Question 1

Because SignalCorp is nonunion, its employees do not have the right to file unfair labor practice charges against the firm.

Accepted Answer

Employees, regardless of whether they are part of a union or not, have the right to file unfair labor practice charges if they believe their rights under labor laws have been violated.

Question 2

Employees at SignalCorp are holding a labor organizing drive. It is appropriate for supervisors to meet individually with members of their staff to learn their positions regarding the possibility of unionizing.

Accepted Answer

It is not appropriate for supervisors to meet individually with members of their staff to learn their positions regarding the possibility of unionizing. Such meetings could be viewed as intimidating or coercive and may violate labor laws. Instead, supervisors should remain neutral and not interfere with employees' rights to organize or not organize.

Question 3

In an attempt to thwart efforts to unionize, the management at SignalCorp announced a new benefits plan including an additional 5 days of paid leave that would be implemented if employees voted against the union. SignalCorp is not allowed to do this.

Accepted Answer

It is illegal for employers to make promises or threats to employees in order to influence their decision to form or join a union. This is considered an unfair labor practice under the National Labor Relations Act. The additional benefits offered by SignalCorp are considered an unlawful inducement to vote against unionization.

Question 4

The agency responsible for administering and enforcing the Wagner Act is the National Labor Relations Board.

Accepted Answer

The National Labor Relations Board (NLRB) is the agency responsible for administering and enforcing the Wagner Act, also known as the National Labor Relations Act (NLRA), which protects the rights of employees to form and join unions, engage in collective bargaining, and take other collective action related to their working conditions.

Question 5

Steve has brought a grievance to his union, which plans to arbitrate it on his behalf. Management has proven conclusively that the grievance is groundless and, therefore, does not have to arbitrate the grievance.

Accepted Answer

Management does not have the authority to unilaterally determine a grievance to be groundless. The union, as the representative of the employee, has the right to pursue arbitration if they believe there is a valid claim.

Question 6

Joining a union is a way for employees to put leadership skills to use.

Accepted Answer

Joining a union can provide opportunities for employees to become more involved in decision-making and collective bargaining, honing their leadership skills as they work together with other members to advocate for their rights and negotiate better working conditions.

Question 7

In the field of labor relations, unfair labor practices (ULPs) involve violations of safety practices.

Accepted Answer

Unfair labor practices involve violations of labor laws, such as discriminating against employees, interfering with their right to join unions, or retaliating against them for engaging in protected activities. Safety violations may be addressed through separate regulations and laws.

Question 8

During a labor organizing drive, members of management are not allowed to make any public statements critical of unions.

Accepted Answer

Members of management can make public statements critical of unions as long as they do not engage in threats, coercion, or promises of benefits, which would violate labor laws such as the National Labor Relations Act in the United States.

Question 9

A union wishes the National Labor Relations Board to hold a representation election. The NLRB will hold the election only if the union has 50 percent of signed authorization cards collected.

Accepted Answer

The NLRB will hold a representation election if at least 30% of the employees in a bargaining unit show interest in union representation, typically through signed authorization cards.

Question 10

To reenergize the labor movement, some union funds are given to political candidates who specifically pledge support for prolabor legislation.

Accepted Answer

This is a common practice known as political action committee (PAC) contributions. Unions donate funds to candidates who align with their values and support legislation that benefits workers.

Question 11

Dmitri is an active union member and is highly critical of SignalCorp, his employer. At the same time, Dmitri has a poor work record, consistently falling short of established goals for his position. Because of his union activism, SignalCorp is not able to legally discharge Dmitri.

Accepted Answer

Union activism does not protect an employee with a poor work record from being discharged. While it may make the process more difficult for the employer, it is not a legal shield against termination.

Question 12

Union officials have begun to meet with employees at SignalCorp to explore the possibility of unionization. This is the first step in unionizing.

Accepted Answer

The statement says that union officials have begun to meet with employees at SignalCorp to explore the possibility of unionization, which indicates that this is the first step in the process of unionizing.

Question 13

SignalCorp is antiunion. The company noted whether job applicants were union supporters, and then distributed the list of union supporters to other antiunion companies in its region. This is a violation of the law.

Accepted Answer

It is illegal for companies to discriminate against job applicants based on their union support or affiliation. Distributing a list of union supporters to other antiunion companies in the region is also a violation of the law as it could lead to further discrimination against those individuals.

Question 14

Larissa is a manager at SignalCorp. During the recent labor organizing drive, she was overheard expressing negative opinions regarding unions and the officials who ran them. Her comments were illegal.

Accepted Answer

In the United States, managers and supervisors are allowed to express their opinions about unions, including negative ones, as long as they do not threaten or promise benefits to employees in an attempt to influence their decision about joining or supporting a union. This is protected under the National Labor Relations Act (NLRA).

Question 15

The agency responsible for enforcing the Wagner Act is the Department of Labor.

Accepted Answer

The Wagner Act (officially known as the National Labor Relations Act) is enforced by the National Labor Relations Board (NLRB), not the Department of Labor. The NLRB is an independent federal agency responsible for protecting the rights of employees to organize and bargain collectively with their employers. The Department of Labor is responsible for enforcing a variety of other labor laws, such as the Fair Labor Standards Act and Occupational Safety and Health Act.

Question 16

Union members who work at SignalCorp began wearing their union buttons at work. Management can bar them from wearing those buttons while on duty.

Accepted Answer

Under the National Labor Relations Act, employees have the right to wear union buttons and other insignia at work to show support for their union, unless the employer can demonstrate that special circumstances justify restrictions to maintain production or discipline.

Question 17

The Taft-Hartley Act was passed to place certain restraints on union practices.

Accepted Answer

The Taft-Hartley Act, also known as the Labor-Management Relations Act, was passed in 1947 to restrict some of the powers and practices of labor unions. It placed restrictions on secondary boycotts, allowed states to enact right-to-work laws, and required union leaders to sign affidavits stating that they were not affiliated with the Communist Party.

Question 18

Employees are most likely to seek unionization if they believe that doing so will achieve results that they cannot achieve acting individually.

Accepted Answer

This is a common reason why employees seek unionization. They believe that acting collectively as a union will give them more bargaining power and better chances of achieving their desired outcomes, such as higher wages, better working conditions, and more benefits.

Question 19

In about 25% of unionizing campaigns, unions are unable to secure a contract after winning a representation election.

Accepted Answer

This is true. Even if a union wins the representation election, they still need to negotiate a contract with the employer, and this can sometimes be unsuccessful. This can happen for various reasons, such as resistance from the employer, disagreements over the terms of the contract, or changes in the workforce or economic conditions.

Question 20

An electrician applied for a job at an HVAC company. The company can refuse to hire him because of his union membership.

Accepted Answer

It is illegal for a company to refuse to hire someone because of their union membership, according to the National Labor Relations Act.

Quiz 14: The Dynamics of Labor Relations