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Instructor’s Manual to Accompany McQuarrie/Industrial Relations in Canada, Fourth Edition
CHAPTER 6
LECTURE NOTES
Chapter 6 Objectives
At the end of this chapter, you should be able to:
• Explain how an application for certification is handled by a labour relations board
• Understand the effect of certification
• Explain some of the special circumstances that may arise in a certification
application
• Define and give examples of an unfair labour practice
• The required level of support for the application varies from jurisdiction to
jurisdiction:
- Range from minimum of 35% (Quebec and federal) to minimum of 45%
(Manitoba, New Brunswick)
- Provinces that set minimum and maximum levels usually permit automatic
certification for support above the maximum level
• Labour relations boards generally attempt to minimize the time between the filing
of a certification application and the representation vote
• The ballot asks the employees if they want the union to be their exclusive
bargaining agent
- In some jurisdictions, only employees in the proposed bargaining unit can
vote; in others, all employees are eligible
- For union to be certified at least 50% + 1 of voters must vote in favour of the
union
• If the vote is successful and no extraordinary circumstances arise, the board will
issue a certification order
• Most Canadian labour codes set limits, known as time bars, that restrict the time
within which organizing efforts can take place.
- The time bar that applies after a previous certification attempt has failed is
known as an application bar
-
- Some jurisdictions impose applications bars if previous certification
application is under review or the subject of court proceedings
- In most jurisdictions, unions cannot withdraw certification application for non-
technical reasons as a way of avoiding the application bar
- This is so unions do not try to salvage unsuccessful organizing campaigns by
terminating one certification application and immediately reapplying to
represent the same group of workers
- Most jurisdictions give the labour relations board the power to waive the
application bar if union made some inadvertent error in its application
• A hearing is usually held if there is some dispute over the content of the
application or its surrounding circumstances
- E.g., if there is an application for a very small bargaining unit within a very
large company, board might want to know why union is applying for this
particular bargaining unit
- Hearing can also be justified if there are allegations of unfair labour practices
during the organizing campaign or if union and employees disagree over
composition of proposed bargaining unit
• Raids can occur when employees feel dissatisfied with the representation
provided by their current union
− A raid may begin on the initiative of either the employees or a union
- In new unions, individuals may have little experience with e.g., contract
negotiation
- Restriction allows union executives and members time to gain skills to run
union effectively without having to fend off an organizing campaign
• Another time bar sets certain times during the term of an existing collective
agreement when a certification application can be submitted – these are known
as open periods
- Generally applications can only be made during specified times in a multi-
year agreement or within a certain period toward the end of a single-year
agreement
- These restrictions ensure that union and management representatives do not
have to deal with raids while trying to negotiate a new collective agreement
- They also allow the existing agreement to run its course without interference
or distraction of a raid
• There are no legal restrictions on the number of unions that can simultaneously
attempt to organize the same existing bargaining unit
- Usually there is only one union but there have been cases of raids by more
than one union on the same group of workers at the same time
• If the union merges with one or more other unions, the merged union usually
applies for certification under its new name
• A labour relations board may order a representation vote or may alter the
certification without a vote
• If the union ceases to exist and the workers do not wish to be represented by
another union, the workers would usually file for decertification.
