Question 1

Which of the following is a union unfair labor practice?
A)Sheila organized a committee to represent employees.
B)Jason insisted that the contract allow employees to carry weapons.
C)Eduardo announced a wage increase without consulting the representative.
D)Clarice failed to bargain about the effects of closing a plant.
E)Raj refused to meet with the employee representative because the employees were on strike.

Accepted Answer

The answer of Which of the following is a union...

Question 2

Which of the following is true of the National Labor Relations Board's (NLRB's)process regarding unfair labor practices?
A)Unfair labor practice cases begin with the filing of a charge that is first investigated by the court.
B)A charge must be filed within a year of the alleged unfair practice.
C)If the NLRB finds the charge to have merit and issues a complaint,the grievance procedure is not available as an option.
D)The NLRB reinforces a criminal statute that makes punitive damages available.
E)The NLRB can order the reinstatement of employees,with or without back pay.

Accepted Answer

The NLRB can order the reinstatement of employees, with or without back pay, as a remedy for unfair labor practices.

Question 3

The part of the labor-management negotiation process that focuses on dividing a fixed economic "pie" is known as
A)attitudinal structuring.
B)intraorganizational bargaining.
C)collective bargaining.
D)distributive bargaining.
E)integrative bargaining.

Accepted Answer

Distributive bargaining involves both sides trying to maximize their share of a fixed resource or economic "pie," often resulting in a win-lose situation. This is often the most contentious part of labor-management negotiations.

Question 4

Which of the following is an example of a union unfair labor practice?
A)Ned refuses to reinstate workers when job openings occur because the workers participated in a lawful strike.
B)Deion,an operations head,threatens to close down a plant if organized by a union.
C)Tuan,a new employee,refuses to join a union.
D)Marisol,a nonunion employee,spies on union meetings.
E)Abby,a union head,forces an employer to stop doing business with another employer who refused to recognize the union.

Accepted Answer

Union unfair labor practices include actions by unions that interfere with an employer's rights or discriminate against nonunion employees. Abby, as a union head, is committing an unfair labor practice by forcing the employer to stop doing business with another employer who refused to recognize the union. This is interference with the employer's rights to choose their business associates.

Question 5

The management of an organization is less able to afford a strike when
A)the product is nonperishable.
B)the organization is capital intensive.
C)replacement workers are scarce.
D)the company has more than one production unit.
E)the demand for its product is strong.

Accepted Answer

The answer of The management of an organization is less...

Question 6

Which of the following is a mediator?
A)Jazmin has no formal authority but,rather,acts as a facilitator and go-between in negotiations.
B)Rhodus provides inside information about the employees to the management.
C)Qadra provides a solution that is binding on the parties.
D)Kym is responsible for ensuring that the terms of the collective bargaining contract are enforced.
E)Roberto represents the management during the collective bargaining procedure.

Accepted Answer

A mediator is a neutral third party who facilitates communication and negotiations between parties in conflict. Option A describes someone who does not have formal authority but acts as a go-between in negotiations, which aligns with the definition of a mediator. The other options describe individuals who are not neutral third parties, but rather have some sort of vested interest or authority in the conflict.

Question 7

________ seeks to exert public,financial,or political pressure on employers during the union-organizing process.
A)Arbitration
B)Checkoff provision
C)Corporate campaign
D)Integrative bargaining
E)Mediation

Accepted Answer

A corporate campaign is a strategy used by unions to exert public, financial, or political pressure on employers during the union-organizing process. The campaign generally involves a variety of tactics such as publicity, boycotts, and other forms of pressure to raise awareness about labor issues and pressure the employer to negotiate with the union. Arbitration, checkoff provision, integrative bargaining, and mediation are all methods used during or after the organizing process, but not as part of the union-organizing process itself.

Question 8

Arbitrating the actual writing or setting of contract terms is called ________ arbitration.
A)contract
B)bracketed
C)pendulum
D)rights
E)interest

Accepted Answer

Interest arbitration involves the arbitration process where the arbitrator has the authority to determine the terms of a contract or agreement between parties, typically used in labor disputes.

