Question 1

Labor unions and management hope to resolve issues through collective bargaining. Each side comes to the table with a range of options they are willing to consider, some more appealing than others. All options that each will consider fall within the ________.
A) the LRB list of possibilities.
B) the cases of consideration.
C) the lands of indifference.
D) bargaining zone.

Accepted Answer

The bargaining zone is the range of options that each side is willing to consider in the process of collective bargaining.

Question 2

At the Greeley Corporation, union and management have not been able to reach a mutually satisfactory agreement on a grievance. The two sides have agreed to bring in a(n) ________ who will examine the evidence and arguments on both sides and issue a binding decision.
A) mediator
B) arbitrator
C) fact finder
D) union steward

Accepted Answer

An arbitrator is a neutral third party who is brought in to hear both sides of a dispute and makes a final and binding decision. In this scenario, since the union and management have not been able to come to an agreement on a grievance, an arbitrator will be brought in to make a final decision. Mediators attempt to facilitate negotiations and reach a mutually beneficial agreement, while fact finders are used to collect and report on information relevant to a dispute but do not make a binding decision. Union stewards are elected by the union to address grievances and represent union members, but they do not have the authority to make a binding decision in a dispute.

Question 3

Which of these evolving workplace issues will likely continue to be a focus during future contract negotiations?
A) shifting jobs from service back to manufacturing industries
B) eliminating part-time work
C) arranging for care assistance for children and elders
D) increasing offshore outsourcing jobs

Accepted Answer

Future contract negotiations will likely focus on evolving workplace issues such as child care and elder care.

Question 4

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop
A) workers must join the union within a stipulated time period (usually 30, 60, or 90 days) in order to keep their jobs, but in an open shop the workers are not required to join the union.
B) the union is restricted to a limited number of employees who perform specific types of jobs, but in an open shop membership in the union is available to all workers.
C) workers who do not join the union must pay a fee or regular dues, while in an open shop workers who choose not to join the union do not have to pay any union fees or dues.
D) workers must agree not to join a union in order to keep their jobs while in an open shop workers are free to join a union if they wish, but they are not required to do so.

Accepted Answer

In an agency shop workers are not required to join the union, but workers who choose not to join are required to pay a fee to the union or regular union dues. In an open shop, workers are free to join a union or not join, and those that do not join are not required to pay any fees or dues.

Question 5

Closed shops were declared illegal by the
A) Taft-Hartley Act.
B) Norris-LaGuardia Act.
C) National Labor Relations Board in 1929.
D) U.S. Supreme Court in 1946.

Accepted Answer

The Taft-Hartley Act of 1947 declared closed shops illegal, which were workplaces that required employees to be union members as a condition of employment.

Question 6

If management and union officials cannot resolve a grievance, a(n) ________ is asked to listen to the arguments of each side and to make a decision that both sides will have to comply with.
A) confirmer
B) counselor
C) arbitrator
D) mediator

Accepted Answer

An arbitrator is a neutral third party who is called upon to settle disputes between management and union officials. They listen to the arguments from both sides and make a decision that is legally binding for both parties to comply with. Confirmer and counselor are not roles typically involved in the grievance process, and while a mediator may be called upon initially to try to resolve the dispute, if unsuccessful, an arbitrator would be the next step.

Question 7

Which of the following topics is generally covered in a negotiated labor-management agreement?
A) corporate pricing policy
B) grievance procedures
C) management fringe benefits
D) management compensation

Accepted Answer

A negotiated labor-management agreement typically includes the grievance procedures such as the arbitration agreement and mediation procedures.

Question 8

In the late 1930s management at Atalanta Industries agreed to hire only those workers who were already members of the Electrical Union. Atalanta agreed to a type of arrangement known as a(n)
A) closed shop.
B) open shop.
C) union shop.
D) restricted shop.

Accepted Answer

In a closed shop, workers must belong to the union before they can be hired. While this type of arrangement was legal in the 1930s, the Taft-Hartley Act declared closed shops illegal in 1947.

