Question 1

Employees consider perceived costs versus benefits that may be gained before they would be willing to participate in a strike.

Accepted Answer

This statement is true. Employees must weigh the potential costs and benefits before they would be willing to participate in a strike, such as the impact on their wages, job security, and working conditions compared to the potential gains in negotiations with their employer.

Question 2

Interest arbitration, unlike mediation and fact finding, results in a final and binding decision.

Accepted Answer

Interest arbitration is a process in which a neutral third party makes a final and binding decision on a labor dispute between parties, unlike mediation and fact finding which are non-binding and aimed at voluntary resolution.

Question 3

Economic issues are the most common reason for work stoppages.

Accepted Answer

According to data from the Bureau of Labor Statistics, economic issues such as wages, benefits, and working conditions are the most commonly cited reasons for work stoppages.

Question 4

Management may not call a strike, but it may invoke certain practices that will cause a strike, because a strike sometimes works to its advantage.

Accepted Answer

Management may engage in practices that provoke or escalate tensions with workers, leading to a strike. In some situations, a strike could work to management's advantage, such as if they are seeking to break a union or impose concessions on workers.

Question 5

The right to strike is one of the rights guaranteed under the Labor Management Relations Act.

Accepted Answer

The right to strike is protected under the National Labor Relations Act (NLRA), which is also known as the Labor Management Relations Act. Therefore, the statement is true.

Question 6

Recently, it has been recognized that management can take certain actions that will cause a strike when it is to the employer's advantage to have a strike.

Accepted Answer

Some employers may intentionally take actions that they know will trigger a strike, such as making unreasonable demands or provoking employees, in order to achieve certain goals or concessions. This tactic is known as a "strike-provoking strategy" and is considered controversial and unethical by many.

Question 7

Work stoppages in the United States since 1982 have been at or near historic low levels in terms of numbers of strikes, employees involved, and days idled.

Accepted Answer

According to data from the Bureau of Labor Statistics, work stoppages in the United States have indeed been at or near historic low levels since 1982.

Question 8

The use of strike replacements (particularly permanent replacements) during an economic strike reduces the tensions between the parties and often shortens the length of a strike.

Accepted Answer

The use of strike replacements, particularly permanent replacements, is a contentious issue during labor strikes. Unions and workers often view the hiring of replacements as union-busting and an attack on their job security. This can further escalate tensions between the parties and prolong the length of a strike as workers hold out for their demands. The use of replacements also creates a divide within the workforce, with replacement workers often facing hostility and resentment from striking workers. Overall, the use of strike replacements does not typically reduce tensions or shorten the length of a strike.

Question 9

If not permanently replaced, an economic striker has a right to be reinstated to his or her job at any time during a labor dispute after making an unconditional request for reinstatement to the employer.

Accepted Answer

According to the National Labor Relations Board, an economic striker has the right to be reinstated to their job if they make an unconditional request for reinstatement to the employer, even if they were replaced during the labor dispute. However, this right only applies if the striker is not permanently replaced.

Question 10

In most cases, a wildcat strike is a violation of the labor agreement.

Accepted Answer

A wildcat strike is an unauthorized strike, meaning it is not agreed upon in the labor agreement. Therefore, it is a violation of the agreement.

Question 11

Med-arb and final-offer total package arbitration are similar in that the arbitrator does not make up his own contract but picks one of those that has been negotiated.

Accepted Answer

The answer of Med-arb and final-offer total package arbitration are...

Question 12

Mediators must work by a predetermined set of rules in order to successfully resolve differences.

Accepted Answer

The answer of Mediators must work by a predetermined set...

Question 13

Economic strikers may be either temporarily or permanently replaced by an employer for the purpose of continuing normal business operations.

Accepted Answer

According to the National Labor Relations Act, economic strikers can be temporarily replaced by an employer until the strike is over. However, they cannot be permanently replaced.

Question 14

An employee may resign from the union during a strike, cross picket lines, and be protected under the Taft-Hartley Act, but the union may impose a one-time fine for crossing the union's picket line.

Accepted Answer

The answer of An employee may resign from the union...

Question 15

An unfair labor practice strike is a strike in reaction to an employer's refusal to bargain in good faith with the union.

Accepted Answer

An unfair labor practice strike is specifically in response to an employer's violation of labor laws, which includes refusal to bargain in good faith with the union.

Question 16

Conventional interest arbitration has been criticized because arbitrators have been accused of "splitting the difference".

Accepted Answer

Conventional interest arbitration has been criticized for arbitrators simply splitting the difference between the two positions presented rather than making a well-reasoned decision based on the evidence and arguments presented.

Question 17

The "reserve gate" approach involves the establishment of an exclusive gate for entry and exit of all employees on strike.

Accepted Answer

The answer of The "reserve gate" approach involves the establishment...

Question 18

Fact-finding is a semi-judicial process in which all parties provide information to a neutral that allows the parties to reach a speedy resolution.

Accepted Answer

The answer of Fact-finding is a semi-judicial process in which...

Question 19

A mediator functions more as an invited guest who can be required to leave if one or both bargaining parties no longer desire the mediator.

Accepted Answer

Mediators are not decision-makers and their role is to facilitate communication and negotiation between the parties. As such, they are not permanent fixtures in the negotiation process and can be asked to leave if either party no longer desires their presence.

Question 20

A mediator who has separate meetings with management and union officials risks having his neutrality suspected by either side.

Accepted Answer

The answer of A mediator who has separate meetings with...

Quiz 9: Resolving Negotiation Impasses and Contract Ratification