Question 1

The NLRB is a federal agency that interprets and enforces the NLRA.

Accepted Answer

The NLRB, or National Labor Relations Board, is a federal agency that interprets and enforces the National Labor Relations Act (NLRA) of 1935.

Question 2

Bargaining to impasse means __________.

Accepted Answer

Bargaining to impasse refers to a situation where despite continued negotiations, the union and management fail to reach an agreement. This may occur due to various reasons, including disagreements over wages, benefits or working conditions. If impasse is reached, both parties may resort to alternative dispute resolution methods, such as mediation or arbitration, or eventually, strike action may be taken. Option A is incorrect because it assumes bad faith negotiation, which may not necessarily be the case. Option B also assumes a specific action taken after impasse and is not necessarily always the case.

Question 3

The NLRA requires organizations and unions to inform the NLRB of the parties' intent to begin negotiations 90 days before the contract expires.

Accepted Answer

The National Labor Relations Act (NLRA) does not require organizations and unions to inform the National Labor Relations Board (NLRB) of their intent to begin negotiations 90 days before the contract expires. The NLRA governs the process of collective bargaining but does not include this specific notification requirement.

Question 4

In step two of the employee grievance process,who is not in attendance?

Accepted Answer

In step two of the employee grievance process, typically the senior administrative representative of the organization is not in attendance, as this step usually involves the employee, union representative, and human resources staff.

Question 5

The process of unionization must be initiated by the employees because unions approaching employees is considered an unfair labor practice.

Accepted Answer

Unions can legally approach employees to discuss unionization, and it is not considered an unfair labor practice. Employees can also initiate the process themselves.

Question 6

Which issue is not part of the collective bargaining process?

Accepted Answer

The pricing of an organization's products and services is typically not negotiable through the collective bargaining process, as it pertains to the overall strategy and financial goals of the organization. The other options, scheduling, benefits, and working conditions are often part of the collective bargaining process.

Question 7

During a strike,which of the following is not a crucial concern of management?

Accepted Answer

Providing an information hotline to update striking members is not a crucial concern of management, as this task would usually fall under the responsibility of the striking members or the union. The other options, including determining how to treat staff members who cross the picket line, securing the facility and grounds to avoid disruptions, and contracting vendors with union contracts to assure no sympathy strike by other unions, are all important and necessary concerns for management during a strike.

Question 8

The decision of an arbitrator is __________.

Accepted Answer

The decision of an arbitrator is binding, meaning both parties must abide by the decision. It is not always in favor of the union and does not become state law.

Question 9

When management and union leaders cannot agree on who is and who is not included in the bargaining unit,the regional office of the NLRB makes the determination.

Accepted Answer

This is true according to the National Labor Relations Act (NLRA). The NLRB has the authority to investigate and hold hearings in order to determine the appropriate bargaining unit for collective bargaining purposes when there is a dispute between management and union leaders.

Question 10

When a union wins an election,research suggests that the employees voted for the union rather than against management.

Accepted Answer

Research suggests that when a union wins an election, it is often because employees are voting against management or expressing dissatisfaction with current conditions, rather than showing inherent support for the union itself.

Question 11

When a union contends that smoking on the facility grounds is a contractual benefit and that any attempt to enforce a new no-smoking policy would need negotiation,it is arguing against the __________.

Accepted Answer

The union's argument is related to the management rights clause, which specifies the employer's authority to manage the workplace and make decisions related to it. The union is contending that the employer cannot unilaterally enforce a new no-smoking policy without negotiating with them, which is a challenge to the employer's management rights.

Question 12

What is the 2nd step in the labor contract negotiation process?

Accepted Answer

The second step in the labor contract negotiation process is to develop initial demands. This involves both parties outlining their desired terms and conditions for the contract. Collecting data usually takes place before this step, and negotiations and settlement/no settlement discussions occur after both parties have presented their initial demands.

Question 13

What is the last step in interest-based bargaining?

Accepted Answer

The last step in interest-based bargaining is to document agreed solutions. This ensures that both parties have a clear understanding of the outcomes of the negotiation and can refer back to the agreement if any issues arise in the future.

Question 14

The process of unionizing an employee group can only be initiated by union organizers.

Accepted Answer

The process of unionizing can also be initiated by the employees themselves, without the involvement of union organizers. This can happen through a card check, where a majority of employees sign authorization cards indicating their desire to form a union.

Question 15

If a union does not win an election,it is prohibited from conducting another organizing campaign for 24 months.

Accepted Answer

This statement is false. A union is not prohibited from conducting another organizing campaign after losing an election. However, there may be certain restrictions or challenges that the union may face, such as loss of momentum or employer retaliation.

Question 16

Traditionally,relationships between unions and employers have been collaborative,but the pendulum is swinging towards more adversarial relations.

Accepted Answer

Traditionally, relationships between unions and employers have often been adversarial due to conflicting interests regarding wages, working conditions, and job security, though there have been periods and sectors where collaboration has occurred.

Question 17

The process of unionizing healthcare employees has changed drastically since 1974,when healthcare gained the right to bargain collectively.

Accepted Answer

The answer of The process of unionizing healthcare employees has...

Question 18

Negotiating the initial contract between the union and management can be difficult and time consuming because:

Accepted Answer

Negotiating the initial contract between the union and management can be difficult and time consuming because both parties must start without any contract language about working conditions, wages, and benefits. This can lead to lengthy discussions and disagreements. The other options (A, C, and D) may also pose challenges, but they are not the primary reason for the difficulty and time consumption in initial contract negotiations.

Question 19

The risk of unionization decreases significantly when an organization adopts positive policies and supportive HR practices for employees

Accepted Answer

Research has shown that organizations that have positive policies and supportive HR practices for employees have a decreased risk of unionization. When employees feel valued and supported by their organization, they are less likely to seek union representation to advocate for their rights and interests. Conversely, when employees feel that their organization is not meeting their needs or treating them fairly, they may turn to unions as a way to address these issues.

Question 20

Which is not part of the union security clause?

Accepted Answer

The union security clause typically includes the exclusive right of the union to bargain on behalf of the employees (A), automatic deduction of union dues from employee paychecks (B), and authorization to contact and recruit new and current employees who could become union members (D). However, giving the union authority to access employee personnel files for the purpose of finding union representative candidates (C) is not typically included in the union security clause.

Quiz 11: Labor Relations and Healthcare Organizations