Question 1

Under ________, workers are not required to join the union, but those who do not join are still required to pay a union fee or regular dues to the union.
A) right-to-work laws
B) all union security clauses
C) agency shop agreements
D) Employee Stock Option Plans (ESOPs)

Accepted Answer

Agency shop agreements allow workers the choice not to join a union but require those who opt out to still pay union fees or dues, ensuring the union can still represent them in collective bargaining and other activities.

Question 2

The ________ guaranteed the rights of individual union members when dealing with their union.
A) Wagner Act
B) Landrum-Griffin Act
C) Norris-LaGuardia Act
D) Taft-Hartley Act

Accepted Answer

The Landrum-Griffin Act, also known as the Labor-Management Reporting and Disclosure Act, was passed in 1959 to regulate labor union officials and guarantee the rights of individual union members. The act requires unions to hold regular elections, disclose financial information, and give members certain rights when it comes to union disciplinary actions and internal affairs.

Question 3

The Taft-Hartley Act
A) established the first minimum wage.
B) allowed individual states to pass right-to-work laws prohibiting compulsory union membership.
C) required management to bargain in good faith with union representatives.
D) set up the process by which unions could be recognized as the exclusive bargaining agents for a group of workers.

Accepted Answer

The Taft-Hartley Act allowed individual states to pass right-to-work laws prohibiting compulsory union membership. This weakened unions by allowing workers to benefit from union negotiations without having to become union members or pay union dues. None of the other choices are accurate.

Question 4

During the 1920s and early 1930s, the Rosedale Shoe Factory was able to prevent workers from forming a union by requiring them to sign an employment contract in which they agreed not to join a union as a condition of employment. Rosedale Shoe Factory was making use of
A) yellow-dog contracts.
B) blacklisting agreements.
C) injunctions.
D) implied consent decrees.

Accepted Answer

A yellow-dog contract required workers to agree not to join a union as a condition of employment. This type of contract was declared illegal by the Norris-LaGuardia Act in 1932.

Question 5

The primary purpose of collective bargaining is to
A) ensure worker participation in setting the goals and objectives of the company.
B) establish and communicate clear guidelines for performance appraisals.
C) limit the authority of management to set job categories and direct worker activities.
D) negotiate a labor-management agreement that both the union and management are willing to accept.

Accepted Answer

Successful collective bargaining results in a labor-management agreement that is mutually acceptable.

Question 6

The ________ sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time.
A) negotiated labor-management agreement
B) right-to-work agreement
C) open shop agreement
D) bargaining zone

Accepted Answer

A negotiated labor-management agreement, commonly known as a collective bargaining agreement, is a written contract that outlines the terms and conditions of employment for a specific period of time. It sets the tone for how labor and management will work together and provides a framework for resolving disputes and grievances. Right-to-work and open shop agreements refer to laws or policies regarding union membership and payment of union dues, and the bargaining zone is the range of acceptable outcomes in a negotiation.

Question 7

The management at an auto manufacturer planned to terminate production due to labor issues that were consuming most of the profits. For years, the strong union at this facility did some tough negotiating with the company's corporate headquarters. In a companywide vote, employees agreed to walk away from union membership in order to keep the factory open and save their jobs. The National Labor Relations Board (NLRB) agreed that it was in the best interest of the employees. ________ was started to take away the rights of union representation at the factory.
A) Bargaining dismissal
B) Decertification
C) Arbitration
D) Certification

Accepted Answer

Decertification is the process where union workers decide to take away the right for union representation.

Question 8

The ________ outlawed the use of yellow-dog contracts and prohibited courts from issuing injunctions against nonviolent union activities.
A) Landrum-Griffin Act
B) Fair Labor Standards Act
C) Wagner Act
D) Norris-LaGuardia Act

Accepted Answer

The Norris-LaGuardia Act, passed in 1932, outlawed the use of yellow-dog contracts (which forced employees to agree not to join a union) and prohibited courts from issuing injunctions against nonviolent union activities. The Landrum-Griffin Act also regulated unions, but it was passed in 1959 and dealt with issues such as union leadership and financial transparency. The Fair Labor Standards Act and Wagner Act both dealt with labor issues, but they did not specifically address yellow-dog contracts or injunctions against union activities.

