Ch14 Full Test Bank Understanding Labor Relations And

File: Ch14, Chapter 14, Understanding Labor Relations and Collective Bargaining

TRUE-FALSE

Of all U.S. employers, the government has the highest percentage of unionized employees.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Interestingly, transportation is the least unionized private sector of the U.S. workforce.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Greater job security is one reason an employee may wish to join a union.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Fewer union members have health insurance than non-members.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Dues check off provisions protect employers from contracts requiring them to collect union dues.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Union members are more likely to have an employer provided pension plan.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

The most desirable form of union security from a union perspective is the open shop.

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Union shops are legal in right-to-work states.

Difficulty: Medium

Learning Objective: 1 Explain the reasons that workers join unions.

Maintenance of membership means that employers withhold union dues from an employee’s paycheck.

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Employees who do not belong to a union may still be required to pay money to the union in an Agency shop situation.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

The Taft-Hartley Act is also referred to as the National Labor Relations Act.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The Federal Mediation and Conciliation Service is part of the Department of Labor and investigates unfair labor practices.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The National Labor Relations Board is influenced by politics.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The Taft Hartley Act supports employers and addresses unfair labor practices employed by unions.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

It is considered an unfair labor practice for an employer to refuse to bargain collectively with the representatives chosen by the employees.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

Under the terms of a union contract, wildcat strikes are legal and a legitimate way to enforce management compliance with a labor agreement.

Difficulty: Medium

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The National Labor Relations Act is also called the Wagner Act.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The Landrum-Griffin Act of 1959 was passed to address the public outcry over the misuse of union funds and corruption in the labor movement.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

The Civil Service Reform Act created the FLRA to oversee labor relations for federal employees.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

RICO stands for Racketeer Influenced and Corrupt Organizations Act.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

Organized crime infiltration of unions made the RICO act necessary.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

It took an executive order to allow federal employees to join unions.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

The Railway Labor Act covers railway, trucking and airline worker unions.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

Unions actively utilize social media to promote membership drives.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Employers who look at authorization cards may be accused of an unfair labor practice.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

The number of employees eligible to belong the bargaining unit must be decided prior to a representation election.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Most supervisors are not allowed to be part of a bargaining unit or vote in the representation election.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

If a majority of workers sign authorization cards, the NLRB certifies a bargaining unit.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

If a union drive is going on in an organization, management should routinely and secretly observe and note who is distributing pro-union literature.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Employers are required to provide the union with names, addresses and phone numbers of all employees eligible to vote in a representation election.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Concerted speech is protected by the NLRB.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Employees who are unhappy with the union may initiate a representation decertification to get rid of it.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Unions who fail in a representation election may not attempt to organize the same employer for 5 years.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

The National Labor Relations Act requires contracts to include wages, hours, and terms and conditions of employment.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

Preparation for contract negotiations usually begins several weeks before the existing contract expires.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

The goal of a strike is to apply economic pressure to union workers.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

Union contract proposals frequently include many things that they expect to give up during the negotiation process.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

Employers who refuse to negotiate with a union are exercising their rights under the Labor Management Relations Act.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

When labor union contract negotiations break down; the outcome is an impasse.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

Many public sector unions are prohibited from going on strike.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

Grievance procedures allow employers to adjust contract language.

Difficulty: Easy

Learning Objective 6: Explain important factors in contract administration.

Employee action committees may be considered an unfair labor practice if they are created and sponsored by the employer.

Difficulty: Easy

Learning Objective 6: Explain important factors in contract administration.

Union membership in the United States reached its highest in the 1980s.

Difficulty: Medium

Learning Objective 7: List important current issues facing unions.

The U.S. has one of the highest percentages of union membership of industrialized nations.

Difficulty: Hard

Learning Objective 8: How does the role of unions differ in a global environment?

MATCHING KEY TERMS AND DEFINITIONS

a) Fact-finding

b) Wagner Act

c) Dues checkoff

d) Lockout

e) Federal Mediation and Conciliation Service (FMCS)

f) Open shop

g) Maintenance of membership

h) Union security arrangements

i) Railway Labor Act

j) Wildcat strike

k) National Labor Relations Board (NLRB)

l) Agency shop

m) Right to work laws

n) Grievance procedure

o) Authorization card

A union security arrangement whereby employees must pay union dues to the certified bargaining unit even if they choose not to join the union.

