Question 1

During collective bargaining,the employer and the union are obligated to reach an agreement.

Accepted Answer

While there is an obligation to bargain in good faith, there is no requirement for the parties to actually reach an agreement. Either party can ultimately decide to walk away from negotiations.

Question 2

It is not an unfair labor practice for an employer to contribute financial or other support to a labor organization.

Accepted Answer

The answer of It is not an unfair labor practice...

Question 3

In a typical strike,an employer has a right to hire replacement workers to substitute for striking workers.

Accepted Answer

This is known as the "right to hire" and is protected under the National Labor Relations Act. However, there are some restrictions on the conditions under which replacement workers can be hired.

Question 4

After a union is certified,it becomes the exclusive bargaining representative of the workers.

Accepted Answer

Once a union is certified, it becomes the only organization that can collectively bargain for the workers it represents.

Question 5

It is an unfair labor practice for a union to charge a membership fee.

Accepted Answer

Unions commonly charge membership fees to cover the costs of organizing, representing workers, negotiating contracts, and other activities. Charging a membership fee is not an unfair labor practice, but forcing workers to join the union or pay fees as a condition of employment may be considered coercive or discriminatory. The legality of union fees depends on the applicable labor laws and collective bargaining agreements in each country or jurisdiction.

Question 6

If a union loses the majority support of those it represents,an employer is not obligated to continue recognition of the union.

Accepted Answer

This is known as the "decertification process" and if a union loses majority support, an employer can request an election to decertify the union. If the vote is successful, the employer is no longer obligated to bargain with the union.

Question 7

Berry Fields,Inc. ,employs hundreds of seasonal and permanent workers,both skilled and unskilled,in three states.Under federal immigration law,Berry Fields can hire illegal immigrants​

Accepted Answer

Federal immigration law prohibits employers from knowingly hiring undocumented immigrants, regardless of whether they file special forms or not. Therefore, Berry Fields cannot legally hire illegal immigrants under any circumstances.

Question 8

Seafood Canning Corporation keeps a file of I-9 verifications forms.To inspect this file,the appropriate government officer must obtain​

Accepted Answer

The government officer does not need a subpoena, a warrant, or the employer's consent to inspect I-9 verification forms, as these inspections are part of regulatory compliance checks.

Question 9

Unions have a duty to make a reasonable effort to come to an agreement with an employer.

Accepted Answer

Unions have a legal obligation to bargain in good faith and make a reasonable effort to reach a collective bargaining agreement with an employer. This duty is imposed by labor laws to ensure that both parties are negotiating in good faith and working towards a mutually beneficial solution.

Question 10

At any time and for any reason,an employer can refuse to bargain collectively with an elected employee representative.

Accepted Answer

This statement is false. Under the National Labor Relations Act (NLRA), employers are required to bargain collectively with elected employee representatives, known as unions, in good faith. There are exceptions and limitations to this requirement, such as when the union does not have majority support from the employees or engages in unfair labor practices, but an employer cannot simply refuse to bargain with a union for any reason.

Question 11

Non-employees do not have a right to picket an employer during a strike.

Accepted Answer

The answer of Non-employees do not have a right to...

Question 12

Mai,Nina,and Omar apply to work for Poultry Company.These individuals' identities and eligibility to work must be verified by​

Accepted Answer

It is the employer's responsibility to verify the identities and eligibility to work of their employees. The process includes completing and reviewing documents such as the I-9 form and verifying that the individual possesses the legal authorization to work in the United States. The other options, such as the applicants or their countries of origin, may provide information, but the ultimate responsibility falls on the employer. The U.S. Citizenship and Immigration Services may also play a role in the process, but their involvement is limited to providing guidance on the legal requirements for employment eligibility verification.

Question 13

Jorge,Kim,and Lucy apply to work for Meat Packing,Inc.The employer must verify the identity and eligibility to work of​

Accepted Answer

According to the Immigration Reform and Control Act of 1986, all employers are required to verify the identity and eligibility to work of each new hire, regardless of their background or ethnicity. Therefore, option A is the correct choice. Option B, C, and D are incorrect as they do not align with the legal requirements and ethical considerations of employment practices.

Question 14

A strike is an extreme action,but striking workers do not lose their right to be paid.

Accepted Answer

Striking workers typically do not receive pay during a strike, as they are not working. However, some unions may provide strike pay to their members to help support them during the strike.

Question 15

After every strike,strikers have a right to return to their jobs.

Accepted Answer

The answer of After every strike,strikers have a right to...

Question 16

A union may threaten an employee with the loss of a job for a failure to join the union.

Accepted Answer

It is illegal for a union to threaten an employee with job loss or any other form of reprisal for failing to join the union. This would be considered coercion and a violation of labor laws.

Question 17

Employers seeking to lay off workers can choose to lay off union workers before nonunion workers.

Accepted Answer

It is illegal for employers to use union status as a factor in deciding which workers to lay off. This would be considered discriminatory and a violation of labor laws.

Question 18

Employers have a duty to negotiate with a union in good faith.

Accepted Answer

According to the National Labor Relations Act (NLRA), employers are obligated to bargain collectively with the union representing their employees in good faith. This means that employers must approach negotiations honestly and reasonably, and not engage in any tactics designed to undermine the union's authority or obstruct the collective bargaining process. Failure to negotiate in good faith may lead to legal action and penalties.

Question 19

Vehicle Assembly Corporation operates a plant near the border between the United States and Mexico.Due to the location,it would be easier for the company to employ noncitizens.In this situation,it is legal for the employer to​

Accepted Answer

It is illegal for employers to hire, recruit or refer for a fee persons not authorized to work in the United States, regardless of their location or proximity to the border. Therefore, none of the choices provided are legal options for Vehicle Assembly Corporation.

Question 20

Workers have a right to refuse to cross a picket line of fellow workers who are engaged in a lawful strike.

Accepted Answer

The National Labor Relations Act (NLRA) grants employees the right to engage in protected concerted activity, including the right to participate in strikes. This includes the right to refuse to cross a picket line of fellow workers who are engaged in a lawful strike. It is illegal for an employer to retaliate or take adverse actions against employees who exercise their right to refuse to cross a picket line.

Quiz 22: Immigration and Labor Law