Question 9

The Wagner Act is best described as a(n)
A) pro-management law.
B) pro-union law.
C) anti-communism law.
D) anti-collective bargaining law.

Accepted Answer

The Wagner Act explicitly allowed for collective bargaining, a right long sought by labor unions. The Wagner Act also established the National Labor Relations Board to offer legal protection to workers and to oversee the union certification process.

Question 10

The National Labor Relations Board (NLRB) consists of
A) a five-member panel appointed by the U.S. president.
B) an eight- or ten-member board consisting of an equal representation of union officials and management personnel.
C) two large unions: the AFL and the CIO.
D) a congressional committee.

Accepted Answer

The National Labor Relations Board is a federal agency that consists of a five-member panel appointed by the U.S. president. The board is responsible for administering and enforcing U.S. labor law, including the National Labor Relations Act.

Question 11

One goal of the Landrum-Griffin Act was to
A) firmly establish the right of unions to engage in collective bargaining.
B) set up the means by which unions could be certified as bargaining agents for workers.
C) clean up the corrupt practices of unions.
D) prevent employees engaged in providing critical services such as health care or police protection from going out on strike.

Accepted Answer

The Landrum-Griffin Act, also known as the Labor-Management Reporting and Disclosure Act, was passed in 1959 to address the issues of corruption and misuse of power by unions. The act introduced a series of regulations to promote transparency and accountability in union operations, to prevent union leaders from embezzling funds or making deals that conflict with the interests of their members. While the act also affirmed the right of workers to engage in collective bargaining and established procedures for certification of unions as bargaining agents, these were not the primary goals of the law. Preventing critical service employees from going on strike was not part of the Landrum-Griffin Act either.

Question 12

Union leaders at the Pacific Corporation are furious. Although the union is certified by the NLRB, its negotiating team has had little success in getting management to meet with them to work on a new labor contract. In fact, during the last three months, the management team has agreed to meet only twice, once on a weekend, and the other time after 8:00 p.m. Even during those two meetings, the management team was unwilling to offer serious proposals. Pacific's management team should review the legal rights of union members to participate in collective bargaining, as provided under the
A) Taft-Harley Act.
B) Norris LaGuardia Act.
C) Wagner Act.
D) Landrum-Griffin Act.

Accepted Answer

The Wagner Act established a certification process by which a union was recognized by the NLRB as the authorized bargaining agent for a group of workers. The act required that once a union was certified, management must bargain at reasonable times and in good faith with the union on issues such as wages, hours, and terms and conditions of employment.

Question 13

If public employees and their union representatives were prohibited by a vote in the state senate from negotiating with government officials on issues that affected their labor contracts, which rights would be directly affected?
A) collective bargaining
B) process negotiation
C) collective insurance
D) individual taxpayer

Accepted Answer

Collective bargaining refers to the collective right of union members or their representation to enter into negotiations and discussions about union employee labor contracts and other types of issues such as fair wages, benefits, and unfair employment practices that affect workers.

Question 14

The objectives of labor unions have
A) always placed the greatest emphasis on increasing wages and benefits.
B) shifted with social and economic conditions.
C) frequently taken global competition into account.
D) consistently favored policies that would move the U.S. economy toward a command system.

Accepted Answer

The objectives of labor unions have shifted with social and economic conditions. While wages and benefits have historically been important, unions have also advocated for workplace safety, job security, better working conditions, and advancements in technology and training. Unions have also taken into account global competition and the impact it has on workers. However, labor unions have not consistently favored policies that would move the U.S. economy toward a command system.

Question 15

The ________ guaranteed union members the right to nominate candidates for union office and participate in union meetings.
A) Taft-Hartley Act
B) Fair Labor Standards Act
C) Norris-LaGuardia Act
D) Landrum-Griffin Act

Accepted Answer

The Landrum-Griffin Act, also known as the Labor-Management Reporting and Disclosure Act (LMRDA), was passed in 1959 and aimed to regulate unions and their activities. One of its provisions was to guarantee union members the right to nominate candidates for union office and participate in union meetings, thus promoting democracy within the labor movement. The Taft-Hartley Act (A) restricted the power of unions, the Fair Labor Standards Act (B) established minimum wage and overtime standards, and the Norris-LaGuardia Act (C) limited the ability of federal courts to issue injunctions against labor unions.

