Question 1

Which of the following statements about grievance procedures is true?
A) The cost of arbitration is always borne by management.
B) Management is typically the party that files the grievance.
C) HR professionals are involved in the grievance procedures at the very first step
D) The first stage in the grievance procedure involves the aggrieved party contacting the union steward.
E) About 50 percent of contracts provide for a grievance procedure

Accepted Answer

The first stage in the grievance procedure typically involves the aggrieved party contacting the union steward, who will then initiate the procedure on behalf of the employee.

Question 2

Employees have the right to solicit for unions on company property during their personal working hours.

Accepted Answer

Employees do not have the right to solicit for unions on company property during their working hours; they can do so in non-working times such as breaks or lunch periods.

Question 3

By law, only current employees can initially contact union organizers. The union cannot legally contact company employees.

Accepted Answer

Both the company employees and the union organizers have the right to initiate contact in regards to unionization. The National Labor Relations Act protects employees' right to organize and prohibits employers from interfering with or retaliating against employees who exercise that right.

Question 4

Employers usually support the union's authorization card signing campaign to minimize workplace disruption.

Accepted Answer

Employers often oppose the union's authorization card signing campaign as it can lead to increased unionization and potential labor disputes, which can disrupt their operations and profits.

Question 5

The traditional relationship between union and management today is adversarial.

Accepted Answer

The traditional relationship between union and management is often seen as adversarial, with each side trying to protect their own interests and bargaining power. This can lead to conflicts and confrontations, although there are also examples of more cooperative and collaborative relationships between unions and management in certain industries or workplaces.

Question 6

Early unions were concerned about union shops and the regulation of apprenticeships to prevent the replacement of journeymen employees.

Accepted Answer

Early unions were indeed concerned about the establishment of union shops, where only union members were allowed to be hired, and the regulation of apprenticeships to ensure that employers did not replace experienced journeymen employees with less skilled and lower-paid apprentices.

Question 7

Collective bargaining is a complex process in which union members and management negotiators maneuver to win the most advantageous contract. How difficult the issues are to be settled depends on:
A) the quality of the union-management relationship
B) whether the organization is centralized
C) the degree of formalization within the organization
D) the organizational mission
E) all of the above

Accepted Answer

The quality of the union-management relationship is crucial in determining how difficult it will be to settle issues during collective bargaining. A positive relationship can facilitate smoother negotiations, while a strained relationship can complicate the process.

Question 8

Disciplinary clauses in collective bargaining agreements detail the specific grounds for discipline or provide a general statement that discipline can only occur for proper and just reasons.

Accepted Answer

The answer of Disciplinary clauses in collective bargaining agreements detail...

Question 9

A certification election determines if the majority of employees want a union.

Accepted Answer

A certification election is also known as a union representation election, and its purpose is to determine whether a union will be the exclusive representative of a group of employees in negotiations with their employer. The election is conducted by the National Labor Relations Board (NLRB), and employees vote to decide whether or not they want to be represented by the union. If the majority of employees vote in favor of the union, then the union can represent all employees in the bargaining unit.

Question 10

The most common type of union grievance reaching arbitration involves ____________.
A) discipline and discharge
B) allocation of overtime
C) allocation of shift work
D) safety and health
E) improper promotions

Accepted Answer

Discipline and discharge are the most common types of union grievances that reach arbitration. Many collective bargaining agreements include specific procedures for disciplinary actions and terminations, which can result in grievances and ultimately arbitration if the union believes the discipline or discharge was unwarranted or unfair.

Question 11

An arbitrator:
A) is a neutral third party that helps the union and management negotiators reach a voluntary agreement
B) determines the conditions of the agreement that ends the negotiation deadlock
C) may make suggestions and recommendations based on his or her expertise
D) must have the trust and respect of both parties if he or she is to have any success at ending the deadlock
E) has no power to impose a solution

Accepted Answer

An arbitrator is a neutral third party who has the authority to determine the conditions of the agreement and impose a binding resolution to end a negotiation deadlock.

Question 12

Unionization is typically the first recourse of employees who are dissatisfied with some aspect of their jobs.

Accepted Answer

Employees often try other methods to address job dissatisfaction, such as speaking with management, seeking changes in the workplace, or looking for new jobs, before resorting to unionization. Unionization is usually considered when other methods have not resolved the issues.

Question 13

Which of the following is a good measure of how well the union-management negotiation process works?
A) the need for government intervention
B) the duration of contract negotiations
C) the use of mediation and arbitration
D) the outcome of member ratification votes
E) all of the above

Accepted Answer

All of the options listed are indicators of the effectiveness of the union-management negotiation process. The need for government intervention, the duration of contract negotiations, the use of mediation and arbitration, and the outcome of member ratification votes each reflect different aspects of the negotiation process's success or challenges.

Question 14

What is the core of union-management relations?

Accepted Answer

The answer of What is the core of union-management relations?...

