Question 1

If the employer pleads inability to pay,the union _____ .

Accepted Answer

If the employer pleads inability to pay, the union must make a good faith demand for financial information. This is because if the employer is genuinely unable to pay, the two parties can work together to find a solution, which may involve temporary changes to the collective bargaining agreement. If the employer is not actually unable to pay, the financial information will reveal this and the union can pursue other options, such as negotiating for higher wages or going on strike.

Question 2

According to NLRB guidelines,what is the tenure of the bargaining agreement for a certified union?

Accepted Answer

The answer of According to NLRB guidelines,what is the tenure...

Question 3

When a union and a group of employers agree upon specified wages and working conditions,the ? effect among the employers with respect to those wages or working conditions may be to reduce:

Accepted Answer

When a union and a group of employers agree upon specified wages and working conditions, it creates a level playing field and reduces competition among the employers. They are all bound to the same wages and conditions, eliminating any incentive to offer higher wages or better conditions to attract employees. This can be seen as reducing competition.

Question 4

Section 8(d) of the NLRA prohibits any modifications or changes in a collective agreement's provisions relating to _____ during the term of the agreement unless both parties to the agreement consent to such changes.

Accepted Answer

Section 8(d) of the NLRA prohibits any modifications or changes in a collective agreement's provisions relating to mandatory bargaining subjects during the term of the agreement unless both parties to the agreement consent to such changes.

Question 5

Which of the following does not fall under a mandatory bargaining subject,considering the various ? rulings on the subject?

Accepted Answer

The answer of Which of the following does not fall...

Question 6

The matters which are not directly related to wages,hours,terms and conditions of the employment ? and not prohibited are called:

Accepted Answer

Permissive bargaining subjects are the matters which are not directly related to wages, hours, terms, and conditions of employment, and they are not prohibited by law. These can include such topics as employee benefits, management rights, and work rules. While they are not mandatory, employers and unions may choose to negotiate on these issues if they believe it will benefit their relationship or the workplace as a whole.

Question 7

What does Section 9(a) of the NLRA state regarding bargaining in good faith?

Accepted Answer

The answer of What does Section 9(a) of the NLRA...

Question 8

The NLRB requires that the prior conditions be restored and any reduction in wages or benefits be ? paid back,if an employer has:

Accepted Answer

The NLRB requires that any reduction in wages or benefits be paid back if an employer has illegally made unilateral changes. This is because the employer has violated their duty to bargain in good faith with the employee's union. The other options may also result in unfair labor practices, but only making unilateral changes violates a specific provision that would require repayment.

Question 9

Proposals under the collective agreement,which involve violations of the NLRA or other laws is known as:

Accepted Answer

Proposals that violate the NLRA or other laws are considered prohibited bargaining subjects, meaning they cannot be negotiated or agreed upon in a collective bargaining agreement. Including such proposals may lead to legal consequences or challenges from labor unions.

Question 10

In H.K.Porter Co.v.NLRB,the dispute mainly revolves around the 	union's desire to have the company agree to "check off" the dues owed to the union by its members,that is,to deduct those dues periodically from the company's wage payments to the employees.The evidence shows,and the court found,that the company's objection was not because of 	inconvenience,but solely on the ground that the company was:

Accepted Answer

The company's objection to the "check off" system was based on its stance of not wanting to aid and comfort the union, rather than any inconvenience it might cause.

Question 11

The duty to bargain in good faith under Section 8(d) includes the obligation to _____,if requested by ? either party.

Accepted Answer

The duty to bargain in good faith includes the obligation to execute a written contract if the parties have come to an agreement. This means that both parties must follow through with the terms agreed upon and formalize them in a written contract.

Question 12

When can an employer act unilaterally?

Accepted Answer

The answer of When can an employer act unilaterally?...

Question 13

In Visiting Nurse Services of Western Massachusetts,Inc.v.NLRB,the union filed unfair labor practice charges with the NLRB,claiming that VNS had violated Section 8(a)(1) and (5) of the NLRA by unilaterally implementing:

Accepted Answer

The union claimed that VNS had violated Section 8(a)(1) and (5) of the NLRA by unilaterally implementing mandatory bargaining subjects. This means that VNS implemented bargaining subjects without negotiations with the union, which is a violation of the NLRA.

Question 14

Which of the following is not true of the Truitt requirement to furnish information?

Accepted Answer

The answer of Which of the following is not true...

Question 15

What does Section 8(d) of the National Labor Relations Act state with respect to duty of bargain?

Accepted Answer

The answer of What does Section 8(d) of the National...

Question 16

What are mandatory bargaining subjects?

Accepted Answer

The answer of What are mandatory bargaining subjects?...

Question 17

The subjects that vitally affect the terms and conditions of the employment of the employees in the ? bargaining unit are called _____ bargaining subjects.

Accepted Answer

Mandatory bargaining subjects are those that the parties are required by law to discuss and negotiate in good faith. These subjects include wages, hours of work, and working conditions. Prohibited bargaining subjects are those that are illegal to negotiate, such as discrimination or illegal activities. Restricted bargaining subjects are those that are limited by law or agreement, such as limits on strikes or lockouts. Permissive bargaining subjects are those that are not required by law, but may be voluntarily discussed during negotiations.

Question 18

The Worker Adjustment and Retraining Act (WARN) requires employers with 100 or more employees to give sixty days' advance notice prior to:

Accepted Answer

The Worker Adjustment and Retraining Act (WARN) requires employers with 100 or more employees to give sixty days' advance notice prior to any plant closings and mass layoffs.

Question 19

In _____,the Supreme Court held that an employer that pleads inability to pay in response to union ? demands in order to support his claim must provide some financial information.

Accepted Answer

In NLRB v. Truitt Mfg, the Supreme Court held that an employer who pleads inability to pay in response to union demands must provide some financial information in support of their claim.

Question 20

In First National Maintenance Corp.v.NLRB,the petitioner notified its Greenpark employees that they would be discharged three days later.With nothing but a perfunctory further discussion,the petitioner discontinued its Greenpark operation and discharged the employees.The union filed an unfair labor practice charge against petitioner,alleging violations of which section of the NLRA?

Accepted Answer

The answer of In First National Maintenance Corp.v.NLRB,the petitioner notified...

Quiz 15: Collective Bargaining