Question 9

A(n) ________ is a union official who works permanently in an organization and represents employee interests on a daily basis.
A) arbitrator
B) shop steward
C) mediator
D) president

Accepted Answer

A shop steward is a union official who works permanently in an organization and represents employee interests on a daily basis. Arbitrators are neutral third parties who assist in resolving disputes between labor unions and management. Mediators are also neutral third parties who work to facilitate communication and negotiation between labor unions and management. Presidents may be union officials or management officials, and may hold a variety of responsibilities and roles within the organization.

Question 10

The justification for dues or fees paid by nonunion members to the union in a(n) ________ shop is that the union represents all workers in collective bargaining, not just those who belong to the union.
A) closed
B) agency
C) fee simple
D) union

Accepted Answer

The justification for dues or fees paid by nonunion members to the union is in an agency shop. In an agency shop, non-union members are required to pay fees to the union because the union represents all workers in collective bargaining, not just those who belong to the union.

Question 11

________ is the use of a third party to encourage labor and management to continue negotiating in an effort to settle a labor dispute or achieve a mutually acceptable labor-management agreement.
A) Arbitration
B) Mediation
C) Reconciliation
D) Intercession

Accepted Answer

Mediation is the use of a third party to encourage labor and management to continue negotiating in an effort to settle a labor dispute or achieve a mutually acceptable labor-management agreement. Arbitration is the use of a third party to make a final and binding decision in a labor dispute. Reconciliation is a process of restoring friendly relations, and intercession means pleading on someone's behalf.

Question 12

The process of bringing in an impartial third party to render a binding decision in a labor dispute is referred to as
A) resolution.
B) mediation.
C) arbitration.
D) confirmation.

Accepted Answer

The process described is arbitration, as it involves bringing in a third party to make a final and binding decision in a dispute. Resolution may refer to any method used to settle a labor dispute, including arbitration, mediation, or negotiation. Mediation involves the use of a neutral third party to facilitate discussion between the two sides, but does not result in a binding decision. Confirmation is not a term related to labor dispute resolution.

Question 13

Simon, who is philosophically opposed to unions, often says, "Why should I be required to join an organization I don't agree with, or pay a fee to support it financially? I thought this was a free country, but I don't feel very free when I'm told that I'll lose my job if I don't join the union. It just isn't fair." Simon's comments suggest he favors a(n) ________ shop arrangement.
A) closed
B) open
C) regulated
D) certified

Accepted Answer

Under an open shop arrangement, workers can join a union if they wish (if one is present in the workplace) but cannot be required to join a union or pay a fee to a union to keep their jobs.

Question 14

If a union is present in a firm that has a(n) ________ shop arrangement, workers may join the union if they wish, but they are not required to join or pay a union fee in order to keep their jobs.
A) open
B) unrestricted
C) freedom of choice
D) agency

Accepted Answer

An open shop arrangement allows workers the choice to join a union if they wish, but it does not require membership or payment of union fees as a condition of employment.

Question 15

In a(n) ________ shop, workers do not have to belong to a union before they are hired, but they must join a union within a specified period (usually 30, 60, or 90 days) in order to keep their job.
A) agency
B) closed
C) open
D) union

Accepted Answer

The answer of In a(n) ________ shop, workers do not...

Question 16

A key difference between a mediator and an arbitrator is that
A) a mediator is appointed by labor and management, while an arbitrator is appointed by the federal government under terms set forth in the Taft-Hartley Act.
B) a mediator is an unpaid volunteer, while an arbitrator is a paid professional.
C) an arbitrator can settle a labor-management dispute by rendering a binding decision, while a mediator can only make suggestions and encourage the two sides in a dispute to continue negotiating.
D) a mediator is a lawyer who represents either labor or management in a labor dispute, while an arbitrator is an impartial advisor who listens to both sides of the dispute and offers suggestions that help the two parties reach a mutually acceptable agreement.

Accepted Answer

A mediator is an impartial third party who encourages both parties in a labor-management dispute to continue negotiating. Mediators can offer suggestions to help the parties reach an agreement, but do not have the authority to end the dispute by making a binding decision. An arbitrator is an impartial third party who has the authority to settle a labor-management dispute by rendering a binding decision.

