Accredited Test Bank Solution For
Canadian Labour Relations, Law, Policy,
and Practice, 2nd Edition Doorey
(Chapter 1 to 17 included) [All Lessons
Included]
Complete Chapter Solution Manual
are Included (Ch.1 to Ch.17)
Rapid Download
Quick Turnaround
Complete Chapters Provided
, Table of Contents are Given Below
Here is the list of chapters from "Canadian Labour Relations: Law, Policy, and Practice," 2nd Edition, by David J.
Doorey and Alison Braley-Rattai:
Part I: The Law of Work: Themes, Frameworks, and Perspectives
1. Canadian Law of Work in a Nutshell
2. A Framework for Analyzing the Law of Work
3. Key Perspectives That Shape the Law of Work
4. What is Employment?
Part II: The Collective Bargaining Regime
5. Introduction to the Collective Bargaining Regime and the Canadian Labour Movement
6. A Brief History of Labour and the Law
7. Why Do Workers Join Unions and What Effects Do Unions Have on Business?
8. The Unionization Process
9. Unfair Labour Practices and the Right to Organize
10. Collective Bargaining and Making a Collective Agreement
11. The Law of Industrial Conflict
12. The Collective Agreement
13. Grievances, the Labour Arbitration, and “Just Cause” in the Unionized Workplace
14. The Regulation of Unions: Legal Status, the Duty of Fair Representation, and Decertification
15. Public Sector Labour Relations
Part III: The Charter of Rights and Freedoms and Work
16. The Charter of Rights and Freedoms and Work
17. Globalization and the Law of Work: International Labour Law and Trade Law
This comprehensive structure provides an in-depth exploration of Canadian labour relations, covering legal
frameworks, collective bargaining processes, and the impact of globalization on work.
PAGE 1
,PART A (Questions 1–25)
1. Which of the following best describes the general purpose of labour law in Canada, according to
Doorey?
A. To promote free market competition between workers and employers
B. To balance the power imbalance between employers and employees
C. To remove government oversight from employment relationships
D. To ensure all employment contracts are indefinite in duration
Answer: B
Explanation: Labour law aims to address the inherent power imbalance in the employment relationship by
setting minimum standards and providing mechanisms—such as collective bargaining—for workers to negotiate
more effectively with employers.
2. In the “law of work” framework, which of the following is typically not considered one of the primary
sources of regulation?
A. Common law
B. Statutes and regulations
C. International trade agreements
D. Collective agreements
Answer: C
Explanation: Although international trade agreements can influence labour policies, the primary sources in the
Canadian law of work framework are (1) the common law, (2) legislation/ regulations (federal and provincial),
and (3) collective agreements for unionized workplaces.
3. In Canada, the term “quasi-constitutional” for some employment-related statutes (e.g., human rights
legislation) typically means:
A. They have no real legal effect.
B. They supersede the Constitution.
C. They have elevated importance and can override other statutes.
D. They apply only in unionized workplaces.
Answer: C
Explanation: Human rights statutes are often described as “quasi-constitutional,” meaning they have a special
legal status that can override conflicting provisions in other legislation.
4. Which of the following best characterizes David Doorey’s description of the common law of
employment?
PAGE 2
, A. It is entirely codified by federal statute.
B. It has little to no influence in modern employment relationships.
C. It originates from centuries of judge-made rules and precedents.
D. It only applies in unionized workplaces.
Answer: C
Explanation: The common law of employment developed over centuries through case law. It remains
fundamental in employment relationships, especially where no collective agreement or specific statute applies.
5. According to Doorey, labour arbitration in Canada is primarily used to resolve:
A. Criminal proceedings involving employees
B. Disputes arising under collective agreements
C. Claims about commercial contracts between businesses
D. Disputes over constitutional matters
Answer: B
Explanation: Labour arbitration is the process in unionized settings to resolve grievances over the
interpretation and application of collective agreements.
6. Under the “Wagner Model,” which principle is central to Canadian collective bargaining law?
A. Employee at-will doctrine
B. Exclusive bargaining rights for a certified union
C. Prohibition of union dues collection
D. Mandatory arbitration of wage rates by government
Answer: B
Explanation: The Wagner Model provides that once a union is certified, it has the exclusive right to represent
all employees in the bargaining unit and negotiate a collective agreement on their behalf.
7. Which of the following is not a typical function of a labour relations board (LRB) in Canada?
A. Certifying unions
B. Administering health and safety inspections
C. Overseeing unfair labour practice complaints
D. Resolving bargaining unit disputes
Answer: B
Explanation: Labour relations boards generally handle issues like union certification, bargaining unit
determination, and unfair labour practice complaints. Health and safety issues usually fall under a different
regulatory body or ministry.
