Question 1

Under ________, workers are not required to join the union, but those who do not join are still required to pay a union fee or regular dues to the union.
A) right-to-work laws
B) all union security clauses
C) agency shop agreements
D) Employee Stock Option Plans (ESOPs)

Accepted Answer

The answer of Under ________, workers are not required to...

Question 2

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop:
A) workers must join the union within a stipulated time period (usually 30, 60, or 90 days) in order to keep their jobs, but in an open shop the workers are not required to join the union.
B) the union is restricted to a limited number of employees who perform specific types of jobs, but in an open shop membership in the union is available to all workers.
C) workers who do not join the union must pay a fee or regular dues, while in an open shop workers who choose not to join the union do not have to pay any union fees or dues.
D) workers must agree not to join a union in order to keep their jobs while in an open shop workers are free to join a union if they wish, but they are not required to do so.

Accepted Answer

In an agency shop agreement, workers who choose not to join the union must still pay a fee or regular dues, whereas in an open shop workers who choose not to join the union do not have to pay any union fees or dues.

Question 3

Labor unions and management hope to resolve issues through collective bargaining. Each side comes to the table with a range of options they are willing to consider, some more appealing than others. All options that each will consider fall within the _________________.
A) the LRB list of possibilities.
B) the cases of consideration.
C) the lands of indifference.
D) bargaining zone.

Accepted Answer

The bargaining zone is the range of options that both labor unions and management are willing to consider in order to reach a mutually acceptable agreement. Options outside of the bargaining zone are not considered feasible. Therefore, the options that each side is willing to consider fall within the bargaining zone.

Question 4

A key difference between a mediator and an arbitrator is that:
A) a mediator is appointed by labor and management, while an arbitrator is appointed by the federal government under terms set forth in the Taft-Hartley Act.
B) a mediator is an unpaid volunteer, while an arbitrator is a paid professional.
C) an arbitrator can settle a labor-management dispute by rendering a binding decision, while a mediator can only make suggestions and encourage the two sides in a dispute to continue negotiating.
D) a mediator is a lawyer who represents either labor or management in a labor dispute, while an arbitrator is an impartial advisor who listens to both sides of the dispute and offers suggestions that help the two parties reach a mutually acceptable agreement.

Accepted Answer

The key difference between a mediator and an arbitrator is that an arbitrator can render a binding decision that settles a labor-management dispute, while a mediator can only make suggestions and encourage the two sides to continue negotiating.

Question 5

Bob believes that management is treating him unfairly because of his efforts to organize a vote for union representation. Which organization should Bob contact to report his concerns?
A) Federal Board of Labor Rights
B) National Labor Relations Board
C) Federal Trade Commission
D) Federal Commission on Unfair Labor Practices

Accepted Answer

The National Labor Relations Board is the federal organization responsible for enforcing labor laws and investigating unfair labor practices, including those related to union organization and representation. Bob should contact this organization to report his concerns about unfair treatment from management.

Question 6

Which of the following topics is generally covered in a negotiated labor-management agreement?
A) Corporate pricing policy
B) Grievance procedures
C) Management fringe benefits
D) Management compensation

Accepted Answer

Negotiated labor-management agreements generally cover issues related to wages, working conditions, job security, benefits, and grievance procedures. Out of the options given, only B addresses a topic that is typically covered in such an agreement. A, C, and D, on the other hand, are typically not addressed in such agreements.

Question 7

If management and union officials cannot resolve a grievance, a(n) _________ is asked to listen to the arguments of each side and to make a decision that both sides will have to comply with.
A) confirmer
B) counselor
C) arbitrator
D) mediator

Accepted Answer

An arbitrator is an impartial third party who listens to the arguments of both management and union officials and makes a decision that both sides are obligated to follow. A mediator assists management and union officials in reaching a mutually agreeable resolution, but does not have the power to make a final decision. A confirmer and counselor are not typically involved in the grievance process.