Question 9

A(n)________ typically reports on the reasons for a labor-management dispute and the views and arguments of both sides.
A)mediator
B)fact finder
C)arbitrator
D)shop steward
E)associate union member

Accepted Answer

A fact finder is an impartial third party who investigates and reports on the reasons for a labor-management dispute, and presents their findings and recommendations to the parties involved. They do not have the power to enforce a resolution, but their report can often serve as a basis for further negotiations or for the parties to reach a compromise. Mediators work to facilitate negotiations between the parties, while arbitrators have the authority to make a binding decision on the dispute. Shop stewards are union representatives who work within a particular workplace or department, and associate union members are individuals who support the union but are not full members.

Question 10

Which of the following is an example of a union unfair labor practice?
A)Sam,a union member,is threatened by Rashida,his boss,with loss of benefits if he votes for a union.
B)Graciela,an operations head,threatens to close down a plant if organized by a union.
C)Lillian,a new employee,refuses to join a union.
D)Hill,a nonunion employee,spies on union meetings.
E)Nestor,a union representative,makes a contract that requires his employer to hire employees satisfactory to the union.

Accepted Answer

A union unfair labor practice includes actions like requiring an employer to hire only union-approved employees, which is an example of a union imposing undue influence over hiring decisions.

Question 11

Arbitrating the enforcement or interpretation of contract terms is called ________ arbitration.
A)contract
B)bracketed
C)pendulum
D)rights
E)interest

Accepted Answer

Rights arbitration is focused on interpreting and enforcing the terms of an existing contract, rather than determining the terms of a new contract or resolving a dispute outside of an established agreement.

Question 12

The management of an organization is less able to afford a strike when
A)the product is nonperishable.
B)the organization is labor-intensive.
C)replacement workers are scarce.
D)the company has more than one production unit.
E)the demand for its product is weak.

Accepted Answer

When an organization is labor-intensive, it relies heavily on its workforce for production. A strike would significantly disrupt operations, making it difficult for management to afford the strike.

Question 13

Which of the following is true of the National Labor Relations Board (NLRB)?
A)It is composed of a nine-member board,the general counsel,and 10 regional offices.
B)Its functions do not include conducting and certifying representation elections.
C)Its jurisdiction is limited to employers whose operations affect commerce generally.
D)In practice,only purely local firms fall within its jurisdiction.
E)It not only responds to requests for actions but also initiates actions.

Accepted Answer

The NLRB's jurisdiction covers employers whose operations affect interstate commerce, not just purely local firms.

Question 14

Muffin Bakery employees are part of the baker's union.The janitorial workers would also like to unionize.Management will not oppose this organizing attempt due to a ________ provision in the baker's contract.
A)fair share
B)union shop
C)neutrality
D)card-check
E)checkoff

Accepted Answer

The neutrality provision in the baker's contract means that management will not oppose or attempt to influence the janitorial workers' attempt to unionize. This provision ensures that the unionization process can occur freely and without interference from the employer. A fair share provision requires all employees in the bargaining unit to pay union dues or fees, regardless of their union membership status. A union shop provision requires all employees to be union members within a certain amount of time after their hire date. Card-check and checkoff are methods for union authorization and dues payments, respectively, but they do not relate to provisions in a union contract.

Question 15

Which of the following is true of the functions performed by the National Labor Relations Board (NLRB)?
A)Its functions are guided by a specific jurisdictional standard that is constant across industries.
B)Its functions do not include conducting and certifying representation elections.
C)It enforces the National Labor Relations Act,which is based on the commerce clause of the U.S.Constitution.
D)In practice,its functions are limited to purely local firms that fall within its jurisdiction.
E)It not only responds to requests for actions but also initiates actions.

Accepted Answer

The National Labor Relations Board (NLRB) enforces the National Labor Relations Act, which is indeed based on the commerce clause of the U.S. Constitution. This act governs labor relations in the United States, including the rights of employees to organize and to bargain collectively with their employers.

Question 16

Which of the following is the first step in a typical employee-initiated grievance procedure?
A)The steward and management representative meet and discuss the grievance.
B)The employee discusses the grievance verbally with the supervisor.
C)The grievance is submitted to the production superintendent.
D)The employee consults the industrial relations staff for resolution.
E)The grievance is appealed to arbitration for a binding decision.