• Decertification cancels the existing certification and makes the workplace non-
union
− Discussed in more detail in Ch. 12
• If the employer merges with another business or expands, the board must decide
whether the existing certification still applies. This circumstance is known as
successorship
• The board must decide whether employees whose positions were not part of
original bargaining unit should now be included
- Successorship discussed in more detail in Ch. 12
• Even if a complaint is upheld, the effects of the behaviour can still influence the
outcome of an organizing campaign
• Unfair labour practices tend to occur most often during the certification process
- Employees are more vulnerable during certification because they are not yet
protected by collective agreement
- Employers might take advantage of this by demoting, disciplining, or firing
employees who are known union supporters
- The point of this would be to intimidate other employees who wouldn’t want
the same thing to happen to them
- One recent survey of employers showed that 12% of respondents engaged in
at least one action during organizing that could be considered an unfair labour
practice
- In this study the most commonly reported forms of employer action were
downsizing, laying off, or dismissing employees
Legislation
• Most labour codes in Canada outline contain guidelines for employer and union
behaviour
• An employer is free to express views for or against the union so long as the
employer does not use coercion, intimidation, threats, promises, or undue
influence
• The context and perception of the expressed views, as well as their content,
need to be considered
- Wording of Canadian labour codes attempts to capture range of possible
behaviours or statements that could be considered unfair labour practices
- Wording also tries to be broad enough so as not to exclude any behaviour or
statements
- but if employees perceive this action as implying threats about what will
happen if union is certified, distribution could be seen as an unfair labour
practice
• The standard of proof in all cases before a labour relations board is the balance
of probabilities.
- This is less rigorous than the standard of “beyond a reasonable doubt” used in
criminal court
• Still requires sufficient evidence showing the probability that the disputed action
was justified
- E.g., if employee involved in organizing campaign is fired, employer would
have to prove “balance of probabilities” by showing such evidence as the
employee’s poor work record and was warned about it prior to start of
campaign
- Employer might also have to show other evidence such as proof that
employee was offered training to help with performance problems
• A senior company official held events called “rap sessions” that employees were
compelled to attend
- These were held after organizing campaign started
- At these meetings, management staff introduced themselves, talked about
company’s business plans, and answered employee questions
- Management made no specific statements about unionization, but if
employees asked they were told that employees had a choice whether or not
to join a union
• This official sent all employees a letter that discussed the certification drive
- Official claimed that employees were confused about the impact a union
would have
- Letter indicated that other companies in same industry had reduced workforce
after unionization
- Letter stated that “we firmly believe” everyone’s interests would be “best
served” by remaining non-union
- Letter described how presence of union would change seniority practices,
reduce take-home pay, and possibly cause a strike
• The company argued that the letter did not contain any direct threats or
instructions not to join the union.
- Company said letter was a statement of company’s opinion
• The union argued that the letter implied that there were negative consequences
of unionization that had occurred elsewhere and that would occur at this
organization if it became unionized
• The labour relations board found the letter constituted an unfair labour practice –
even statements that are not explicit threats can effectively be threats
- E.g., statement of employer’s position could intimidate employees who don’t
agree with employer’s position
• The board held that the ban on distribution of union material in workers’
mailboxes was an attempt to intimidate employees
• The board noted that the company had not enforced its policy against non-
company material in the mailboxes
- Policy had been in effect for several years and was not enforced until after
organizing campaign started
• The company had not demonstrated that the union material disrupted operations
- While the board did not specifically address the rap sessions, these could
have been interpreted as intimidation because employees were compelled to
attend
• Examples:
- Reimbursing a union for extra organizing expenses
- Union might have to spend extra money responding to employer’s actions
- Reinstating employees disciplined because of anti-union animus
• Make-whole remedies can also attempt to reverse any damage an unfair labour
practice has caused to an organizing campaign.
- Examples:
- Allowing union organizers into the workplace
- Allowing employees or unions to use company bulletin boards
- Allowing the union to hold information meetings in the workplace during
working hours
Karte.
Der Südosten Deutsch-Ostafrikas. Maßstab 1 : 1000000.
Kap Guardafui (s. S. 27).
Erstes Kapitel.
Die Ausreise.
Daressalam, am Pfingstsonntag 1906.