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Labor contract provisions designed to attract and retain dues-paying members.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Employer withholding of union dues from union members’ paychecks.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Employees are free to choose whether or not to join the union, and those who do not join are not required to pay union dues.

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Requires an individual who chooses to join a union to remain in the union for the duration of the existing contract.

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Prohibit union membership as a condition of employment.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

This act gave employees the right to form and join unions and to engage in collective bargaining.

Difficulty: Easy

Learning Objective2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

An unauthorized and illegal strike that occurs during the terms of an existing contract.

Difficulty: Medium

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

Established to administer and interpret the Wagner Act. It has the primary responsibility for conducting union representation elections.

Difficulty: Medium

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

A government agency that assists labor and management in setting disputes.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

Workers can organize and bargain collectively, but mandatory dispute resolution procedures are in place to prevent strikes.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

A card signed by prospective union members indicating that they are interested in having a union election held at their worksite.

Difficulty: Easy

Learning Objective 4: Outline the steps in the union-organizing process.

The technique whereby a neutral third party conducts a hearing to gather evidence and testimony from the parties regarding the differences between them.

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

A situation in labor-management negotiations whereby management prevents union members from returning to work.

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

A complaint-resolving process contained in union contracts.

Difficulty: Easy

Learning Objective 6: Explain important factors in contract administration.

FILL-IN-THE-BLANKS

A _________ is an organization of workers, acting collectively, seeking to promote and protect its mutual interests through collective bargaining.

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Employees wishing to hold a union certification election must first collect ________________ signed by at least 30 percent of potential members.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The __________ Act was introduced to protect union members from corruption within the union.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

The _________ is a law passed to eliminate any influence on unions by members of organized crime.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

The _________ Act created the Federal Labor Relations Authority and administers labor-management relations for most federal workers except the post office.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

________ is a card signed by prospective union members indicating that they are interested in having a union election held at their work site.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

_______ is the election process whereby union members vote out a union as their representative.

Difficulty: Medium

Section Reference: Unionizing Employees

Learning Objective 4: Outline the steps in the union-organizing process.

A ________ is a situation in labor-management negotiations whereby management prevents union members from returning to work.

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

The contact negotiation process is called _____________________.

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

The _______________ procedure explains how disagreements over application of the contract are settled.

Difficulty: Easy

Learning Objective 6: Explain important factors in contract administration.

Public-sector labor contract negotiations are ________ to the public.

Difficulty: Medium

Learning Objective 7: List important current issues facing unions.

MULTIPLE-CHOICE

Why are security arrangements important to unions?

a) Terrorist threats are increasing.

b) Funds have been mismanaged in the past.

c) Health care premiums are better controlled.

d) Corporate espionage is increasing.

e) Union membership rates influence union power.

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Which of the following sectors has the LOWEST union membership?

a) Agriculture

b) Mining

c) Manufacturing

d) Transportation

e) Construction

Difficulty: Easy

Learning Objective 1: Explain the reasons that workers join unions.

Which of the following is NOT a reason why employees join unions?

a) Higher wages and benefits

b) Greater job security

c) Greater individual incentives

d) Influence over work rules

e) Compulsory membership

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Which of the following is the strongest of the union security arrangements?

a) Open shop

b) Closed shop

c) Agency shop

d) Union shop

e) None of the above

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Jordan joined the union when he was hired but has decided the benefits are not worth the dues. He can drop his union membership and keep his job, but he has to wait until the next contract negotiation period. Jordan works in a(n)

a) Closed shop.

b) Union shop.

c) Agency shop.

d) Open shop.

e) Checked shop.

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Leandro works in a union shop, but he has refused to join the union. He pays the union a sum of money equal to union fees and dues as a condition of continuing employment. These monies are used exclusively for collective bargaining purposes. Leandro is working in a(n)

a) Closed shop.

b) Union shop.

c) Agency shop.

d) Open shop.

e) Checked shop.

Difficulty: Medium

Learning Objective1: Explain the reasons that workers join unions.

Which of the following is the least desirable of the union security arrangements from the union’s perspective?

a) Open shop

b) Closed shop

c) Agency shop

d) Union shop

e) None of the above

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

Which of the following is the least desirable of the union security arrangements from the employer’s perspective?

a) Open shop

b) Closed shop

c) Agency shop

d) Union shop

e) None of the above

Difficulty: Medium

Learning Objective 1: Explain the reasons that workers join unions.

