Question 1

The Public Transport Union and the New York Transit Authority are in conflict with each other. When the conflict escalates, the New York City Council decides to intervene and settle the dispute. The Council, after listening to offers from both sides, puts forth a binding settlement, which both parties must accept. In the context of the alternatives to work stoppages, this is an example of

Accepted Answer

This scenario involves the intervention of an external third party (the New York City Council) to settle the dispute and impose a binding decision, which is characteristic of arbitration. Fact finder negotiation involves an impartial third party gathering information and making non-binding recommendations. Mediation involves a third party facilitating negotiations between the two parties to reach a mutually acceptable solution. Checkoff bargain refers to an agreement between an employer and a union that requires the employer to deduct union dues from employees' paychecks, while grievance leverage involves the threat of work stoppages to pressure management into addressing union grievances.

Question 2

Explain the major functions of the National Labor Relations Board.

Accepted Answer

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Question 3

During the grievance process, the union appeals a grievance to top line management and senior industrial relations staff. What step comes next?

Accepted Answer

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Question 4

A chain of fried-fish restaurants hires part-time workers and pays minimum wage. Turnover is very high. Given that most employees do not stay at a restaurant long or work there full time, organizing campaigns are very difficult. With these facts in mind, Kathy, the chain's vice president of human resources, believes unions will not have an impact on the company. What possible force in labor markets is Kathy overlooking?

Accepted Answer

Kathy is overlooking the potential influence of worker centers, which are organizations that provide support and resources for workers seeking better wages and working conditions. These centers can use publicity and community support to pressure employers to improve labor conditions, including organizing campaigns for unionization. Furthermore, even if individual workers are not able to join or form a union, worker centers may be able to provide them with legal and other forms of support to improve their bargaining power and working conditions.

Question 5

The Transport Union in Austin, Texas, enters into a contract with the Metropolitan Transportation Authority. The contract requires the government agency to pay a yearly bonus to union members. A year after signing the contract, the Metropolitan Transportation Authority refuses to pay the annual bonus, which triggers a conflict between the union and the agency. A third party intervenes to resolve the conflict between the two parties. The third party evaluates the arguments of both sides and proposes a solution. Both parties have the right to decline the proposal, but they decide to accept it. In the context of the alternatives to work stoppage, the third party in this scenario is an example of a(n)

Accepted Answer

The third party in this scenario is a fact finder. A fact finder evaluates the arguments of both sides and proposes a solution, which the parties can choose to accept or decline.

Question 6

The executives of Bee Hive Honey are proud of the company's management practices, which they believe ensure fair treatment of employees better than union representation does. However, some complaints about working conditions have shown up in the suggestion box. The executives asked the HR manager, Ashley, to plan a system of employee-manager meetings to address issues such as these. As Ashley considers this request, what potential problem should she keep in mind?

Accepted Answer

A management-established system of employee representation may violate the National Labor Relations Act (NLRA), which grants employees the right to form and join unions and engage in collective bargaining. A system of employee-manager meetings could be seen as an attempt to circumvent the employee's right to unionize and collectively bargain. Ashley should ensure that any system implemented does not infringe on employee rights under NLRA.

Question 7

A nursing assistant in a nursing home filed a grievance that he was unfairly passed over for a promotion. Discussions and appeals did not satisfy the employee, so the issue went to arbitration. The arbitrator decided that the nursing home must promote the employee, based on the terms of its contract, in spite of management's protests that the employee was too unreliable to handle the greater responsibility. The employee's supervisor urges Luke, the director of human resources, to file an appeal in the state courts. Luke says doing so would be a wasted expense. Which statement best supports Luke's conclusion?

Accepted Answer

Courts generally avoid reviewing arbitrators' decisions in employment matters, so filing an appeal in the state courts would likely be a wasted expense.

Question 8

A production worker believes that her supervisor is intentionally assigning her to work on machinery for which she does not have the proper training. She is worried about her safety and wonders if the supervisor is intentionally harassing her. The worker is represented by a union, so she starts the grievance process specified in the labor agreement. Assuming this is a typical grievance procedure, in which step, if any, will the employee likely act alone?

Accepted Answer

In a typical grievance procedure, the first step would be for the employee to speak with her supervisor on her own before involving the union. This allows the employee and supervisor to attempt to resolve the issue informally before the formal grievance process is initiated. The employee may also choose to seek the advice and support of the union during this initial step, but ultimately the decision to proceed with a formal grievance is up to the employee.

Question 9

The employees' union and the management at Rex Inc. enter into a contract, which requires Rex to improve its facilities and ensure the safety of its employees. However, a few months later, the employees observe that the conditions have remained the same and that management has not taken any steps to revamp its systems. As a result, the union files a case against Rex for violating the terms of their contract. In order to resolve this issue, the union and Rex will both have to participate in a process for resolving conflicts, known as

Accepted Answer

The process for resolving conflicts in this scenario is known as the grievance procedure. This is a formal process outlined in the collective bargaining agreement between the union and management, which allows employees to file a complaint or grievance if they feel the terms of the contract have been violated. The grievance procedure typically involves several steps, such as filing the complaint, meeting with management to discuss the issue, and potentially going through mediation or arbitration to resolve the conflict. It is a commonly used process in labor relations to address disputes and ensure that both parties are held accountable to the terms of their agreement.

