Question 1

Which of the following is a definition of a trade/labor union?
A) A group of workers joined together in a specific type of organization for the purpose of improving their working conditions as well as to help in promoting the common interests of the group.
B) An association of employees formed to improve their incomes and working conditions by collective bar- gaining with the employer or employer organizations.
C) An organization of wage earners or salaried employees for mutual aid and protection and for dealing col- lectively with employers; trade union.
D) All of the above

Accepted Answer

All of the choices describe a trade/labor union as an organization of workers who come together to advocate for better working conditions, higher pay, and mutual protection. Collectively bargaining with employers is also a key function of these unions.

Question 2

The right of the employees to form unions was reaffirmed in 1935 by the:
A) National Labor Relations Act
B) Labor-Management Relations Act
C) Labor-Management Reporting and Disclosure Act
D) Labor-Management Standards Act

Accepted Answer

The National Labor Relations Act, also known as the Wagner Act, was passed in 1935 and explicitly recognized the right of employees to form unions and engage in collective bargaining. It established the National Labor Relations Board to monitor and enforce the law. The other acts listed (B, C, and D) either modified or imposed additional regulations on unions and their activities, but did not undermine the basic right to unionize established by the National Labor Relations Act.

Question 3

Which of the following must be present for a contractual bond to be established:
A) a legal and valuable consideration
B) all parties to the contract receive equal value
C) the contract gives one of the party rights over the other party
D) the contract makes only one of the party responsible to the other party

Accepted Answer

A legal and valuable consideration is essential for a contractual bond. The consideration is the exchange of something of value, such as money or goods, between the parties of the contract. Without this exchange of value, the contract is not legally binding. The other options do not necessarily have to be present for a contractual bond to be established.

Question 4

The contract will generally provide which of the following?
A) specific criteria for the qualifications of positions represented by the union.
B) specific start date of positions represented by the union.
C) specific age category of each position represented by the union.
D) specific gender restrictions of positions represented by the union.

Accepted Answer

The contract will likely provide specific criteria for the qualifications of positions represented by the union, as this is important for determining who can be hired for those positions and ensuring that the union's members are appropriately qualified. The other options (B, C, D) are less likely to be included in a contract as they are not relevant or appropriate criteria for employment.

Question 5

Examples of items the contract provisions will generally specify in regard to hiring personnel include which of the following?
A) the role of evaluation in pay increases and promotion
B) a provision calling for promotion from within and preferential treatment of existing employees represented by the union
C) a provision related to employee access to their personnel file
D) unless there is irreproachable evidence, the manager or human resource officer should be prepared for the employee to file a grievance

Accepted Answer

The answer of Examples of items the contract provisions will...

Question 6

Development of personnel policies when a contract is enforce requires which of the following?
A) constant reference to the provisions of the contract
B) remembering the employer is obligated to maintain accurate records for each person employed by the company
C) providing the specific criteria for the qualifications of positions to the union representative
D) involvement of a union and/or employee representative in the policy development process

Accepted Answer

When developing personnel policies under an enforceable contract, it is crucial to constantly reference the provisions of the contract to ensure compliance and alignment with the agreed terms.

Question 7

Which of the following is not an example of the type of policy that needs to be aligned with the union contract?
A) management vacation policy
B) work schedule
C) safety procedures
D) promotion

Accepted Answer

Management vacation policy is typically an internal policy that does not necessarily need to be aligned with a union contract, unlike work schedules, safety procedures, and promotions, which are often negotiated in union contracts.

Question 8

Examples of items the contract provisions will generally specify in regard to performance evaluation include which of the following?
A) the role of evaluation in pay increases and promotion
B) a provision calling for promotion from within and preferential treatment of existing employees represented by the union
C) a provision related to employee access to their personnel file
D) unless there is irreproachable evidence, the manager or human resource officer should be prepared for the employee to file a grievance

Accepted Answer

Performance evaluation provisions typically specify the role of evaluation in determining pay increases and promotions, focusing on how employee performance assessments impact their career progression and salary adjustments within the organization.

Question 9

Performance evaluation will generally be covered by the contract. Examples of items the provisions will generally specify in regard to performance evaluation are which of the following?
A) the number of performance reviews during a year
B) the evaluation process
C) the evaluation criteria
D) all of the above

Accepted Answer

The provisions in a performance evaluation contract will generally specify all of the above items, including the number of performance reviews during a year, the evaluation process, and the evaluation criteria.

Question 10

The performance review should always be:
A) well documented.
B) positive in nature.
C) based on the direct manager's short-term memory
D) based primarily on the observations of the general manager

Accepted Answer

The performance review should always be well-documented to ensure accuracy and fairness in the assessment of the employee's performance. It also provides a record of the employee's progress and can be used for future reference, such as when making decisions about promotions, salary increases, or disciplinary actions. It is not necessary for the review to be entirely positive in nature, as constructive feedback can help the employee improve and grow in their role. The review should be based on data and specific examples rather than relying on the manager's short-term memory or the general manager's observations alone.