The National Labor Relations Act is commonly referred to as the

a) Taft-Hartley Act.

b) Landrum-Griffin Act.

c) Wagner Act.

d) Norris-LaGuardia Act.

e) Railway Labor Act.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The National Labor Relations Board was established by the

a) Taft-Hartley Act.

b) Landrum-Griffin Act.

c) Wagner Act.

d) Norris-LaGuardia Act.

e) Railway Labor Act.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

The Federal Mediation and Conciliation Service was created under the

a) Taft-Hartley Act.

b) Landrum-Griffin Act.

c) Wagner Act.

d) Norris-LaGuardia Act.

e) Railway Labor Act.

Difficulty: Easy

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

Which of the following was the most influential labor relations law in the United States?

a) Railway Labor Act

b) Landrum-Griffin Act

c) Civil Service Reform Act

d) Wagner Act

e) Executive Order 10988

Difficulty: Medium

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

A major tire manufacturer nearly did not reach agreement with one of its major unions last time over health care coverage and retirement provisions. The contract has 10 months to go before expiration, but both sides are hard at work on the new contract. The Detroit Free Press had a lead article that health care would be further reduced under the new agreement. At noon, after the workers had read and discussed the matter, they walked off the job to demonstrate their dissatisfaction with the proposed management action. What kind of technique is being used?

a) Lockout

b) Wildcat strike

c) Fact-finding to settle the dispute

d) Economic strike

e) Mediation

Difficulty: Medium

Learning Objective 2: Discuss the effects of the Wagner and the Taft-Hartley Acts on labor-management relations.

Which law protects union members from the misuse of union funds and corruption within the union?

a) Civil Service Reform Act

b) Landrum-Griffin Act

c) Railway labor Act

d) Racketeer Influenced and Corrupt Organizations Act (RICO)

e) Taft-Hartley Act

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

The legislation that passed the dispute settlement procedure that allows congressional and presidential intercession in the event of an impasse in transportation industry negotiations is the

a) Taft-Hartley Act.

b) Landrum-Griffin Act.

c) Wagner Act.

d) Railway Labor Act.

e) Stevedores and Teamsters Alliance.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

Which of these legislations was passed after public outcry over misuse of union funds?

a) Taft-Hartley Act

b) Landrum-Griffin Act

c) Wagner Act

d) Norris-LaGuardia Act

e) Railway Labor Act

Difficulty: Easy

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

Which is NOT true of the National Labor Relations Board?

a) There are nine members.

b) The members are appointed by the president.

c) Membership flips from conservative to liberal depending on politics.

d) Members are confirmed by congress.

e) It is occasionally unable to issue decisions due to low membership.

Difficulty: Medium

Learning Objective 3: Outline additional important laws and executive orders affecting labor-management relations.

What proportion of signed authorization cards must the union secure to have a union election at a work site?

a) At least 20%

b) At least 30%

c) At least 40%

d) At least 50%

e) At least 60%

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Which of the following would be legal for management to do during the process of a union-organizing drive?

a) Prohibit union-organizing activities on the organization’s e-mail.

b) Ask employees, privately, about the union-organizing drive.

c) Imply promises about future pay increases and improved benefits if the union is defeated.

d) Identify which employees are responsible for the unionization effort and try to isolate them during work hours.

e) Ban the distribution of union information during breaks and lunches in the company cafeteria.

Difficulty: Difficult

Learning Objective 4: Outline the steps in the union-organizing process.

A local manufacturing plant voted not to be represented by a union by a very slim margin. Following the vote, the employer took actions that were very unpopular with the workers who demanded a re-vote. What can the employees who want a new vote do now?

a) File a grievance with the NLRB.

b) Petition the NLRB for representation decertification.

c) Do nothing for at least twelve months after the election.

d) Do nothing for at least three years after the election.

e) Ask to be represented by a different union.

Difficulty: Difficult

Learning Objective: 4 Outline the steps in the union-organizing process.

