Question 1

A union representative tells the nurses of a hospital that they should review the Kentucky River trilogy as part of their education regarding unionization. What will the nurses learn from this review?

Accepted Answer

1. This is not the focus of this work.
2. This is not the focus of this work.
3. This is not the focus of this work.
4. These three landmark decisions outline which nurses have supervisory status.

Question 2

A grievance has been filed against a hospital. Which statement by the nurse executive reflects common reasons for grievances? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. If the benefits provided are those specified in the contract, there are no grounds for grievance.
2. Misunderstandings are common causes of grievances.
3. Lack of familiarity with the contract is a common reason for a grievance.
4. If the nurses want higher wages, the contract should be renegotiated. A grievance is not indicated.
5. An inadequate agreement is a common reason for a grievance.

Question 3

The nursing staff at a hospital is upset regarding nurse-client ratios. One of the nurses says, "Our contract is not being honored. I think we need to tear it up and strike, starting tomorrow." Which response by the union representative is most appropriate?

Accepted Answer

1. Notice to change the contract must be given 90 days in advance.
2. The FMCS is notified if agreement has not occurred within 30 days of the notification to terminate the contract.
3. The notification of intent to strike goes to the management, not the chief of staff. The notice is 10 days.
4. Notice of intent to strike is given further in advance than 24 hours and must be in writing.

Question 4

A nurse assistant states, "I don't understand why they would select a nurse to be the union representative." Which response by a coworker is appropriate?

Accepted Answer

1. This person is not chosen by administration.
2. It is important that all staff know who the representative is.
3. The union representative may be an employee of the union or a member of the nursing staff.
4. The union representative may be an employee of the union or a member of the nursing staff.

Question 5

A grievance has been filed against a hospital where the nursing staff has just established a union. What is the nurse executive's first step?

Accepted Answer

1. This may be a wise idea, but it is not the first step.
2. This may be a wise idea, but it is not the first step.
3. This is not the first step.
4. The nurse executive's first step should be to review the agreement with the union. This agreement will describe the steps and progression of a grievance.

Question 6

The nurses in an organization are in the process of selecting a bargaining agent. Which action by the nurse executive is considered a fair labor practice?

Accepted Answer

1. Administrators are not allowed to promise incentives in return for a favorable selection.
2. Nursing management is not allowed to question nurses regarding their feelings about the union activity.
3. Nursing administrators are not allowed to threaten punishment for undesirable choices.
4. Nursing administrators are not required to allow union activities on hospital property or during working hours.

Question 7

An ICU nurse manager states, "The hospital has a union, but I wouldn't advise joining," to a newly hired nurse. The human resources (HR) director is informed of this comment. How should the HR director respond?

Accepted Answer

1. The hospital should neither encourage nor discourage employees from joining the union.
2. The manager's role is not to interfere with the employee's right to organize. The manager should not dominate, encourage or discourage union membership, terminate employment for filing a charge with the NLRB, or refuse to bargain collectively. The HR director should clarify this role with the manager.
3. There is no reason to file a grievance.
4. Unless this manager makes it a practice to tell employees to avoid the union and has continued to do so after being apprised of the regulations, there is no reason for termination.

Question 8

A nurse manager enters the staff break room. The manager overhears the nursing staff discussing wages and paid time off as issues to consider during the bargaining process. Which action by the manager would be appropriate?

Accepted Answer

1. The manager may leave the break room but should address the issue of employees not discussing collective bargaining while at work or on the work site.
2. The manager should address the issue of employees not discussing collective bargaining while at work or on the work site.
3. It is not necessary to issue a written warning for discussion of wages.
4. Simple discussion of wages and benefits does not herald a strike.

Question 9

The housekeeping employee asks the employees' agent what role the union representative plays. What answer should the agent provide?

Accepted Answer

1. Wages are set in the contract.
2. Policies are negotiated in the contract.
3. Retirement funds are negotiated in the contract.
4. The role of administering the contract falls to an individual designated as the union representative.

Question 10

A union has won a representative election. What right does that union now hold?

Accepted Answer

1. The union has the right to represent the group of employees covered by the election. For example, a nurses' union may or may not include healthcare workers in the laboratory or radiology departments.
2. The union cannot effect change for employees outside of the bargaining unit.
3. The union cannot expand to another unit without an election.
4. The union that wins the election then has the right to enter into contract negotiations with the organization on behalf of the employees.

