Question 1

An important principle of contract administration is that the first-line supervisor and union steward are organizational "equals" in grievance handling.

Accepted Answer

In grievance handling, the first-line supervisor and union steward are considered equals to ensure fair and balanced resolution of disputes, promoting mutual respect and cooperation.

Question 2

A common union tactic is to file several grievances over a particular issue to buttress and document union demands during negotiation of the subsequent labor agreement.

Accepted Answer

Filing multiple grievances can create a documented history of issues, strengthening the union's position in negotiations by highlighting persistent problems that need addressing.

Question 3

The third-and-one-half step in the grievance procedure is settled "without prejudice to either party's position," thereby increasing the likelihood of subsequent grievances on the issue.

Accepted Answer

The phrase "without prejudice" means that the resolution does not affect the rights or positions of either party, allowing them to raise the issue again in future grievances.

Question 4

Regardless of motives for filing grievances,management must process them through the grievance procedure even if it feels the employee's motives are illegitimate or improper.

Accepted Answer

Management is typically required to follow the established grievance procedure to ensure fairness and compliance with labor agreements or company policies, regardless of their perception of the employee's motives.

Question 5

Placing grievances down in writing creates a written record and increases the likelihood that the employee or union representative is serious about the grievance.

Accepted Answer

Writing grievances creates a formal record, indicating seriousness and ensuring clear communication.

Question 6

When labor and management officials negotiate a labor agreement,they are mainly concerned with agreement over the minor issues.

Accepted Answer

Labor and management officials are primarily concerned with major issues such as wages, benefits, working conditions, and job security during negotiations.

Question 7

The union's fair representation obligation requires the union to take a grievance to arbitration if the grievant so requests.

Accepted Answer

The union's duty of fair representation requires it to act without discrimination and in good faith, but it does not obligate the union to take every grievance to arbitration. The decision to arbitrate is typically based on the merits of the case and the union's assessment.

Question 8

Employees who file a grievance for termination are entitled to a jury trial if monetary losses (back pay)are claimed.

Accepted Answer

Employees who file a grievance for termination and claim monetary losses such as back pay may be entitled to a jury trial, depending on the jurisdiction and specific legal provisions applicable to employment disputes.

Question 9

Unions must be careful because swapping grievances that are clearly meritorious may constitute a violation of the union's duty of fair representation.

Accepted Answer

Swapping grievances that are clearly meritorious can be seen as neglecting the interests of the union members involved, which may breach the union's duty to represent all members fairly and without discrimination.

Question 10

Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the precision of every labor agreement provision.

Accepted Answer

Employees may still file grievances for contractual violations despite negotiators' efforts, as misunderstandings or disagreements can occur in interpreting or implementing the provisions.

Question 11

A union satisfies its fair representation obligation if it demonstrates that it considered the interests of all members and takes its ultimate position honestly,in good faith,and without hostility or arbitrary discrimination.

Accepted Answer

A union's duty of fair representation requires it to act in the interests of all members, making decisions honestly, in good faith, and without discrimination or hostility.

Question 12

In nonunion settings,the authority of managerial policies and actions often goes unchallenged.

Accepted Answer

In nonunion settings, there is typically no formal structure or representation for employees to challenge or negotiate managerial decisions, leading to less opposition to management's authority.

Question 13

Written grievances tend to increase emotions present in many employee concerns.

Accepted Answer

The answer of Written grievances tend to increase emotions present...

Question 14

Power relationships typically begin when both steward and supervisor are encouraged by their superiors to be attentive to problems in the department.

Accepted Answer

Power relationships are typically initiated when both the steward and supervisor are encouraged by their superiors to pay attention to issues within the department.

Question 15

"Codified relationship" encourages the union steward to bypass the first-line supervisor in the grievance process.

Accepted Answer

A "codified relationship" typically involves following established procedures, which usually include addressing grievances with the first-line supervisor before escalating further.

Question 16

Employers are not typically concerned about the fair representation issue since the union assumes full liability when it breaches this obligation.

Accepted Answer

Employers can be concerned about fair representation issues because they can affect labor relations and workplace harmony, even though the union is primarily responsible for representing its members fairly.

Question 17

The Labor-Management Relations Act (LMRA)containd explicit provisions obligating the union to represent fairly all bargaining unit employees.

Accepted Answer

The answer of The Labor-Management Relations Act (LMRA)containd explicit provisions...

Question 18

Grievance mediation is a process in which an outside neutral assists the parties in resolving grievances without the use of arbitration.

Accepted Answer

Grievance mediation involves a neutral third party who helps the disputing parties reach a resolution, aiming to avoid the more formal and binding process of arbitration.

Question 19

Management should deny an employee's grievance if they believe the employee is merely trying to get something for nothing.

Accepted Answer

Management should evaluate grievances based on their merit and the facts presented, rather than assumptions about the employee's intentions.

Question 20

In unionized firms,employees often have unique concerns that are neither addressed in collective bargaining nor explicitly covered in the labor agreement.

Accepted Answer

Unionized employees may have individual concerns that are not specifically addressed in collective bargaining agreements, which typically focus on broader issues affecting the entire workforce.

Quiz 10: Contract Administration