Daß ich das schönste Fest des Jahres — denn dafür halte ich
Pfingsten im Gegensatz mindestens zur gesamten deutschen
Jugend — unter Palmen verleben würde, hätte ich ein halbes Jahr
zuvor noch nicht zu ahnen gewagt. Aber es ist so; seit zwei Tagen
weile ich in der Hauptstadt von Deutsch-Ostafrika und damit an
einem Fleckchen Erde, dem auch Leute, die weiter und mehr gereist
sind als ich, noch manchen Reiz abgewinnen können. Nicht daß die
Szenerie an sich etwas Großartiges oder gar Überwältigendes hätte;
im Gegenteil, überragende, wuchtige Berge oder stattliche Ströme
fehlen gänzlich; auch die weite Fläche des offenen Ozeans trägt
unmittelbar nichts zum Bilde bei, denn Daressalam liegt landeinwärts
und ohne nennenswerten Ausblick auf das offene Meer. Was den
Zauber des hiesigen Landschaftsbildes ausmacht, das ist vielmehr
wohl eine der glücklichsten Vereinigungen von blitzendem Wasser,
leuchtendem Grün und strahlender Sonne, die man sich denken
kann.
Die Einfahrt in den Hafen selbst läßt den Neuling die kommende
Schönheit nicht ahnen; ein von Korallenbänken eingeengtes,
überaus schmales, durch seine scharfen Biegungen an die
Steuermannskunst hohe Anforderungen stellendes Fahrwasser führt
auf den Scheitelpunkt einer scheinbar ausgangslosen, flachen Bucht
zu. Plötzlich aber gleitet das Schiff über diesen Scheitelpunkt hinaus
in einen außerordentlich engen, von steilen, grünen Uferbänken
begrenzten Kanal, der sich, noch ehe der Reisende sich von seinem
Erstaunen erholt hat, zu einer weitgedehnten, glitzernden, von
Schiffen bedeckten Wasserfläche erweitert. Das ist die berühmte
Bucht von Daressalam. Daß wir Deutschen einem solchen Hafen
zuliebe das alte Karawanenemporium Bagamoyo mit seiner offenen
Reede aufgeben und dafür das bis dahin nahezu unbekannte
Negerdorf Daressalam zum Vorort der Kolonie machen mußten,
versteht man angesichts der offenkundigen Vorzüge dieser
Örtlichkeit vollkommen, auch ohne erst jahrelang im Lande geweilt
zu haben.
Mombassa und auch Sansibar habe ich ausreichend genießen
können; das deutsche Tanga hingegen ist mir auf der Herfahrt
versagt geblieben. Meiner alten Begeisterung für alle körperlichen
Übungen folgend, habe ich auch an Bord des „Prinzregenten“
geturnt und mir im Golf von Aden den linken Fuß versprungen.
Vermutlich ist das Fersenbein verletzt, jedenfalls macht mir jedes
Auftreten große Pein. Für eine halbjährige Inland-Expedition mit
ihren Märschen und Strapazen eröffnen sich mir damit nette
Aussichten. Von den beiden englischen Zentralpunkten stellt
Sansibar die Vergangenheit, Mombassa die Gegenwart und noch
mehr die Zukunft dar. Zwar ist die Lage Sansibars auf einer der
Festlandküste in ausreichendem Abstande vorgelagerten Insel ein
Vorzug, den ihr auch die glänzendste Entwicklung aller
gegenüberliegenden Festlandstädte niemals wird rauben können,
werden doch die Hauptlinien sowohl des wirtschaftlichen wie auch
des geistigen Verkehrs von allen diesen Küstenplätzen aus
immerdar radial in Sansibar zusammenlaufen; aber unleugbar ist seit
der Fertigstellung der Ugandabahn doch Mombassa das eigentliche
Einfallstor in das Innere und wird es nach Maßgabe der heute kaum
erst angebahnten wirtschaftlichen Erschließung der
zentralafrikanischen Landschaften in stets fortschreitendem Grade
bilden. Ob unsere leider immer nur erst geplanten großen deutschen
Inlandbahnen den bereits gewonnenen großen Vorsprung
Mombassas in absehbarer Zeit oder überhaupt jemals werden
einholen können, muß die Zukunft lehren. Hoffen wir das Beste!
Zweites Kapitel.
Die Ziele.
Daressalam, 10. Juni 1906.