Question 8

A(n) ___________ is a union official who works permanently in an organization and represents employee interests on a daily basis.
A) arbitrator
B) shop steward
C) mediator
D) president

Accepted Answer

A shop steward is a union official who works permanently in an organization and represents employee interests on a daily basis. Arbitrators and mediators are neutral third parties who help to resolve disputes between labor and management. A president typically refers to the leader of a union or organization.

Question 9

The __________ sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time.
A) negotiated labor-management agreement
B) right-to-work agreement
C) open shop agreement
D) bargaining zone

Accepted Answer

The negotiated labor-management agreement sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time. The right-to-work agreement pertains to state laws governing whether employees can be forced to join a union to keep their job. The open shop agreement means that employees are not required to join or pay dues to the union, but can choose to do so voluntarily. Bargaining zone refers to the range of options for a potential agreement between labor and management.

Question 10

The justification for dues or fees paid by nonunion members to the union in a(n) _________ shop is that the union represents all workers in collective bargaining, not just those who belong to the union.
A) closed
B) agency
C) fee simple
D) union

Accepted Answer

In an agency shop, nonunion members are required to pay fees or dues to the union because the union represents all workers in collective bargaining, even if they are not members of the union. In a closed shop, only union members can be employed, while in a fee simple shop, employees can choose whether or not to pay union dues or fees. A union shop requires employees to become members of the union after a certain amount of time on the job.

Question 11

A grievance is:
A) an implication that management has broken a management-union agreement, but it must be proven.
B) an employee's perception that management has not in some way fulfilled a labor contract agreement.
C) the disappointment that members of a union feel when management refuses to participate in good faith collective bargaining.
D) the result of a poorly arbitrated conflict.

Accepted Answer

A grievance is an employee's perception that management has not fulfilled a labor contract agreement. It is not necessary for the employee to prove it as it is considered a formal complaint filed against the employer by the employee or the union representing the employee.

Question 12

Under a(n) ___________ shop agreement, workers must belong to the union before they are hired.
A) open
B) union
C) agency
D) closed

Accepted Answer

Under a closed shop agreement, workers must belong to the union before they are hired.

Question 13

In a union shop:
A) workers must join the union within a stipulated time period (usually 30, 60, or 90 days) in order to keep their jobs.
B) workers must belong to the union before the company can hire them.
C) workers who do not join the union must pay a union fee.
D) workers are required to sign yellow-dog contracts.

Accepted Answer

The answer of In a union shop:
A) workers must join...

Question 14

___________ is the use of a third party to encourage labor and management to continue negotiating in an effort to settle a labor dispute or achieve a mutually acceptable labor-management agreement.
A) Arbitration
B) Mediation
C) Reconciliation
D) Intercession

Accepted Answer

Mediation involves a neutral third party who helps to facilitate communication and negotiation between labor and management. The mediator does not have the authority to impose a decision, but rather encourages the parties to work towards a mutually acceptable agreement. Arbitration, on the other hand, involves a third party who makes a final decision to resolve the dispute, while reconciliation and intercession are not commonly used terms in labor relations.

Question 15

Closed shops were declared illegal by the:
A) Taft-Hartley Act.
B) Norris-LaGuardia Act.
C) National Labor Relations Board in 1929.
D) U.S. Supreme Court in 1946.

Accepted Answer

The answer of Closed shops were declared illegal by the:
A)...

Question 16

Over the past several decades unions have:
A) always placed the greatest emphasis on increasing wages and benefits.
B) frequently changed objectives as the result of shifts in social and economic conditions.
C) frequently taken global competition into account.
D) consistently favored policies that would move the U.S. economy toward a command system.

Accepted Answer

Unions have had to adapt to changing social and economic conditions, leading to frequent changes in their objectives. While increasing wages and benefits remain important, unions have also taken into account factors such as globalization and automation in their efforts to protect workers' rights. Overall, their goals and priorities have evolved over time to reflect current realities.

Answer: C 
 Unions have increasingly taken global competition into account, recognizing that it impacts their ability to negotiate for better wages and working conditions. This has led to efforts to strengthen domestic industries and protect jobs, as well as calls for fair trade agreements that protect workers' rights. While wages and benefits remain important, unions have recognized that they must also address larger economic factors that affect their members' livelihoods.

