Question 1

The ________ industry is the only industry in the U.S. in which the union membership has increased over the past few years.
A) airline
B) hospitality
C) health care
D) manufacturing

Accepted Answer

According to data from the Bureau of Labor Statistics, the health care industry is the only industry in the U.S. where union membership has increased in recent years. This is due to a combination of factors such as the growth of the industry, job security concerns, and efforts by unions to organize health care workers.

Question 2

Which of the following countries defied prevailing trends to record an increase in the percentage of employees joining unions between 1990 and 2008?
A) Spain
B) Australia
C) Germany
D) New Zealand

Accepted Answer

A

Question 3

The Employee Free Choice Act is a proposed law which, if implemented, will require that ________.
A) employers give workers a 60-day advance notice of plant transfers and plant shutdowns
B) the National Labor Relations Board certifies a union to represent workers if a majority signs cards that authorize the union
C) employees be allowed to solicit support for a union from their fellow employees during working times and at the workplace
D) an employer who entertains a good-faith reasonable doubt whether a majority of its employees support an incumbent union will be able to withdraw recognition from the union

Accepted Answer

The Employee Free Choice Act would require that the National Labor Relations Board certifies a union to represent workers if a majority signs cards that authorize the union. This is commonly referred to as the "card check" system, as opposed to the current process where a secret ballot election is held. The other options refer to different proposals or laws.

Question 4

A collective bargaining agreement is negotiated under the provisions of the ________ Act.
A) Job Creation and Worker Assistance
B) Selective Training and Service
C) National Labor Relations
D) Comprehensive Employment and Training

Accepted Answer

Collective bargaining agreements are negotiated under the National Labor Relations Act, also known as the Wagner Act, which passed in 1935 to protect employees' rights to form and join unions and engage in collective bargaining with employers. The other options listed do not pertain to labor relations and collective bargaining.

Question 5

A written and signed document between an employer entity and a labor organization specifying the terms and conditions of employment for a specified period of time is known as a(n) ________ bargaining agreement.
A) distributive
B) arena
C) collective
D) surface

Accepted Answer

A collective bargaining agreement is a written and signed document between an employer entity and a labor organization specifying the terms and conditions of employment for a specified period of time. A distributive bargaining agreement refers to a negotiation process where two parties compete over a fixed amount of resources, while an arena bargaining agreement refers to a negotiation process where multiple parties compete for resources. A surface bargaining agreement refers to a negotiation process where one or both parties only make superficial offers without addressing the underlying issues.

Question 6

The term "labor relations" refers to ________.
A) the process of recruiting and hiring employees
B) any activity between management and a representative of employees concerning a negotiation
C) the process of training the newly hired employees
D) any activity between a manager and an employee concerning the appraisal of the employee

Accepted Answer

Labor relations specifically refer to the interactions and negotiations between management and employee representatives (such as unions) regarding issues such as wages, benefits, and working conditions. A, C, and D all refer to separate aspects of the employment process that are not directly related to labor relations.

Question 7

________ is a "hard" union-management issue.
A) Employee recognition
B) Employee empowerment
C) Wage increase
D) Working conditions

Accepted Answer

Wage increase is a hard union-management issue because it directly affects the financial well-being of both parties. Negotiating acceptable wage levels is often a contentious topic due to differing perspectives on fair compensation for labor. Employee recognition and empowerment are soft issues that involve improving relationships and increasing employee engagement, while working conditions can be classified as either hard or soft issues depending on their specific details.

Question 8

Union density refers to ________.
A) the proportion of unionized organizations to nonunionized organizations in a state
B) the proportion of employers in a particular industry who have unionized organizations
C) the number of unions for employees in a particular industry in proportion to the total number of organizations in that industry
D) the number of union employees in proportion to the total number of employees in a state

Accepted Answer

Union density refers to the percentage of employees who are union members, relative to the total number of employees in a particular state or industry. Therefore, option D is the most appropriate answer.

