Question 1

A lockout prevents employees from returning to work until a labor dispute is settled;it is always an unfair labor practice.

Accepted Answer

A lockout is not always considered an unfair labor practice. It depends on the circumstances and whether the employer engaged in certain unfair labor practices leading up to the lockout.

Question 2

The National Labor Relations Act states that only union members may engage in concerted activities.

Accepted Answer

The National Labor Relations Act protects the rights of both union and non-union employees to engage in concerted activities for mutual aid and protection.

Question 3

Secondary boycotts are generally illegal under the NLRA.

Accepted Answer

Secondary boycotts, which involve pressuring a neutral employer or third party to cease doing business with a primary employer, are generally considered unfair labor practices and are illegal under the National Labor Relations Act (NLRA).

Question 4

A union is on strike against a bakery.To pressure the bakery,the union pickets other businesses in town to tell their customers not to patronize these merchants until the strike is over.Such pickets are illegal.

Accepted Answer

The answer of A union is on strike against a...

Question 5

During a strike after a collective bargaining agreement has expired,an employer is permitted to hire new workers to work in place of the striking workers,but must fire the non-union workers after the strike ends.

Accepted Answer

The employer is permitted to hire new workers to work in place of the striking workers during a strike, but is not required to fire the non-union workers after the strike ends. The non-union workers may be kept on if the employer chooses to do so.

Question 6

In Teamsters Local Union No.523 v.NLBR the appeals court held that the NLRB
may not interfere in union control of worker seniority and other assignments.

Accepted Answer

In Teamsters Local Union No. 523 v. NLRB, the appeals court held that the National Labor Relations Board (NLRB) does have the authority to intervene in cases where union actions regarding seniority and other assignments are deemed to be unfair labor practices or discriminatory. This decision underscores the NLRB's role in ensuring fair labor practices even within the internal operations of unions.

Question 7

During a strike after a collective bargaining agreement has expired,an employer is permitted to hire new workers to work in place of the striking workers.

Accepted Answer

Under US labor law, employers are allowed to hire temporary replacement workers during a strike to maintain operations. However, upon the resolution of the strike, the striking workers are typically reinstated to their previous positions.

Question 8

Primary boycotts are generally illegal under the NLRA.

Accepted Answer

Primary boycotts are legal under the NLRA, but secondary boycotts are generally illegal. A primary boycott is a direct boycott against the employer with whom the employees have a dispute, while a secondary boycott is a boycott against a neutral third party that has a business relationship with the employer.

Question 9

In Teamsters Local Union No.523 v.NLRB the appeals court held that a union had
improperly demanded "excessive" wage increases from an employer.

Accepted Answer

In Teamsters Local Union No. 523 v. NLRB, the appeals court did not hold that a union had improperly demanded "excessive" wage increases from an employer. The case typically involves issues related to labor practices and union activities, but the specific claim about demanding "excessive" wage increases and its impropriety was not the central issue decided by the court in this case.

Question 10

In Teamsters Local Union No.523 v.NLRB the appeals court agreed with the NLRB
that an employee had suffered improper discrimination by a union.

Accepted Answer

The statement accurately reflects the outcome of the case.

Question 11

Lockouts by management are legal if the employer does not show evidence of bad intent.

Accepted Answer

According to the National Labor Relations Board, lockouts are legal if the employer can demonstrate that they were implemented for legitimate economic reasons and not as retaliation against employees for exercising their rights to organize or engage in collective bargaining. Therefore, the absence of bad intent on the part of the employer is a crucial factor in determining the legality of a lockout.

Quiz 16: Employment and Labor Regulations