When would the terms of a union agreement take precedence over employment standards: O The union agreement will never take precedence as employments standards are to be followed O When the majority of the terms and conditions meet minimum standards D The union agreement will always take precedence O When the terms and conditions in the contract at least meet the minimum standards
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- A common law employee-employer relationship exist: when the employer has the right to specify the end result and a. when the employee has the right to specify the end result and the ways and means by which the that result is to be attained. b. when the employer has the right to specify the end result and the ways and means by which the that result is to be attained. c. when neither the employer or the employee has the right to specify the end result and the ways and means by which the that result is to be attained. d. none of the aboe.Various negotiation tactics can be employed by negotiators in order to attempt to reach a resolution.The relationship between the employer and the majority union at GDH Printing is traditionally an extremely hostile one, with the union on numerous occasions referring to the employer as their ‘biggest enemy’.Which negotiation manoeuvre would be the most suitably to deploy in this instance? Motivate your answer.Vicarious performance is where a. a third party performs an obligation in place of another person who is ultmately liable for a proper performance b. an employee performs an obligation inplace of another employee and the performing employee is liable for proper performance c. parties to a contract enter into another agreement that has the effect of transferring the liability to perform to a third party d. an employer performs an obligation in place of its employee and is liable for proper performance e. parties to a contract agree to terminate a contract and substitute a new contract in place of the old one.
- Which of the following is not an example of how payroll can provide input into the union negotiation process? Advise on issues surrounding the cost of increased wages Advise on issues surrounding the timing of retroactive payments Advise on issues surrounding increasing the group benefit package Advise on issues surrounding methods of increasing productivityAll of the following factors are considered by the CRA in determining if an employment relationship was under employee or self-employed arrangement except: Question 13 options: a) Ownership of tools b) Ability to hire others c) Opportunity for profit d) How much the employer can payIn arbitration, what do leaders of the labor union and the representatives of company management agree to?(1 point) A. to bring a third party into their negotiations who has the ability to make binding decisions B. to negotiate with one another and to understand that the labor union reserves the right to make binding decisions for both parties C. to negotiate with one another and to understand that management reserves the right to make binding decisions for both parties D. to bring a third party into their negotiations who will help them negotiate, but who does not have the power to make binding decisions
- When employers are subject to both federal and state wage-hour laws, they must observe the law that: a. is the more recent one b. is more favorable to the employer c. is more favorable to the employee d. has the bigger penaltiesFor termination benefits payable as a result of an entity’s decision to terminate an employee’s employment, the entity can no longer withdraw the offer when the entity has communicated to the affected employees a plan of termination, provided which of the following criteria All of the other three choices. Actions required to complete the plan indicate that it is unlikely that significant changes to the plan will be made. Either one of the three choices. The plan identifies the number of employees whose employment is to be terminated, their job classifications or functions and their locations (but the plan need not identify each individual employee) and the expected completion date. The plan establishes the termination benefits that employees will receive in sufficient detail that employees can determine the type and amount of benefits they will receive when their employment is terminated.The primary purpose of the Equal Employment Opportunity Commission is to regulate and enforce the provisions of the Fair Labor Standards Act of 1938. ) a) True ) b) False
- What is conventional arbitration? What is final-offer arbitration? How do the union and firm take into account the arbitrator’s behavior when deciding which wage offers to put on the table?An employee has the right to receive compensation for future paid leave, and the payment of compensation is probable. If the obligation relates to rights that vest but the amount cannot be reasonably estimated, the employer should a. Accrue a liability with proper disclosure. b. Not accrue a liability nor disclose the situation. c. Accrue a liability; however, the additional disclosure is not required. d. Not accrue a liability; however, disclosure is requiredYour business may be at risk if: Select one: a. All of these b. An important contract does not technically exist due to flaws in its creation c. An important contract is not properly designed or legally "created" d. You cannot enlist the help of the courts to enforce an important contract because it does not actually exist in law e. You have no legal recourse because you have no contract with a business which decides to abandon its deal with your company.