Question 9

Which of the following is most likely to be considered a "soft" union-management issue?
A) health insurance benefits
B) employee empowerment
C) wage increases
D) retirement benefits

Accepted Answer

Employee empowerment deals with the relationship between management and employees, and is therefore typically considered a "soft" issue compared to more concrete, financial concerns such as health insurance or retirement benefits.

Question 10

Generally, union membership tends to ________.
A) decrease the time spent on grievances
B) provide greater individual rewards based on performance
C) lower personnel costs
D) provide higher wages

Accepted Answer

Union membership typically leads to higher wages due to the collective bargaining power of unions. This allows for workers to negotiate for better pay and benefits as a group, rather than as individuals.

Question 11

Which of the following statements is true regarding a collective bargaining agreement?
A) It is negotiated between an employee and a union.
B) It is negotiated under the provisions of the American Recovery and Reinvestment Act.
C) It is ratified by the union.
D) It can be changed only when a new union is elected.

Accepted Answer

A collective bargaining agreement is a legally binding contract negotiated between an employer and a union representative on behalf of employees. The agreement outlines the terms and conditions of employment, such as wages, benefits, and working conditions. Once negotiated, the agreement must be ratified by the union through a vote of its members. It is not negotiated between an individual employee and a union, nor is it directly tied to any specific legislation like the American Recovery and Reinvestment Act. The agreement can be changed or renegotiated at any time with the agreement of both the employer and the union.

Question 12

As defined by the National Labor Relations Act (NLRA), a(n) "________" is any employee committee or other organization of any kind in which employees deal with employers concerning grievances, labor disputes, wages, hours, or working conditions.
A) quality circle
B) kaizen group
C) labor organization
D) employee board

Accepted Answer

According to the National Labor Relations Act (NLRA), a labor organization is any employee committee or other organization in which employees deal with employers concerning grievances, labor disputes, wages, hours, or working conditions. Quality circles and kaizen groups are specific types of employee committees focused on improving processes and operations, but they are not necessarily involved in labor relations or disputes. There is no such thing as an "employee board" in the NLRA's definition.

Question 13

Union members who present themselves as job applicants and upon hiring organize from within the company, are referred to as ________.
A) free agents
B) salts
C) free riders
D) whistle-blowers

Accepted Answer

This tactic is known as "salting," where union members infiltrate a non-union company by applying for jobs and then use their positions to organize and push for unionization. They are referred to as "salts." Free agents are not necessarily affiliated with unions, free riders benefit from union bargaining without paying dues, and whistleblowers uncover wrongdoing within a company.

Question 14

In a unionized organization, ________.
A) the employees have Weingarten rights
B) promotions and transfers are determined unilaterally and subjectively by the employer
C) employees have no rights of access to information
D) changes in working conditions can be made at any time, without warning, by the employer alone

Accepted Answer

In a unionized organization, the employees have Weingarten rights, which give them the right to have union representation present during an investigatory interview. The other options are incorrect as promotions and transfers are determined through negotiated processes, employees have the right of access to certain information, and changes in working conditions require negotiation with the union.

Question 15

________ programs involve union and management representatives that meet to improve communications and their general quality of life in the workplace.
A) Affirmative action
B) AFL-CIO
C) Preemption
D) QWL

Accepted Answer

QWL (Quality of Work Life) programs involve both union and management representatives coming together to improve communication and the overall quality of life in the workplace. This typically includes initiatives around work-life balance, job security, employee development, and workplace safety. The AFL-CIO is a federation of labor unions in the United States, while affirmative action refers to policies aimed at promoting equality for historically marginalized groups. Preemption typically refers to a legal concept in which federal law supersedes state or local law.

Question 16

According to ________, covered employers are required to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans.
A) the Equal Pay Act
B) the Fair Labor Standards Act
C) the Family and Medical Leave Act
D) E.O. 11246 (Affirmative Action)

Accepted Answer

E.O. 11246 (Affirmative Action) requires covered employers to implement affirmative action programs to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. The other options do not specifically address affirmative action or equal employment opportunities.

