLRB decision Mid-term test Experience and evaluate how union representation is achieved in the workplace under the Ontario Labour Relations Act In class, written assessment Interactive Simulation (attendance and participation are Mid-term test - 15% Assignment 2 Part 1: Union THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 9

10 Simulation - (OLRA). required for academic Organizing Part 1 credit) and Establishing Bargaining Rights - 15% 7a 7b Union Organizing and Establishing Bargaining Rights Simulation - Part 2 Establishing and Maintaining Bargaining Rights Chapter 6; additional materials provided by instructor Chapter 6; Appendix to Chapter 6 Experience and evaluate how union representation is achieved in the workplace under the Ontario Labour Relations Act (OLRA). Organizing a Union: Explain why workers join unions Describe the typical steps whereby a union organizes a group of non-union workers Identify and discuss special issues associated with union organizing Certification (Establishing Bargaining Rights): Interactive Simulation (attendance and participation are required for academic credit) Assignment 2 Part 2: Union Organizing and Establishing Bargaining Rights - 15% Assignment 2: Union Organizing and Establishing Bargaining Rights is due - 15% Describe the process by which a union applies for certification as the bargaining representative for a particular group of workers Evaluate the procedures and criteria used by the Ontario Labour Relations Board (OLRB) to determine if an applicant union should be certified Evaluate the criteria used by the OLRB in establishing certified bargaining units Analyse changes to the OLRA (Bill 40, Bill 7 and Bill 31) concerning certification and assess the implications of these changes for the establishment of bargaining rights Decertification (Losing Bargaining Rights): Analyse the reasons why bargaining rights may be terminated Assess the procedures and criteria used by THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 10

11 the OLRB in processing an application for decertification Successor Rights (Maintaining Bargaining Rights): Analyse the concept of successor rights and OLRA provisions concerning successor applications Unfair Labour Practices: Analyse the purpose of legal prohibitions against unfair labour practices Analyse the "unfair practices" by employers and unions prohibited by the OLRA Assess the how the first statutory freeze operates and its importance Evaluate the remedies available to the OLRB when unfair practices are committed 8 Collective Agreements Chapter 7 Analyse the main legal requirements concerning the contents and operations of collective agreements Analyse the structure and content of collective agreements Evaluate how the following key issues are addressed? Compensation? Hours of work? Work rules? Job and income security/protection? Seniority? Union security and rights 9 Contract Negotiation Chapter 8 Bargaining in Bad Faith: Evaluate the statutory obligation to bargain in good faith Analyse the criteria used by Labour Boards to find that bargaining in "bad faith" has occurred Explain how it may be possible for an employer to meet their legal obligations to bargain in good faith and still engage in union busting activity THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 11

12 Explain the purpose of first contract arbitration and critically assess its effectiveness Bargaining Structure: Explain the concept of bargaining structure Evaluate the implications of formal and informal bargaining structures Other Legal Requirements: Explain the process and legal requirements associated with contract ratification and a supervised vote on the employer s final offer 10 Collective Bargaining Simulation 11a Interest Dispute Resolution: Third Party Assistance Provided by instructor Chapter10, pp Appendix to Chapter 10 Negotiating Collective Agreements: Analyse the main theoretical and practical aspects of contract negotiation Assess the sources of union and management demands in contract negotiations Evaluate the factors contributing to bargaining outcomes Evaluate the merits of the interest based approach to negotiations relative to traditional positional bargaining Evaluate strategies to reduce the level of industrial conflict in the work Learn and practice contract negotiation through participation in an interactive, competitive, adversarial bargaining simulation Develop bargaining strategies, cost bargaining proposals and negotiate changes to an existing collective agreement Participants will report what they attempted to achieve in the negotiations, evaluate how successful they were and assess what they learned from the exercise Explain the difference between interest disputes and rights disputes in labour relations Third Party Assistance: Interactive Simulation (attendance and participation are required for academic credit) Assignment 3: Collective Bargaining Simulation - 20% THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 12

13 Evaluate the main forms of third party assistance for resolving interest disputes? Conciliation? Mediation? Fact-Finding? Conventional Interest Arbitration? First Contract Arbitration 11b Interest Dispute Chapter 10, pages 282- Resolution: Strikes 296. and Lockouts 12 Rights Dispute Resolution Chapter 9 Strikes/ Lockouts: Describe the functions played by strikes and lockouts Evaluate the restrictions on strike/ lockout activity Analyse the causes of strikes Analyse the factors that determine the effectiveness of strikes and lockouts Evaluate the implications of restricting the use of replacement workers during a strike/ lockout Evaluate the rights of the parties concerning picketing Analyse the structure and process of the grievance and arbitration procedures Evaluate the sources of management authority and rights in unionized environments Evaluate the grievance and arbitration processes? Functions? Performance? Alternatives 13 Grievance Settlement Simulation Provided by instructor Analyse seniority provisions in the collective agreement, with special emphasis on their importance in contract administration; grievances and arbitration Analyze key issues associated with employee discipline in the workplace especially as they pertain to grievances and arbitration Develop strategies to resolve grievances through participation in an interactive, competitive, adversarial grievance settlement simulation Participants will report what they attempted Interactive Simulation (attendance and participation are required for academic credit) Assignment 4: Grievance Simulation - 10% THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 13

14 to achieve in the session, evaluate how successful they were and assess what they learned from the exercise 14 Final Examination: All materials covered in In class, written assessment In class, written Final Exam: Comprehensive the course assessment Comprehensiv e THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar) 14