Myles, a machinist, tried to organize a union at his employer. A year and a half ago a vote rejected unionization. Now he has secured authorization cards signed by 100 of the 200 workers. What else does he need to do before having another union election?

a) Get additional signatures. At least 75% of employees must sign authorization cards before an election will be held.

b) Get signatures on the right form. Representation certification preference, not authorization, is the form required by the NLRB before elections.

c) Petition NLRB for an election.

d) Wait. NLRB will hold an election only once every other year.

e) Apply to the national printing union for recognition.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Morgan, a charge nurse, voted in a union election in her former job. Now, in a different organization, she has been told that she is ineligible to vote. Why can’t she vote?

a) NLRB has ruled that health care workers can no longer be unionized.

b) Part time workers are not eligible to vote.

c) Management considers her a supervisor – she makes independent decisions in guiding the actions of other nurses.

d) Employees may only vote in one union election.

e) The union says that charge nurses should not be part of the bargaining unit.

Difficulty: Hard

Learning Objective 4: Outline the steps in the union-organizing process.

Jacob is a manager in a large manufacturing firm that has signed enough authorization cards to have a representation certification. Which of the following activities is legal for him to do to resist unionization during this organizing drive?

a) Stop outside union organizers from distributing information in the workplace.

b) Stand in the employee cafeteria to see who distributed union information to other employees.

c) Cancel any trips or recognition for workers who are pro union.

d) Question employees about their involvement in union activities.

e) Promise better working conditions if the union vote is defeated.

Difficulty: Medium

Learning Objective 4: Outline the steps in the union-organizing process.

Which of the following is NOT a stage of contract administration?

a) Disseminating the agreements to all union members and managers

b) Ratifying the contract

c) Implementing the contract

d) Interpreting the contract and grievance resolution

e) Monitoring activities during the contract period.

Difficulty: Medium

Learning Objective 4: Explain important factors in contract administration.

In labor negotiations, management in a very small company is usually represented by:

a) President/Owner of the organization.

b) Vice-president of industrial relations.

c) Corporate lawyers.

d) Specialist in wages and benefits.

e) Economic specialist.

Difficulty: Easy

Learning Objective 4: Describe the collective-bargaining process.

Which is true of economic strikes?

a) They are illegal in most circumstances.

b) Union members try to shut down their employer to force it to negotiate.

c) Executive Order 10988 gave federal workers the right to participate in economic strikes.

d) The purpose is to change public opinion by applying pressure on the economy.

e) Employers are prohibited from hiring replacement workers.

Difficulty: Easy

Learning Objective 4: Describe the collective-bargaining process.

Mason is part of the union negotiating team. He is gathering information about accident records, employee performance reports, absenteeism and transfers. What step of collective bargaining is he performing?

a) Report reading

b) Preparing to negotiate

c) Contract administration

d) Demand matching

e) Negotiating

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

Union negotiations begin with the delivery of “demands” by the union. What goes on behind closed doors during the real negotiations?

a) Each side tries to assess the relative priorities of the other’s demands.

b) An oral agreement is converted to a written document.

c) Each side tries to combine proposals into viable packages.

d) Both parties compromise.

e) Bargainers seek to reconcile the lowest management offer with the highest union demand.

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

Which of the following is NOT an impasse-resolution technique?

a) Conciliation

b) Mediation

c) Lockout

d) Fact-finding

e) Interest arbitration

Difficulty: Easy

Learning Objective 5: Describe the collective-bargaining process.

An ironworkers’ union has been trying to negotiate a new contract with the contractor for months. The contract expired last night at midnight. All the workers showed up, on time, this morning, then walked off the site. What kind of technique is being used?

a) Lockout

b) Wildcat strike

c) Fact-finding to settle the dispute

d) Economic strike

e) Mediation

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

Workers in an automotive plant are threatening to strike. Management has given executives huge pay raises. The current contract expires in eight months, but work has already begun on the new contract. Management wants to give smaller raises to the union than has been given in contracts for the past 20 years. A consultant has been hired to make sure that negotiations don’t break down, that management and labor keep talking to each other. What is the consultant doing?

a) Conciliation

b) Grievance arbitration

c) Fact-finding

d) Interest arbitration

e) Mediation

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

A teachers' union has been trying to negotiate a new contract with school officials for thirty days. The old contract expires in two months, the day before school starts for the year. To resolve the contract negotiation disputes, a panel has been formed to decide on how to settle the contract dispute. The three-member panel consists of a teacher, a school superintendent, and a local businessman. They are listening to testimony from both sides before rendering their decision. What kind of impasse resolution technique is being used?

a) Lockout

b) Conciliation

c) Fact-finding

d) Interest arbitration

e) Mediation

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

Which is NOT true of lockouts?

a) They are initiated by employers.

b) Employees are denied access to their jobs.

c) They are similar to wildcat strikes.

d) Employers may hire replacement workers.

e) The goal is to end a disagreement.