Question 17

A grievance is
A) an implication that management has broken a management-union agreement, but it must be proven.
B) an employee's perception that management has not in some way fulfilled a labor contract agreement.
C) the disappointment that members of a union feel when management refuses to participate in good faith collective bargaining.
D) the result of a poorly arbitrated conflict.

Accepted Answer

A grievance is a charge by an employee that management is not abiding by the agreed-upon labor contract, as he/she perceives it. Grievances are usually filed due to problems with overtime rules, promotions, layoffs, transfers, and job assignments.

Question 18

Under a(n) ________ shop agreement, workers must belong to the union before they are hired.
A) open
B) union
C) agency
D) closed

Accepted Answer

A closed shop agreement requires workers to belong to a specific union before they are hired, whereas an open shop agreement allows workers to choose whether or not to join a union.

Question 19

Mary was recently hired at Marshall Industries as a repairperson. Upon starting her new job, she was informed that if she chose not to join the union representing her fellow repair workers, she would still have to pay a fee to the union. Apparently, Marshall operates under a(n)
A) illegal arrangement, since nonmembers can never legally be required to pay fees to unions.
B) closed shop agreement.
C) union shop agreement.
D) agency shop agreement.

Accepted Answer

In an agency shop, workers do not have to join a union, but nonmembers are required to pay either a special union fee or regular union dues. Union supporters justify this type of arrangement because the collective bargaining efforts of the union gain benefits for all workers, not just those who belong to the union.

Question 20

In a union shop
A) workers must join the union within a stipulated time period (usually 30, 60, or 90 days) in order to keep their jobs.
B) workers must belong to the union before the company can hire them.
C) workers who do not join the union must pay a union fee.
D) workers are required to sign yellow-dog contracts.

Accepted Answer

Under a union shop, workers do not have to belong to a union to be hired for a job, but they do have to join the union within a prescribed period in order to keep their job.

Quiz 12: Dealing With Employeemanagement Issues

Labor unions and management hope to resolve issues through collective bargaining. Each side comes to the table with a range of options they are willing to consider, some more appealing than others. All options that each will consider fall within the ________.

At the Greeley Corporation, union and management have not been able to reach a mutually satisfactory agreement on a grievance. The two sides have agreed to bring in a(n) ________ who will examine the evidence and arguments on both sides and issue a binding decision.

Which of these evolving workplace issues will likely continue to be a focus during future contract negotiations?

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop

Closed shops were declared illegal by the

If management and union officials cannot resolve a grievance, a(n) ________ is asked to listen to the arguments of each side and to make a decision that both sides will have to comply with.

Which of the following topics is generally covered in a negotiated labor-management agreement?

In the late 1930s management at Atalanta Industries agreed to hire only those workers who were already members of the Electrical Union. Atalanta agreed to a type of arrangement known as a(n)

A(n) ________ is a union official who works permanently in an organization and represents employee interests on a daily basis.

The justification for dues or fees paid by nonunion members to the union in a(n) ________ shop is that the union represents all workers in collective bargaining, not just those who belong to the union.

________ is the use of a third party to encourage labor and management to continue negotiating in an effort to settle a labor dispute or achieve a mutually acceptable labor-management agreement.

The process of bringing in an impartial third party to render a binding decision in a labor dispute is referred to as

If a union is present in a firm that has a(n) ________ shop arrangement, workers may join the union if they wish, but they are not required to join or pay a union fee in order to keep their jobs.

In a(n) ________ shop, workers do not have to belong to a union before they are hired, but they must join a union within a specified period (usually 30, 60, or 90 days) in order to keep their job.

A key difference between a mediator and an arbitrator is that

A grievance is

Under a(n) ________ shop agreement, workers must belong to the union before they are hired.

Mary was recently hired at Marshall Industries as a repairperson. Upon starting her new job, she was informed that if she chose not to join the union representing her fellow repair workers, she would still have to pay a fee to the union. Apparently, Marshall operates under a(n)

In a union shop