Question 15

Four important influences on an employee's decision to join a union are dissatisfaction at work, lack of power, management efforts, and union instrumentality.

Accepted Answer

These four factors are commonly recognized as important influences on an employee's decision to join a union. Dissatisfaction at work, such as low pay or poor working conditions, can motivate employees to seek the collective bargaining power that a union offers. Employees who feel they lack power in their workplace, either because of their job status or because they are not consulted on important decisions, may also be more inclined to unionize. Management efforts to discourage unionization, such as anti-union campaigns or retaliation against union supporters, can also push employees towards organizing. Finally, union instrumentality refers to an employee's belief that a union will actually be able to make positive changes in their workplace, and this perception can influence their decision to join.

Question 16

A mediator:
A) is a neutral third party that helps the union and management negotiators reach a voluntary agreement
B) must have the trust and respect of both parties if he or she is to have any success
C) must have sufficient expertise to convince the union and employer he or she will be fair and equitable
D) has no power to impose a solution, he or she can only facilitate
E) is accurately described by all of the above

Accepted Answer

All of the options accurately describe a mediator. They are neutral third parties who facilitate negotiations between union and management, require the trust and respect of both parties, must be knowledgeable and convincing in their expertise, and have no power to impose a solution.

Question 17

From management's point of view, both cost considerations and smooth daily operations indicate that an effective grievance procedure is one that settles grievances at the _____ stage.
A) first
B) second
C) third
D) fourth (arbitration stage)
E) none of the above stages is preferable to another

Accepted Answer

Settling grievances at the first stage is preferred by management as it reduces the cost of handling grievances and prevents disruptions to daily operations. If grievances are not resolved at the first stage, they may escalate to higher stages, which can be time-consuming and expensive for the organization. Therefore, an effective grievance procedure should be designed to resolve issues at the earliest stage possible.

Question 18

Unionization is the effort by employees and outside agencies to act as a single unit when dealing with management over issues relating to their work.

Accepted Answer

Unionization is the process of forming a union or labor union where employees work together as a collective unit to negotiate with management on issues such as working conditions, wages, and benefits.

Question 19

Unions should have a grievance-handling procedure that aids in effectively processing grievances without being guilty of unfair representation. Unfair representation occurs when the union:
A) dismisses a grievance without investigating its merits
B) directly disregards the employee's interests
C) refuses to investigate a grievance because of the employee's race
D) fails to process the grievance to a reasonable conclusion
E) does any or all of the above

Accepted Answer

Unfair representation can occur in any of the ways listed in the answer choices, so the best choice is E, which includes all of them. To ensure fair representation, unions must have a structured grievance-handling procedure that investigates every grievance, treats members equally, and follows the union's by-laws and procedures. Any deviation from these standards could be considered an unfair practice and put the union at risk of legal action. Therefore, it is crucial for unions to establish and abide by a grievance-handling procedure that promotes fair representation for all its members.

Question 20

Which of the following issues would most likely cause management to lodge a grievance?
A) wage and work schedules
B) absenteeism and discharge
C) discipline over employee substance abuse
D) wildcat strikes
E) outsourcing and part-time workers

Accepted Answer

Wildcat strikes, which are unauthorized work stoppages occurring without the union's approval, directly challenge management's authority and disrupt operations, likely prompting a grievance from management against the union or employees involved.

Quiz 14: Understanding Unionization and Collective Bargaining

Which of the following statements about grievance procedures is true?

Employees have the right to solicit for unions on company property during their personal working hours.

By law, only current employees can initially contact union organizers. The union cannot legally contact company employees.

Employers usually support the union's authorization card signing campaign to minimize workplace disruption.

The traditional relationship between union and management today is adversarial.

Early unions were concerned about union shops and the regulation of apprenticeships to prevent the replacement of journeymen employees.

Collective bargaining is a complex process in which union members and management negotiators maneuver to win the most advantageous contract. How difficult the issues are to be settled depends on:

Disciplinary clauses in collective bargaining agreements detail the specific grounds for discipline or provide a general statement that discipline can only occur for proper and just reasons.

A certification election determines if the majority of employees want a union.

The most common type of union grievance reaching arbitration involves ____________.

An arbitrator:

Unionization is typically the first recourse of employees who are dissatisfied with some aspect of their jobs.

Which of the following is a good measure of how well the union-management negotiation process works?

What is the core of union-management relations?

Four important influences on an employee's decision to join a union are dissatisfaction at work, lack of power, management efforts, and union instrumentality.

A mediator:

From management's point of view, both cost considerations and smooth daily operations indicate that an effective grievance procedure is one that settles grievances at the _____ stage.

Unionization is the effort by employees and outside agencies to act as a single unit when dealing with management over issues relating to their work.

Unions should have a grievance-handling procedure that aids in effectively processing grievances without being guilty of unfair representation. Unfair representation occurs when the union:

Which of the following issues would most likely cause management to lodge a grievance?