Question 17

Which of the following acts banned child labor in the U.S.?
A) Family and Medical Leave Act
B) Occupational Safety and Health Act
C) Age Discrimination Act
D) Fair Labor Standards Act

Accepted Answer

The Fair Labor Standards Act (FLSA) banned child labor in the U.S. by setting a minimum age of 16 for employment in most industries and requiring special permits for employment of minors under the age of 18 in certain hazardous occupations. The Family and Medical Leave Act provides job-protected leave for employees for specified family and medical reasons, but it does not address child labor. The Occupational Safety and Health Act and the Age Discrimination Act also do not address child labor specifically.

Question 18

Which of the following terms best represents the process by which union leaders representing groups of employees negotiate specific terms of employment with designated representatives of management?
A) integrative bargaining
B) surface bargaining
C) distributive bargaining
D) collective bargaining

Accepted Answer

Collective bargaining is the term used to describe the process by which union leaders representing groups of employees negotiate specific terms of employment with designated representatives of management. Integrative bargaining aims to create win-win outcomes, while distributive bargaining aims to divide a fixed amount of resources between parties. Surface bargaining involves the appearance of good-faith negotiations without any real intention of reaching an agreement.

Question 19

The ________ Act makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. Also, according to this act it is illegal to retaliate against a person who complained about discrimination, or participated in a lawsuit.
A) Family and Medical Leave
B) Civil Rights
C) Worker Adjustment and Retraining Notification
D) Older Workers Benefit Protection

Accepted Answer

The Civil Rights Act prohibits discrimination on the basis of race, color, religion, national origin, or sex. It also prohibits retaliation against those who complain about discrimination or participate in a lawsuit. The Family and Medical Leave Act provides unpaid leave for family and medical reasons. The Worker Adjustment and Retraining Notification Act requires employers to give notice of layoffs. The Older Workers Benefit Protection Act prohibits age discrimination in employment benefits.

Question 20

The Employee Polygraph Protection Act ________.
A) makes it illegal to discriminate against employees or applicants because of genetic information
B) makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments
C) protects people aged 40 and older from discrimination because of age, and makes it unlawful to retaliate against a person who complained about pay discrimination, or participated in a lawsuit
D) prevents employers from using lie detector tests, either for preemployment screening or during the course of employment, with certain exemptions

Accepted Answer

The Employee Polygraph Protection Act prevents employers from using lie detector tests, either for preemployment screening or during the course of employment, with certain exemptions.

Quiz 1: Introduction to Labor Relations

The ________ industry is the only industry in the U.S. in which the union membership has increased over the past few years.

Which of the following countries defied prevailing trends to record an increase in the percentage of employees joining unions between 1990 and 2008?

The Employee Free Choice Act is a proposed law which, if implemented, will require that ________.

A collective bargaining agreement is negotiated under the provisions of the ________ Act.

A written and signed document between an employer entity and a labor organization specifying the terms and conditions of employment for a specified period of time is known as a(n) ________ bargaining agreement.

The term "labor relations" refers to ________.

________ is a "hard" union-management issue.

Union density refers to ________.

Which of the following is most likely to be considered a "soft" union-management issue?

Generally, union membership tends to ________.

Which of the following statements is true regarding a collective bargaining agreement?

As defined by the National Labor Relations Act (NLRA) , a(n) "________" is any employee committee or other organization of any kind in which employees deal with employers concerning grievances, labor disputes, wages, hours, or working conditions.

Union members who present themselves as job applicants and upon hiring organize from within the company, are referred to as ________.

In a unionized organization, ________.

________ programs involve union and management representatives that meet to improve communications and their general quality of life in the workplace.

According to ________, covered employers are required to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans.

Which of the following acts banned child labor in the U.S.?

Which of the following terms best represents the process by which union leaders representing groups of employees negotiate specific terms of employment with designated representatives of management?

The ________ Act makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. Also, according to this act it is illegal to retaliate against a person who complained about discrimination, or participated in a lawsuit.

The Employee Polygraph Protection Act ________.