Question 1

The yellow-dog contract guarantees that employees are not required to participate in union activities.

Accepted Answer

The yellow-dog contract is a type of employment contract where the employee agrees not to join a union or participate in union activities. This type of contract is illegal in the United States under the National Labor Relations Act. Therefore, it does not guarantee that employees are not required to participate in union activities.

Question 2

The NLRB mediates cases and awards damages or fines where it deems necessary.

Accepted Answer

False

Question 3

The NLRB decisions are like Supreme Court decisions in that they are independent of political party influences.

Accepted Answer

False

Question 4

Employees are protected in pursuing their mutual working condition concerns, even if they do not belong to a labor organization.

Accepted Answer

Employees have the right to engage in concerted activities for mutual aid and protection, which includes raising concerns about working conditions. This right is protected under the National Labor Relations Act, regardless of union membership.

Question 5

NLRB decisions are subject to court review, and most cases filed with the NLRB are appealed.

Accepted Answer

The answer of NLRB decisions are subject to court review,...

Question 6

The Supreme Court ruled in the late 1930s that labor disputes were covered under the Norris-LaGuardia Act and injunctions could easily be obtained.

Accepted Answer

The Supreme Court ruled in the late 1930s that labor disputes were not covered under the Norris-LaGuardia Act and injunctions could not be easily obtained.

Question 7

Beck rights reinforce the basic right of an employee not to become a full member of a union in order to meet the requirements of a negotiated union security clause and to pay a bargaining unit representative where required by contract, only for those regular charges associated with the duties of representing the bargaining unit.

Accepted Answer

Beck rights, also known as the "right to work" within a unionized workplace, allow employees to opt out of full union membership and only pay for certain charges associated with the bargaining unit representation. This is a basic right protected under labor law.

Question 8

The Wagner Act gave unions considerable power, which had to be counterbalanced by passage of the Taft-Hartley Act.

Accepted Answer

The Wagner Act, also known as the National Labor Relations Act, established the right of workers to form and join unions, and it also required employers to participate in collective bargaining with their employees. This gave unions considerable power. However, the Taft-Hartley Act was passed in 1947 to counterbalance some of that power by allowing states to pass "right-to-work" laws, prohibiting certain union activities, and allowing the president to temporarily halt strikes that endangered national health or safety.

Question 9

NLRB initiates investigation of a company when it suspects that the company has committed an unfair labor practice.

Accepted Answer

The answer of NLRB initiates investigation of a company when...

Question 10

Samuel Gompers, AFL president, proclaimed the Clayton Act to be the Magna Charta of U.S. labor; however, the legislation did not prove to help labor organizers.

Accepted Answer

While Samuel Gompers did proclaim the Clayton Act to be important for labor, the legislation did not end up providing significant help for labor organizers.

Question 11

Agricultural laborers are specifically excluded from coverage under the Labor Management Relations Act.

Accepted Answer

Agricultural laborers were excluded from coverage under the Labor Management Relations Act (also known as the Taft-Hartley Act) when it was passed in 1947. They continue to be excluded from coverage under the National Labor Relations Act as well.

Question 12

An employee alleging unlawful discharge is under no affirmative duty to seek comparable employment to mitigate the respondent employer's potential back-pay liability while awaiting a final determination of the merit of the ULP charge.

Accepted Answer

An employee alleging unlawful discharge is generally required to make reasonable efforts to seek comparable employment to mitigate the employer's potential back-pay liability. This is a common principle in employment law to prevent undue financial burden on the employer.

Question 13

The yellow-dog contract was the main tool used by companies to force employees to join company unions.

Accepted Answer

A yellow-dog contract was used to prevent employees from joining any union, not to force them to join company unions.

Question 14

The "criminal conspiracy" doctrine means that union organizing prior to 1842 could result in an injunction against the union organizers.

Accepted Answer

The "criminal conspiracy" doctrine was used to prosecute union organizers prior to 1842, not to issue injunctions against them.

Question 15

The administrative agency under the Norris-LaGuardia Act is the National Labor Relations Board.

Accepted Answer

The answer of The administrative agency under the Norris-LaGuardia Act...

Question 16

Statutory law includes legislation originally written for general population but is applied in specific instances to labor relations.

Accepted Answer

Statutory law is created by the legislative branch and is written for the general population. However, it can be applied to specific instances such as labor relations. Therefore, the statement is true.

Question 17

Two major deficiencies of the Norris LaGuardia Act were: (1) the act did not establish an administrative agency and (2) there were no specific employer unfair labor practices.

Accepted Answer

The Norris LaGuardia Act did not establish an administrative agency and did not specifically address employer unfair labor practices.

Question 18

Employee rights are guaranteed by the National Labor Relations Act; thus, the National Labor Relations Board investigates companies on its own to assure that the rights are protected.

Accepted Answer

The answer of Employee rights are guaranteed by the National...

Question 19

Employment-at-will doctrine means that an employee has a right to a job.

Accepted Answer

Employment-at-will doctrine means that either the employer or the employee can terminate the employment relationship at any time, for any reason, or for no reason at all, without any legal implication. It does not provide a right to a job for the employee.

Question 20

Because the National Labor Relations Act prohibited interference with labor unions in 1935, companies were allowed to establish company unions to assure the integrity of unions.

Accepted Answer

The National Labor Relations Act prohibited interference with labor unions in 1935, but it also outlawed company unions, which were seen as a way for employers to control and undermine the legitimacy of independent unions. Therefore, companies were not allowed to establish company unions.

Quiz 3: Legal Influences