Question 1

Under the National Labor Relations Act (Wagner Act), the National Labor Relations Board can establish a labor union in an organization if it finds evidence of substantial labor abuse within that organization.

Accepted Answer

The National Labor Relations Board (NLRB) does not have the authority to establish a labor union in an organization. Its role is to enforce the National Labor Relations Act (NLRA) and facilitate collective bargaining between employers and employees. While the NLRB can order an employer to recognize and negotiate with a union that has been properly established through a union election, it cannot create a union itself.

Question 2

The workers at the Fairfield Company are unhappy with the way they have been represented by their union. The National Labor Relations Act (Wagner Act) allows these workers to take away the union's right to represent them through a process known as decertification.

Accepted Answer

The National Labor Relations Act (Wagner Act) does allow workers to remove their union's representation through the decertification process.

Question 3

Under a closed shop agreement, workers must agree not to join a union in order to keep their jobs.

Accepted Answer

Under a closed shop agreement, workers are required to join a union in order to keep their jobs, not the other way around.

Question 4

Until passage of the Taft-Hartley Act, under a closed shop agreement, a company could only hire workers who already belonged to a union.

Accepted Answer

A closed shop agreement required that all employees hired by a company must already be members of the union. The Taft-Hartley Act made such agreements illegal.

Question 5

The Labor-Management Relations Act (Taft-Hartley Act) strengthened unions by giving them the right to engage in featherbedding and secondary boycotts.

Accepted Answer

The Labor-Management Relations Act (Taft-Hartley Act) actually restricted unions by making featherbedding illegal and outlawing secondary boycotts.

Question 6

Wage rates, hours of work, employee benefits, and job rights and seniority are issues covered in a typical negotiated labor-management agreement.

Accepted Answer

Wage rates, hours of work, employee benefits, and job rights and seniority are indeed common issues covered in a typical negotiated labor-management agreement between employers and labor unions.

Question 7

One goal of the Labor-Management Reporting and Disclosure Act (Landrum-Griffin Act) was to clean up union corruption.

Accepted Answer

The Landrum-Griffin Act, passed in 1959, aimed to increase transparency and accountability in labor unions and deter corruption within them. It includes provisions requiring unions to file annual financial reports and disclose information about their leadership and governance practices.

Question 8

The NLRB oversees the decertification of unions. Company owners can petition and seek the signatures of 30% of the employees in order to decertify the union; in other words, officially, the union could no longer represent the employees in any bargaining negotiations.

Accepted Answer

The answer of The NLRB oversees the decertification of unions....

Question 9

The negotiated labor-management agreement clarifies the terms and conditions under which labor and management agree to function over a specified period of time.

Accepted Answer

A negotiated labor-management agreement is a formal agreement that outlines the terms and conditions of employment between labor and management for a specified period of time. It clarifies issues such as wages, benefits, working conditions, and dispute resolution procedures.

Question 10

Under a union shop agreement, workers must belong to a union before they can be hired.

Accepted Answer

The answer of Under a union shop agreement, workers must...

Question 11

The National Labor Relations Act (Wagner Act) gave employees the right to form and join labor organizations and the right to engage in activities such as strikes and boycotts.

Accepted Answer

The National Labor Relations Act (Wagner Act) indeed gave employees the right to form and join labor organizations, as well as the right to engage in various activities, including strikes and boycotts.

Question 12

A union security clause in a labor-management agreement stipulates that employees who benefit from a union must either officially join or at least pay dues to the union.

Accepted Answer

A union security clause requires employees who receive the benefits of union representation to either join the union or at least pay dues to support its activities. This provision is intended to prevent "free riding" by employees who benefit without paying for the union's services.

Question 13

Candace is negotiating with management as a member of a union team. The union wants to obtain a labor contract for the workers represented by the union. Candace is involved in contract arbitration.

Accepted Answer

The answer of Candace is negotiating with management as a...

Question 14

The Labor-Management Relations Act (Taft-Hartley Act) gave more power to management.

Accepted Answer

The Taft-Hartley Act was passed in 1947 and amended the National Labor Relations Act (NLRA) by limiting some of the power that unions had gained under the NLRA. The Taft-Hartley Act also gave more power to management by allowing them to take certain actions against unions, such as hiring replacement workers during a strike.

Question 15

Daniel remembers his grandfather telling him about going to work at 16 years of age in the coal mines of West Virginia. In order to get the job, he had to agree to a yellow-dog contract. Essentially this meant he would only get the job if he agreed not to join a union.

Accepted Answer

A yellow-dog contract was a type of employment contract that prohibited workers from joining a union in order to get hired.

Question 16

The main objectives of organized labor, better wages, and shorter hours, have remained remarkably stable over time.

Accepted Answer

The answer of The main objectives of organized labor, better...

Question 17

The Labor-Management Relations Act (Taft-Hartley Act) allowed states to pass laws that prohibited compulsory union membership.

Accepted Answer

The Taft-Hartley Act allowed states to pass "right-to-work" laws that prohibited compulsory union membership, making it a true statement.

Question 18

The National Labor Relations Board (NLRB) has created procedures that union advocates must follow in order to organize a union at a place of business. The multistep procedure culminates with a secret vote by the employees of the organization.

Accepted Answer

The National Labor Relations Board (NLRB) has indeed created procedures that union advocates must follow in order to organize a union. The final step in the process is a secret vote by the employees of the organization.

Question 19

During an interview with a Summit Systems company representative, Susie was told that Summit faces intense competition and management believes that the only way the company can survive is to have a nonunion workforce. Therefore, all workers Summit hires must sign an employment contract stating that they agree not to join a union while they work for Summit. This requirement by Summit is illegal in the United States.

Accepted Answer

It is illegal in the United States for employers to require employees to sign contracts stating that they will not join a union as a condition of employment. This violates the National Labor Relations Act.

Question 20

The Norris-LaGuardia Act prohibited courts from issuing injunctions against nonviolent union activities.

Accepted Answer

The Norris-LaGuardia Act, passed in 1932, specifically limits the ability of federal courts to issue injunctions against peaceful labor strikes, boycotts, and picketing.

Quiz 12: Dealing With Employeemanagement Issues