Accepted Answer

The first step in a typical employee-initiated grievance procedure is for the employee to discuss the grievance verbally with their supervisor. This is often referred to as the informal stage of the grievance process, as the supervisor may be able to resolve the issue without the need for a formal grievance. If the grievance is not resolved at this stage, the employee may then move to the formal stage, which may involve submitting a written grievance and following a pre-determined grievance procedure.

Question 17

Which of the following is true of the National Labor Relations Board's (NLRB's)process regarding unfair labor practices?
A)Unfair labor practice cases begin with the filing of a charge that is first investigated by the court.
B)A charge must be filed within a year of the alleged unfair practice.
C)If the NLRB finds the charge to have merit and issues a complaint,the grievance procedure is not available as an option.
D)The NLRB has the authority to issue cease-and-desist orders to halt unfair labor practices.
E)The NLRB reinforces a criminal statute that makes punitive damages available.

Accepted Answer

The National Labor Relations Board has the authority to issue cease-and-desist orders to halt unfair labor practices. A charge must be filed within six months of the alleged unfair practice, and if the NLRB finds the charge to have merit and issues a complaint, the grievance procedure is still available as an option. Punitive damages are not available through the NLRB, as it is a civil, not criminal, process.

Question 18

The duty of fair representation is mandated by the
A)Landrum-Griffin Act.
B)Davis-Bacon Act.
C)Healey Act.
D)Wagner Act.
E)Hartley Act.

Accepted Answer

The duty of fair representation is mandated by the Wagner Act, officially known as the National Labor Relations Act of 1935. This duty requires unions to represent all members of a bargaining unit fairly and without discrimination.

Question 19

In the labor-management negotiation process,the relationship and level of trust between the negotiators is known as
A)attitudinal structuring.
B)distributive structuring.
C)integrative bargaining.
D)intraorganizational bargaining.
E)mediation.

Accepted Answer

Attitudinal structuring refers to the process of establishing trust and a positive relationship between negotiators. This includes building rapport, establishing a shared understanding of the issues, and working collaboratively to find mutually beneficial solutions. Without a strong level of trust and cooperation, the negotiation process can quickly become contentious and unproductive. Therefore, attitudinal structuring is a crucial aspect of successful labor-management negotiations. The other options listed are all different negotiation strategies or techniques, but do not directly relate to the establishment of a positive relationship between negotiators.

Question 20

KidCo provides health insurance as being a member of the union but does not provide representation in collective bargaining because it is a(n)________ union.
A)arbitration
B)associate
C)corporate campaign
D)distributive bargaining
E)mediation

Accepted Answer

KidCo is a member of an associate union, which provides benefits such as health insurance but does not engage in collective bargaining on behalf of its members. This type of union is typically used by companies that do not want to negotiate with a larger union or have a unionized workforce.

Quiz 14: Collective Bargaining and Labor Relations

Which of the following is a union unfair labor practice?

Which of the following is true of the National Labor Relations Board's (NLRB's) process regarding unfair labor practices?

The part of the labor-management negotiation process that focuses on dividing a fixed economic "pie" is known as

Which of the following is an example of a union unfair labor practice?

The management of an organization is less able to afford a strike when

Which of the following is a mediator?

________ seeks to exert public,financial,or political pressure on employers during the union-organizing process.

Arbitrating the actual writing or setting of contract terms is called ________ arbitration.

A(n) ________ typically reports on the reasons for a labor-management dispute and the views and arguments of both sides.

Which of the following is an example of a union unfair labor practice?

Arbitrating the enforcement or interpretation of contract terms is called ________ arbitration.

The management of an organization is less able to afford a strike when

Which of the following is true of the National Labor Relations Board (NLRB) ?

Muffin Bakery employees are part of the baker's union.The janitorial workers would also like to unionize.Management will not oppose this organizing attempt due to a ________ provision in the baker's contract.

Which of the following is true of the functions performed by the National Labor Relations Board (NLRB) ?

Which of the following is the first step in a typical employee-initiated grievance procedure?

Which of the following is true of the National Labor Relations Board's (NLRB's) process regarding unfair labor practices?

The duty of fair representation is mandated by the

In the labor-management negotiation process,the relationship and level of trust between the negotiators is known as

KidCo provides health insurance as being a member of the union but does not provide representation in collective bargaining because it is a(n) ________ union.