Question 1

Denver Crate University's faculty is unionized.The faculty wants increased wages.When the University refuses to bargain on wages,they vote to strike.Which of the following statements is true under the Taft-Hartley Act?

Accepted Answer

A cooling-off period would not be applicable in this situation. Experience has shown that disputes are often settled during the 80-day period. The injunction provided for in the Taft-Hartley Act may not be used for all strikes and lockouts. This injunction is limited to national emergency strikes and lockouts, those that involve national defense or key industries or have a substantial effect on the economy. As the faculty's strike will not have a substantial effect on the economy, the 80-day cooling-off period will not apply.

Question 2

Lois has applied for a job at OneStop Everyday Market,a grocery store chain.She is told that after thirty days she is required to join the union representing the employees of OneStop.In this case,OneStop Everyday Market is a(n)______.

Accepted Answer

OneStop Everyday Market is a union shop. In a union shop contract, also known as a union security clause, an employer agrees that after an employee is hired that employee must join the union as a condition of continued employment.

Question 3

A place of employment that requires a person to be a union member before applying for a job is said to be a(n)______.

Accepted Answer

A place of employment that requires a person to be a union member before applying for a job is said to be a closed shop. One of the major changes brought about by the Taft-Hartley Act was the outlawing of the closed shop.

Question 4

Congress authorized the Federal Mediation and Conciliation Service to help achieve the goals of the ______.

Accepted Answer

Congress authorized the creation of the Federal Mediation and Conciliation Service to help achieve the goals of the Taft-Hartley Act. Members of this service are available to assist the parties in settling labor disputes.

Question 5

The Labor-Management Relations Act was enacted in 1947 to amend the Wagner Act to

Accepted Answer

The Labor-Management Relations Act was enacted in 1947 to amend the Wagner Act to balance the bargaining power between employers and unions. Where, prior to the Wagner Act, employers had the greater advantage in bargaining power, by 1946 many persons felt the pendulum had shifted and that unions, with their ability to call nationwide, crippling strikes, had the better bargaining position.

Question 6

Which of the following statements is true of suits against unions?

Accepted Answer

If a union activity is both an unfair labor practice and a breach of a collective bargaining agreement, the National Labor Relations Board's authority is not exclusive and does not destroy the jurisdiction of courts under Section 301 of the Taft-Hartley Act. Members of a union may sue their union and recover the money damages they suffer because of an illegal strike.

Question 7

The Taft-Hartley Act provides injunction power against

Accepted Answer

The injunction provided for in the Taft-Hartley Act may not be used for all strikes and lockouts. This injunction is limited to national emergency strikes and lockouts, those that involve national defense or key industries or have a substantial effect on the economy.

Question 8

Which of the following statements is true of the certification of a union through cards?

Accepted Answer

Employers do not need to recognize a union based on a majority card showing and always have the option to insist on an election. However, once an employer recognizes the union-no matter how informally-the employer is bound by the recognition and loses the right to seek an election.

Question 9

Which of the following actions by an employer is an unfair labor practice under the Wagner Act?

Accepted Answer

Threatening to cut back on employee benefits if employees succeed in unionizing is an unfair labor practice under the Wagner Act. It is unfair for an employer to interfere with the efforts of employees to form, join, or assist labor organizations.

Question 10

Which of the following statements is true of compulsory bargaining issues between an employer and the employee union?

Accepted Answer

Neither the employer nor the union must make concessions to the other concerning a mandatory subject of bargaining. The law only demands that each negotiate such matters in good faith with the other before making a decision and taking unilateral action.

Question 11

______ laws prohibit agreements requiring membership in a labor organization as a condition of continued employment of a person who was not in the union when hired.

Accepted Answer

Right-to-work laws prohibit agreements requiring membership in a labor organization as a condition of continued employment of a person who was not in the union when hired. Approximately 20 states have right-to-work laws today.

Question 12

Which of the following statements is true of a local union?

Accepted Answer

A union member may sue a local union for failing to enforce the international union's constitution and bylaws. Section 301 of the Taft-Hartley Act authorizes an employer to sue a union for breach of contract as well as employees to sue to enforce either the union-management collective bargaining agreement or a union contract with a member.

Question 13

______ are those issues concerned with wages,hours,and other terms and conditions of employment.

Accepted Answer

Compulsory, or mandatory, bargaining issues are those concerned with wages, hours, and other terms and conditions of employment. Classifying an issue as compulsory or voluntary is done on a case-by-case basis.

Question 14

Mike is an employee at JVV Corp.The company is located in a right-to-work state.Which of the following statements is true in this case?

Accepted Answer

The union must handle Mike's grievances, if any, with the management. Right-to-work laws prohibit agreements requiring membership in a labor organization as a condition of continued employment of a person who was not in the union when hired. However, such workers are subject to the terms of the collective bargaining agreement, and the union must handle their grievances, if any, with management.

Question 15

One of the major changes brought about by the Taft-Hartley Act was the outlawing of the ______.

Accepted Answer

One of the major changes brought about by the Taft-Hartley Act was the outlawing of the closed shop. This act still permitted the union shop.

Question 16

The dispute in a jurisdictional strike is between

Accepted Answer

The dispute in a jurisdictional strike is between two unions. Since it is not with an employer, the law requires that such disputes be submitted to the National Labor Relations Board by the unions. Jurisdictional strikes are unfair labor practices.

Question 17

In classifying collective bargaining subjects,especially in the area of terms or conditions of employment,courts tend to defer to the special expertise of the ______.

Accepted Answer

In classifying collective bargaining subjects, especially in the area of terms or conditions of employment, courts tend to defer to the special expertise of the National Labor Relations Board. Examples of board rulings holding that issues such as health and accident insurance, safety rules, merit pay increases, and no-strike and no-lockout clauses are compulsory bargaining issues.

Question 18

Which of the following statements is true of the Taft-Hartley Act?

Accepted Answer

Section 301 of the Taft-Hartley Act provides that suits for breach of a contract between an employer and a labor organization can be filed in the federal district courts without regard to the amount in question. A labor organization is responsible for the acts of its agents and may sue or be sued.

Question 19

Which of the following statements is true of unions?

Accepted Answer

The union must represent all the employees in the bargaining unit, including those who are nonunion, impartially and without hostile discrimination. Failure to do so may give rise to a lawsuit.

Question 20

Under the Wagner Act,any organization of employees must

Accepted Answer

Under the Wagner Act, any organization of employees must be completely independent of their employers. It is unfair for an employer to interfere with the efforts of employees to form, join, or assist labor organizations.

Quiz 22: Labormanagement Relationship