Question 1

The NLRA has described what constitutes unfair labor practices by employers.List a few of these prohibited activities.

Accepted Answer

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Question 2

When a union sympathizer seeks and gains employment at a non-unionized company with the intent of laying the ground work for a union certification election,this is known as _____.

Accepted Answer

The scenario described is an example of salting. Salting involves union sympathizers seeking employment at non-unionized companies with the intent of promoting unionization among the workforce. They may do this by talking to co-workers about the benefits of unionization, organizing informational meetings, or distributing union literature.

Question 3

List the steps involved in forming unions.

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Question 4

What are union effects on worker satisfaction?

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Question 5

Union recognition is most commonly a result of _______.

Accepted Answer

Union recognition is most commonly a result of an NLRB ordered election. This is a process where employees vote on whether or not they want to be represented by a union. It is overseen by the National Labor Relations Board (NLRB) and is initiated by a petition for an election filed by the union seeking to represent the employees or by employees themselves. The other options listed (arbitration, management count of authorization cards, NLRB order based on an unfair labor practice, impasse resolution mediation) may also be factors in union recognition, but they are not the most common.

Question 6

An arbitrator must take into account all of the following when forming a decision EXCEPT:

Accepted Answer

Precedents established in previous cases are not always considered by arbitrators, as their decisions are primarily based on the specifics of the contract or agreement in question, the facts of the current case, applicable laws, and whether due process and just cause were observed.

Question 7

The National Railworkers Union (NRU)and Norfolk-Southern Railway (NSR)have been bargaining over a new labor contract for several weeks.However,the negotiations have reached a deadlock and the NRU is threatening to strike.At this point both parties should do which of the following?

Accepted Answer

Both parties should call in a mediator to review the dispute and suggest compromises. This is a common approach to resolving disputes during collective bargaining negotiations. Mediation allows for a neutral third party to help the parties reach a mutually agreeable solution without the need for court action or a work stoppage. Arbitration may be considered if mediation fails, but it is not the first step. Mini-arbitration may also be an option, but it is less common than mediation. Choosing to agree to the strike or bringing court action would only escalate the conflict and potentially harm both parties.

Question 8

A company has 2,000 eligible workers in a prospective bargaining unit.How many of these workers need to sign an authorization card before the NLRB will order an election?

Accepted Answer

The National Labor Relations Board (NLRB) requires that at least 30% of the eligible workers in a prospective bargaining unit sign authorization cards before it will order an election. In this case, 30% of 2,000 workers is 600.

Question 9

Discuss several criticisms of the arbitration process and offer strategies designed to combat these criticisms.

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Question 10

As a manager of an organization,you have just become aware that some employees have initiated an effort to begin unionization.What are some of the actions that you might take to deter this effort?

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Question 11

Briefly explain the aspects involved in preparing for labor contract negotiations.

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Question 12

__________ requires that a hearing be held within 10 days after an appeal is made.

Accepted Answer

Miniarbitration involves a process where a hearing is held within a short period, typically 10 days, after an appeal is made, to quickly resolve disputes.

Question 13

Briefly explain the three most common forms of bargaining.

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Question 14

Which of the following statements is TRUE regarding the U.S.labor relations system relative to systems in most other countries?

Accepted Answer

In the U.S., labor relations are characterized by decentralized collective bargaining, where negotiations occur at the level of individual companies or workplaces. This contrasts with many other countries, where bargaining often takes place on an industry-wide basis, involving multiple employers and potentially covering entire sectors of the economy.

Question 15

List the major issues in collective bargaining.

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Question 16

Briefly discuss the two perspectives on the effects of labor unions.

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Question 17

Differentiate between picketing,striking,and boycotting an employer.

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Question 18

Which of the following statements is FALSE regarding arbitration?

Accepted Answer

Arbitration is generally considered less costly than strikes and lockouts because those options can result in lost productivity, damage to equipment or facilities, and decreased customer satisfaction.

Question 19

If a union has been successful in getting a majority of workers to sign authorization card,it may be in the company's best interest to consider ________ to recognize the union without a certification election.

Accepted Answer

A neutrality agreement is a contract between the employer and the union in which the employer agrees to remain neutral during the unionization process and not to interfere with the employees' decision to unionize. This can include agreeing to recognize the union without holding a certification election. It can be in the company's best interest to do so as it can avoid potential legal battles and negative publicity.

Question 20

If employees no longer want to be represented by their union,they may petition the NLRB for which of the following?

Accepted Answer

Decertification is the process by which employees can petition the National Labor Relations Board (NLRB) to hold a secret ballot election to determine whether the employees want to remove their union as their bargaining representative.

Quiz 13: Labor Relations and Collective Bargaining