Question 11

In all situations the content of the personnel file should be:
A) limited to work related material.
B) made available only to managers
C) include any material that comes to the knowledge of the managers and human resource officer
D) should contain no document more than 1 year old

Accepted Answer

The content of the personnel file should be limited to work related material to avoid any discrimination or privacy issues. Personal or sensitive information should not be included.

Question 12

A personnel file (record) is a legal document. The employee's right to see the content of the file is governed first by which of the following?
A) any laws related to that access
B) federal law
C) union contract
D) federal law and then union contract

Accepted Answer

The employee's right to see the content of their personnel file is primarily governed by any laws related to that access, which can vary by jurisdiction and specific legal context.

Question 13

The union contract will almost always have provisions specifying the steps required before disciplinary action can take place. These steps are generally what is termed:
A) progressive discipline
B) positive discipline
C) collective discipline
D) assisted discipline

Accepted Answer

Progressive discipline refers to a process where disciplinary action is taken in a series of escalating steps or measures, often outlined in a union contract, before termination or other severe consequences are imposed. This approach is designed to help employees understand the problem, correct it, and improve their behavior or performance.

Question 14

The duty of the human resource officer when a grievance is filed:
A) is to carry out an impartial investigation
B) is to fairly represent the interest of the employee
C) is to work to resolve the issue with a compromise between the two parties
D) is to quickly move the grievance to arbitration

Accepted Answer

The duty of the human resource officer when a grievance is filed is to carry out an impartial investigation. This means that they need to gather all relevant information, listen to both parties, and come to an objective decision based on the facts presented. By doing so, they can ensure that the issue is resolved fairly and justly.

Question 15

______________ is the keystone to carrying out disciplinary action when operating with a union contract.
A) documentation
B) positive discipline
C) contract negotiation
D) transactional leadership

Accepted Answer

Documentation is essential when it comes to disciplinary action in a union environment. The union contract typically requires the employer to follow a specific disciplinary process, and documentation is necessary to provide evidence of the issues that led to disciplinary action. This evidence can be used to defend the disciplinary action in case of a grievance or complaint from the union.

Question 16

In contract negotiations the union representing a specific group is the:
A) bargaining agent
B) collective agent
C) bargaining unit
D) collective unionist

Accepted Answer

The bargaining agent is the term typically used for the union that represents employees in contract negotiations. They are responsible for negotiating with the employer on behalf of their members to reach a collective agreement. The other choices are not typically used to refer to the union in this context.

Question 17

Collective bargaining:
A) is the negotiation process
B) is union formation
C) is grievance arbitration
D) is the formation of a collective's draft contract

Accepted Answer

Collective bargaining is the negotiation process between employers and employees (usually represented by a union) to reach an agreement on various aspects of their employment, such as wages, benefits, working conditions, etc.

Question 18

Which of the following is one of the five steps in the human resource officer or manager's preparation for contract negotiation?
A) Look at comparable companies
B) A notice of the impending negotiations must be given, in most cases, seven days in advance
C) Call for an employee vote to approve the start of negotiations
D) Notice of intent to move forward with the negotiations to the union, in most cases, seven days in advance

Accepted Answer

One of the five steps in the human resource officer or manager's preparation for contract negotiation is to look at comparable companies. This involves researching and analyzing the compensation packages, benefits, and working conditions of companies similar in size and industry to ensure that the negotiated contract remains competitive and attractive to employees. Option B, C, and D are not relevant steps in the preparation for contract negotiation.

Quiz 14: Management in a Union Environment

Which of the following is a definition of a trade/labor union?

The right of the employees to form unions was reaffirmed in 1935 by the:

Which of the following must be present for a contractual bond to be established:

The contract will generally provide which of the following?

Examples of items the contract provisions will generally specify in regard to hiring personnel include which of the following?

Development of personnel policies when a contract is enforce requires which of the following?

Which of the following is not an example of the type of policy that needs to be aligned with the union contract?

Examples of items the contract provisions will generally specify in regard to performance evaluation include which of the following?

Performance evaluation will generally be covered by the contract. Examples of items the provisions will generally specify in regard to performance evaluation are which of the following?

The performance review should always be:

In all situations the content of the personnel file should be:

A personnel file (record) is a legal document. The employee's right to see the content of the file is governed first by which of the following?

The union contract will almost always have provisions specifying the steps required before disciplinary action can take place. These steps are generally what is termed:

The duty of the human resource officer when a grievance is filed:

______________ is the keystone to carrying out disciplinary action when operating with a union contract.

In contract negotiations the union representing a specific group is the:

Collective bargaining:

Which of the following is one of the five steps in the human resource officer or manager's preparation for contract negotiation?