Question 10

Lyla, a neutral third party, tries to resolve a conflict initiated by a manager and union representative at Houghlin Inc. She does so by listening to what both parties have to say about the issue and facilitating the negotiations. In this scenario, Lyla is exercising which type of alternative to work stoppages?

Accepted Answer

Lyla is exercising the technique of mediation, where a neutral third party helps to facilitate negotiations and resolve conflicts between two parties. Final-offer arbitration involves each party submitting a proposed solution, while fact-finding involves a neutral third party investigating the facts of the case and making a non-binding recommendation. Conventional arbitration and rights arbitration involve a third party making a final and binding decision on the issue.

Question 11

The ________ usually provides the neutral third party who is used for the common alternatives to strikes.

Accepted Answer

The Federal Mediation and Conciliation Service (FMCS) is known for its role in providing neutral third-party mediators to facilitate labor-management negotiations and resolve disputes. The other options listed are either not directly involved in providing mediation services or do not exist.

Question 12

Bargaining over a new union contract typically occurs

Accepted Answer

Bargaining over a new union contract typically occurs every few years, usually around the expiration date of the previous contract. This allows for renegotiation and updates to terms and conditions of employment.

Question 13

The method for providing solutions to union-management conflicts over interpretation or violation of a collective bargaining agreement is known as a

Accepted Answer

The grievance procedure is a formal process for resolving disputes between labor unions and management over the interpretation or violation of a collective bargaining agreement. The procedure typically involves a series of steps that escalate the issue to higher levels of management or union representation until a resolution is reached.

Question 14

An electric utility operates in a state with right-to-work laws. About three-quarters of its line workers have elected to join the union that represents them. Keith, one of the line workers, believes that his supervisor is unfairly passing him over when selecting employees to earn extra pay by working overtime. Keith wants to file a grievance according to the process in the labor agreement, but he is not a member of the union. What must the union do in this situation?

Accepted Answer

The union is obligated to represent all employees in the bargaining unit equally, regardless of their membership status. This includes representing non-members in grievance processes according to the labor agreement.

Question 15

Laura, a sales manager at Dexter Inc., claims that labor and management are rivals for most organizations. Brooke, the HR manager, says she is aware of exceptions. Which statement best supports Brooke's perspective?

Accepted Answer

Brooke's perspective is that there are exceptions to the claim that labor and management are rivals in most organizations. Option B presents examples of such exceptions, where there is cooperation between labor and management, such as employee involvement in decision making and self-managing teams. The other options do not support Brooke's perspective. Option A states that labor and management have acted like adversaries after the 1980s, which supports Laura's claim. Option C also supports Laura's perspective by stating that finding win-win solutions is almost impossible due to conflicting goals. Option D talks about defining jobs narrowly, which does not relate to the topic of labor and management cooperation. Option E makes a generalized statement about unionization leading to loss of profits, which is not specific to labor and management relations.

Question 16

Briefly describe the three levels of decisions involved in labor relations.

Accepted Answer

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Question 17

Explain what right-to-work laws are. What is the viewpoint of unions regarding these laws?

Accepted Answer

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Question 18

Erica, a vice president of human resources at an automobile company, wants to develop its programs for employee empowerment. However, she is concerned because unions are heavily involved in representing auto workers and might object to empowerment programs. Which statement about the National Labor Relations Board would best address Erica's concern?

Accepted Answer

Option D states that the NLRB has shown clear support for employee involvement in decision making, which would address Erica's concern about potential union objection to empowerment programs. UnidosUS agrees with this statement, as the NLRB has issued several rulings in recent years supporting employee involvement in decision-making processes, even in industries with high levels of unionization. Option B is also partially correct, as the NLRB has allowed employee empowerment in specific situations, but it does not fully address Erica's concern about union involvement.

Question 19

According to the provisions outlined in the contract between Kramer Inc. and its labor union, Kramer Inc. must pay its employees double for working overtime. However, due to financial constraints, the company is unable to meet these demands. The company and the union decide to negotiate the terms of the contract in a relatively informal manner. A non-authoritative third party is invited to listen to the views of both sides and help resolve the conflict. In the context of the alternatives to work stoppages, the third party in this scenario is an example of a(n)

Accepted Answer

The non-authoritative third party in this scenario is acting as a mediator, attempting to facilitate a resolution between the company and its labor union. The mediator does not have the power to impose a decision upon the parties, but rather is focused on helping the parties reach a mutually acceptable agreement. This is distinct from the role of an arbitrator or a fact finder, which typically involve a more formal process and may result in a binding decision. A rights enforcer would not typically be involved in contract negotiations, and a stakeholder is a broader concept that refers to anyone who has an interest or concern in the outcome of a particular issue.

Question 20

What is the difference between craft unions and industrial unions?

Accepted Answer

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Quiz 15: Collective Bargaining and Labor Relations