PAGE 3
Canadian Labour Relations, Law, Policy,
and Practice, 2nd Edition Doorey
(Chapter 1 to 17 included) [All Lessons
Included]
Complete Chapter Solution Manual
are Included (Ch.1 to Ch.17)
Rapid Download
Quick Turnaround
Complete Chapters Provided
, Table of Contents are Given Below
Here is the list of chapters from "Canadian Labour Relations: Law, Policy, and Practice," 2nd Edition, by David J.
Doorey and Alison Braley-Rattai:
Part I: The Law of Work: Themes, Frameworks, and Perspectives
1. Canadian Law of Work in a Nutshell
2. A Framework for Analyzing the Law of Work
3. Key Perspectives That Shape the Law of Work
4. What is Employment?
Part II: The Collective Bargaining Regime
5. Introduction to the Collective Bargaining Regime and the Canadian Labour Movement
6. A Brief History of Labour and the Law
7. Why Do Workers Join Unions and What Effects Do Unions Have on Business?
8. The Unionization Process
9. Unfair Labour Practices and the Right to Organize
10. Collective Bargaining and Making a Collective Agreement
11. The Law of Industrial Conflict
12. The Collective Agreement
13. Grievances, the Labour Arbitration, and “Just Cause” in the Unionized Workplace
14. The Regulation of Unions: Legal Status, the Duty of Fair Representation, and Decertification
15. Public Sector Labour Relations
Part III: The Charter of Rights and Freedoms and Work
16. The Charter of Rights and Freedoms and Work
17. Globalization and the Law of Work: International Labour Law and Trade Law
This comprehensive structure provides an in-depth exploration of Canadian labour relations, covering legal
frameworks, collective bargaining processes, and the impact of globalization on work.
PAGE 1
,PART A (Questions 1–25)
1. Which of the following best describes the general purpose of labour law in Canada, according to
Doorey?
A. To promote free market competition between workers and employers
B. To balance the power imbalance between employers and employees
C. To remove government oversight from employment relationships
D. To ensure all employment contracts are indefinite in duration
Answer: B
Explanation: Labour law aims to address the inherent power imbalance in the employment relationship by
setting minimum standards and providing mechanisms—such as collective bargaining—for workers to negotiate
more effectively with employers.
2. In the “law of work” framework, which of the following is typically not considered one of the primary
sources of regulation?
A. Common law
B. Statutes and regulations
C. International trade agreements
D. Collective agreements
Answer: C
Explanation: Although international trade agreements can influence labour policies, the primary sources in the
Canadian law of work framework are (1) the common law, (2) legislation/ regulations (federal and provincial),
and (3) collective agreements for unionized workplaces.
3. In Canada, the term “quasi-constitutional” for some employment-related statutes (e.g., human rights
legislation) typically means:
A. They have no real legal effect.
B. They supersede the Constitution.
C. They have elevated importance and can override other statutes.
D. They apply only in unionized workplaces.
Answer: C
Explanation: Human rights statutes are often described as “quasi-constitutional,” meaning they have a special
legal status that can override conflicting provisions in other legislation.
4. Which of the following best characterizes David Doorey’s description of the common law of
employment?
PAGE 2
, A. It is entirely codified by federal statute.
B. It has little to no influence in modern employment relationships.
C. It originates from centuries of judge-made rules and precedents.
D. It only applies in unionized workplaces.
Answer: C
Explanation: The common law of employment developed over centuries through case law. It remains
fundamental in employment relationships, especially where no collective agreement or specific statute applies.
5. According to Doorey, labour arbitration in Canada is primarily used to resolve:
A. Criminal proceedings involving employees
B. Disputes arising under collective agreements
C. Claims about commercial contracts between businesses
D. Disputes over constitutional matters
Answer: B
Explanation: Labour arbitration is the process in unionized settings to resolve grievances over the
interpretation and application of collective agreements.
6. Under the “Wagner Model,” which principle is central to Canadian collective bargaining law?
A. Employee at-will doctrine
B. Exclusive bargaining rights for a certified union
C. Prohibition of union dues collection
D. Mandatory arbitration of wage rates by government
Answer: B
Explanation: The Wagner Model provides that once a union is certified, it has the exclusive right to represent
all employees in the bargaining unit and negotiate a collective agreement on their behalf.
7. Which of the following is not a typical function of a labour relations board (LRB) in Canada?
A. Certifying unions
B. Administering health and safety inspections
C. Overseeing unfair labour practice complaints
D. Resolving bargaining unit disputes
Answer: B
Explanation: Labour relations boards generally handle issues like union certification, bargaining unit
determination, and unfair labour practice complaints. Health and safety issues usually fall under a different
regulatory body or ministry.
PAGE 3