Question 11

The nurses of a hospital have given notice of their desire to unionize. The nurse executive is meeting with all nurse managers to discuss their role. Which information should the executive provide for these managers? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. Encouraging or discouraging union membership by a manager is an unfair labor practice.
2. Interference with the right to organize is an unfair labor practice.
3. Any act of domination or indication of preference regarding the union is an unfair labor practice.
4. Refusal to bargain collectively is an unfair labor practice.
5. The managers must be kept apprised of the process.

Question 12

As a cost-saving initiative, the hospital administration has asked the night staff nurses to refill drug supplies at night while the pharmacist is not present. The nurses file a grievance, and nurse managers become involved. How would this grievance be classified?

Accepted Answer

1. The agency could make a new rule that allows this practice.
2. It is unlikely that this scenario would be covered in the contract.
3. This is the second best answer to this question.
4. Nurses cannot act as substitute pharmacists.

Question 13

Nurses in a hospital are working to establish a union. Which finding will these nurses be interested in seeing?

Accepted Answer

1. Before an election can be held, the union must demonstrate interest by 30% of eligible hospital nurses signing an authorization card.
2. Interest in establishing a union must be demonstrated by those who will be establishing the union-in this case, nurses.
3. Management nurses are not considered eligible employees when interest in a union is measured.
4. Eligible employees include staff nurses but not managers and supervisors.

Question 14

To balance the rights of employees and the public, Congress passed a special set of procedures for settling labor disputes in the healthcare industry. These include a specification that one party must notify the other of intent to change or terminate a contract ________ days before the contract expires.

Accepted Answer

The answer of To balance the rights of employees and...

Question 15

A nurse has been hired as a new nurse manager at a hospital that has union representation. Which union-related activities should this manager expect to be included in the role? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. The nurse manager should help to administer grievance procedures and should participate in issues about disciplining employees.
2. The nurse manager should help to administer grievance procedures and should participate in issues about disciplining employees.
3. The nurse manager should not encourage or discourage union membership.
4. Disputes within management should be confidential.
5. The nurse manager must participate in the activities of collective bargaining.

Question 16

Approximately half of an organization's employees decide they are not happy with their current contract, which will expire in 4 months. The union representative informs the group that they can work to change the contract. What is the next step in this process?

Accepted Answer

1. Before changing or terminating a contract, one party must notify the other of its intent to do so 90 days prior to the contract expiration date.
2. Ratification is the process by which employees approve a contract.
3. Cessation is not related to union membership.
4. A mediator is appointed if the two sides of the contract cannot agree on changes.

Question 17

The nurse manager is educating staff about the collective bargaining process. Who should this nurse say controls collective bargaining in healthcare?

Accepted Answer

1. The judicial system has ruled on some collective bargaining laws but does not write the law.
2. Individual hospitals are participants in collective bargaining but do not govern it.
3. Nurses' unions are participants in collective bargaining but do not govern it.
4. Laws have been enacted by Congress to guide and control labor relations between employees and employers.

Question 18

A nurse who works in a hospital with a collective bargaining unit requires disciplining. Which actions by the nurse manager are critical? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. The manager is responsible for many of the same activities as in any situation. Coaching is included in these responsibilities.
2. The manager is responsible for discipline in the unit just as in any other situation.
3. A review of policy and procedures is part of all disciplinary issues.
4. Discussing unmet expectations is a part of all disciplinary issues.
5. The manager should answer questions that pertain to the actions for which the nurse is being disciplined.

Question 19

A nurse is discussing the intent of the nurse's collective bargaining representation to strike. The nurse's spouse is concerned about the length of time the nurse may lose as a result of a strike. Which statement by the nurse is correct?

Accepted Answer

1. Nurses do strike.
2. The hospital has the right and obligation to provide continuity of care.
3. By law, a 10-day notice must be given to allow hospitals the opportunity to prepare for striking nurses' absences.
4. All staff nurses employed by the facility are included in the strike.

Question 20

A housekeeping employee is questioning the employees' agent regarding the role of administering the ratified contract. The agent should explain to the employee that this role belongs to which person?

Accepted Answer

1. The union president is most active during the collective bargaining phase or when negotiating the contract and does not administer the contract.
2. The hospital administrator is responsible for adhering to the negotiated contract but does not administer it.
3. A designated hospital staff nurse may serve as the union representative. It is the duty of this nurse to provide fair and equal representation to all members of the unit.
4. The bargaining agent is most active during the collective bargaining phase or when negotiating the contract but does not administer the contract.

Quiz 25: Handling Collective Bargaining Issues