Question 16

At one time, as a condition of employment, the employer could make the employee sign a statement prohibiting the worker from joining a union. What was this called?
A) arbitrary agreement
B) yellow-dog contract
C) right-to-work contract
D) employment at will agreement

Accepted Answer

This type of agreement was known as a yellow-dog contract, which was used by employers to prevent workers from joining or participating in labor unions.

Question 17

Which of the following acts gave more power to management in its relations with organized labor?
A) Norris-LaGuardia Act
B) Landrum-Griffin Act
C) Wagner Act
D) Taft-Hartley Act

Accepted Answer

The Taft-Hartley Act of 1947 gave more power to management by restricting union activities, allowing states to enact "right-to-work" laws, and empowering the president to intervene in labor disputes. It also required unions to file regular financial reports and imposed restrictions on picketing and secondary boycotts.

Question 18

Nick belongs to a labor union. He believes a few key people run the union by meeting secretly and making decisions without informing other members or allowing them to fully participate in the meetings. If Nick's suspicions are correct, the union is violating provisions of the ________ Act.
A) Landrum-Griffin
B) Fair Labor Standards
C) Taft-Hartley
D) Wagner

Accepted Answer

The Landrum-Griffin Act guaranteed individual union members the right to attend and participate in union meetings, nominate candidates for union office, vote in union elections, and examine union records and accounts.

Question 19

Sean believes that management is treating him unfairly because of his efforts to organize a vote for union representation. Which organization should he contact to report his concerns?
A) Federal Board of Labor Rights (FBLR)
B) National Labor Relations Board (NLRB)
C) Federal Trade Commission (FTC)
D) Federal Commission on Unfair Labor Practices (FCULP)

Accepted Answer

The National Labor Relations Board (NLRB) provides guidelines and offers legal protection to workers seeking to vote on organizing a union to represent them in the workplace.

Question 20

The Labor-Management Relations Act (Taft-Hartley Act) can be best described as a law which
A) gave unions much more power and led to a rapid rise in union membership.
B) gave employees the right to serve on the board of directors of their company, thus encouraging a more equitable treatment of workers.
C) eliminated the need for unions in many industries by providing workers with widespread rights and protection against unfair labor practices by employers.
D) placed limitations on union activities and gave more power to management in dealing with unions.

Accepted Answer

The Taft-Hartley Act prohibited featherbedding (requiring payment for work not performed), secondary boycotts, and closed shops. These restrictions were very unpopular with unions. This act also allowed individual states to pass right-to-work laws prohibiting union shops and established provisions for dealing with strikes that threaten the nation's health and safety. These restrictions gave more power to management in dealing with unions.

Quiz 12: Dealing With Employeemanagement Issues

Under ________, workers are not required to join the union, but those who do not join are still required to pay a union fee or regular dues to the union.

The ________ guaranteed the rights of individual union members when dealing with their union.

The Taft-Hartley Act

During the 1920s and early 1930s, the Rosedale Shoe Factory was able to prevent workers from forming a union by requiring them to sign an employment contract in which they agreed not to join a union as a condition of employment. Rosedale Shoe Factory was making use of

The primary purpose of collective bargaining is to

The ________ sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time.

The ________ outlawed the use of yellow-dog contracts and prohibited courts from issuing injunctions against nonviolent union activities.

The Wagner Act is best described as a(n)

The National Labor Relations Board (NLRB) consists of

One goal of the Landrum-Griffin Act was to

If public employees and their union representatives were prohibited by a vote in the state senate from negotiating with government officials on issues that affected their labor contracts, which rights would be directly affected?

The objectives of labor unions have

The ________ guaranteed union members the right to nominate candidates for union office and participate in union meetings.

At one time, as a condition of employment, the employer could make the employee sign a statement prohibiting the worker from joining a union. What was this called?

Which of the following acts gave more power to management in its relations with organized labor?

Nick belongs to a labor union. He believes a few key people run the union by meeting secretly and making decisions without informing other members or allowing them to fully participate in the meetings. If Nick's suspicions are correct, the union is violating provisions of the ________ Act.

Sean believes that management is treating him unfairly because of his efforts to organize a vote for union representation. Which organization should he contact to report his concerns?

The Labor-Management Relations Act (Taft-Hartley Act) can be best described as a law which