Difficulty: Medium

Learning Objective 5: Describe the collective-bargaining process.

An important part of contract administration involves setting disputes between employees and differing opinions about interpreting the contract. This is called:

a) Union security arrangements.

b) Grievance procedures.

c) Maintenance of membership.

d) Mediation and conciliation.

e) Representative certification.

Difficulty: Hard

Learning Objective 6: Explain important factors in contract administration.

Rhonda is a supervisor in the plastics manufacturing area. When a grievance is filed against her, what should she do first?

a) Talk to the grievance committee.

b) Check the authorization cards.

c) Contact other employees to see if they want to join the grievance complaint.

d) Resist a strike.

e) Try to reach a settlement with the employee and the union steward.

Difficulty: Easy

Learning Objective 6: Explain important factors in contract administration.

What is the next step in a grievance procedure after the company’s management and the union grievance committee cannot come to an agreement?

a) Strike

b) Impasse

c) Renegotiation of the contract

d) Lockout

e) Arbitration

Difficulty: Medium

Learning Objective 6: Explain important factors in contract administration.

When there is an impasse in negotiations, what can be used to establish a common ground in attempts at a settlement that is not binding for either party?

a) Arbitration

b) Fact-finding

c) Mediation

d) Final-offer arbitration

e) Conciliation

Difficulty: Medium

Learning Objective 6: Explain important factors in contract administration.

Cahir works in HR for a union shop. He is adjusting the pay system to the new rates that have just been set as part of the union negotiating team. What step of collective bargaining is Cahir performing?

a) Data collection.

b) Preparing to negotiate.

c) Contract administration.

d) Demand matching.

e) Negotiating.

Difficulty: Medium

Learning Objective 6: Explain important factors in contract administration.

Peyton has just been hired to administer a union contract. She will be involved all of these activities EXCEPT:

a) Providing information to all union members and management personnel.

b) Implementing the contract.

c) Interpreting the contract and grievance resolution.

d) Monitoring activities.

e) Negotiating the pay rates.

Difficulty: Medium

Learning Objective 6: Explain important factors in contract administration.

Which statement is not true regarding public sector unions?

a) Membership is significantly higher than public sector workers.

b) Federal employee wages are not negotiable.

c) Most cannot strike.

d) Negotiations are closed.

e) Compulsory membership is prohibited.

Difficulty: Easy

Learning Objective 7: List important current issues facing unions.

When was the percentage of union membership the highest United States?

a) Early 1930s

b) Early 1940s

c) Late 1950s

d) Early 1970s

e) Late 1970s

Difficulty: Medium

Learning Objective 7: List important current issues facing unions.

In order to comply with the law, unionized companies that use employee-involvement programs such as quality circles must give the programs:

a) A budget negotiated under the terms of the union contract.

b) Independence from management.

c) Representation during contract negotiations.

d) Leadership from the management staff.

e) Time during regular work hours to meet.

Difficulty: Medium

Learning Objective 7: List important current issues facing unions.

China is the most heavily unionized country in the world with over 200 million union members. What is the primary goal of the All-China Federation of Trade Unions, the main union in China?

a) Prevent layoffs and terminations

b) Monitor and defend member complaints

c) Prevent labor disputes and stabilize labor relations

d) Improved working conditions

e) Higher wages for factory workers

Difficulty: Medium

Learning Objective 8: How does the role of unions differ in a global environment?

Which is not true regarding unions in the European Union?

a) Strikes are less common.

b) Financial problems in several countries have caused reduced benefits and higher retirement ages.

c) Unions are viewed more favorably than in the U.S.

d) Trade unions are losing membership.

e) Public sector unions are staying strong.

Difficulty: Easy

Learning Objective 8: How does the role of unions differ in a global environment?

Which is true of unions in China?

a) The percentage of workers who belong to unions is small.

b) There is only one recognized union in the country.

c) There are large numbers of worker complaints about wages and working conditions.

d) Strikes don’t exist.

e) Workers depend on the union for support and information.

Difficulty: Easy

Learning Objective 8: How does the role of unions differ in a global environment?