Question 17

If a union is present in a firm that has a(n) _________ shop arrangement, workers may join the union if they wish, but they are not required to join or pay a union fee in order to keep their jobs.
A) open
B) unrestricted
C) freedom of choice
D) agency

Accepted Answer

In an open shop arrangement, workers may choose whether or not to join the union and pay union dues. They are not required to join or pay in order to keep their jobs. This is in contrast to a closed shop, where workers must be members of the union in order to be employed at the firm. Terms such as "unrestricted" and "freedom of choice" are not commonly used to describe this type of shop arrangement, and "agency" typically refers to a different aspect of labor relations (i.e. the relationship between an employer and a staffing agency).

Question 18

In a(n) __________ shop, workers do not have to belong to a union before they are hired, but they must join a union within a specified period (usually 30, 60, or 90 days) in order to keep their job.
A) agency
B) closed
C) open
D) union

Accepted Answer

The answer of In a(n) __________ shop, workers do not...

Question 19

Union leaders at the Baadfathe Corporation are furious. Although the union is certified by the NLRB, its negotiating team has had little success in getting management to meet with them to work on a new labor contract. In fact, during the last three months, the management team has agreed to meet only twice, once on a weekend, and the other time after 8:00 p.m. Even during those two meetings, the management team was unwilling to offer serious proposals. Baadfathe's management team should review the legal rights of union members to participate in collective bargaining, as provided under the:
A) Taft-Harley Act.
B) Norris LaGuardia Act.
C) Wagner Act.
D) Landrum-Griffin Act.

Accepted Answer

The Wagner Act, also known as the National Labor Relations Act (NLRA), provides rights for employees to collectively bargain and organize, and requires employers to participate in good faith bargaining. It prohibits unfair labor practices by employers, including refusing to bargain in good faith. Therefore, in this scenario, the Baadfathe Corporation's management team may be violating the rights of union members as provided under the Wagner Act by refusing to meet with the union negotiating team and offer serious proposals.

Question 20

The process of bringing in an impartial third party to render a binding decision in a labor dispute is referred to as:
A) resolution.
B) mediation.
C) arbitration.
D) confirmation.

Accepted Answer

The process described involves bringing in an impartial third party to make a final decision, which is known as arbitration. Resolution and mediation refer to more informal attempts to reach a mutually agreed upon settlement. Confirmation does not relate to this process.

Quiz 12: Dealing With Union and Employeemanagement Issues

Under ________, workers are not required to join the union, but those who do not join are still required to pay a union fee or regular dues to the union.

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop:

Labor unions and management hope to resolve issues through collective bargaining. Each side comes to the table with a range of options they are willing to consider, some more appealing than others. All options that each will consider fall within the _________________.

A key difference between a mediator and an arbitrator is that:

Bob believes that management is treating him unfairly because of his efforts to organize a vote for union representation. Which organization should Bob contact to report his concerns?

Which of the following topics is generally covered in a negotiated labor-management agreement?

If management and union officials cannot resolve a grievance, a(n) _________ is asked to listen to the arguments of each side and to make a decision that both sides will have to comply with.

A(n) ___________ is a union official who works permanently in an organization and represents employee interests on a daily basis.

The __________ sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time.

The justification for dues or fees paid by nonunion members to the union in a(n) _________ shop is that the union represents all workers in collective bargaining, not just those who belong to the union.

A grievance is:

Under a(n) ___________ shop agreement, workers must belong to the union before they are hired.

In a union shop:

___________ is the use of a third party to encourage labor and management to continue negotiating in an effort to settle a labor dispute or achieve a mutually acceptable labor-management agreement.

Closed shops were declared illegal by the:

Over the past several decades unions have:

If a union is present in a firm that has a(n) _________ shop arrangement, workers may join the union if they wish, but they are not required to join or pay a union fee in order to keep their jobs.

In a(n) __________ shop, workers do not have to belong to a union before they are hired, but they must join a union within a specified period (usually 30, 60, or 90 days) in order to keep their job.

The process of bringing in an impartial third party to render a binding decision in a labor dispute is referred to as: