Question 1

Which of the following best describes a card-check provision?
A) It is an arrangement that allows the employer,on behalf of the union,to automatically deduct union dues from the employees' paychecks.
B) It is an agreement that if a certain percentage of employees sign an authorization card,the employer will recognize their union representation.
C) It is an alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining.
D) It is a formal and binding pledge by the employer not to oppose organizing efforts elsewhere in the company.
E) It is a formal and binding pledge by at least 51 percent of employees to not unionize.

Accepted Answer

A card-check provision is an agreement in which if a certain percentage of employees sign an authorization card, the employer will recognize their union representation. This process is used to determine if a union has majority support among employees without an election. It is a mechanism for employees to form a union without going through the traditional National Labor Relations Board (NLRB) election process.

Question 2

Bargaining over a new union contract typically occurs
A) only about every three years.
B) year after year.
C) only on the anniversary of the union's establishment.
D) when the union wants more power over an organization.
E) when a company feels a union is overstepping its boundaries.

Accepted Answer

Bargaining over a new union contract typically occurs only about every three years. This is because collective bargaining agreements (CBA) between unions and employers have a fixed term, usually three to five years, before they expire and negotiations begin again.

Question 3

The _____ usually provides the neutral third party who is used for the common alternatives to strikes.
A) National Labor Relations Board
B) Federal Mediation and Conciliation Service
C) Federal Labor Relations Board
D) Federal Arbitration and Consulting Service
E) National Mediation and Arbitration Commission

Accepted Answer

The Federal Mediation and Conciliation Service (FMCS) is a neutral third party organization that is often used for alternative dispute resolution methods, such as mediation and arbitration, in labor-management disputes. The other options listed are either not focused solely on labor-management disputes or do not provide neutral third-party services.

Question 4

A production worker believes that her supervisor is intentionally assigning her to work on machinery for which she does not have the proper training.She is worried about her safety and wonders if the supervisor is intentionally harassing her.The worker is represented by a union,so she starts the grievance process specified in the labor agreement.Assuming this is a typical grievance procedure,in which step,if any,will the employee likely act alone?
A) The final step;the employee and the supervisor would meet together with the union-appointed arbitrator.
B) The first step;the employee can speak with her supervisor on her own before involving the union.
C) The step in which a written grievance is submitted;this must be written and delivered by the employee only.
D) None;the union handles all steps of the grievance procedure without involving the employee.
E) The step of deciding to appeal an unresolved grievance;it is up to the employee to choose arbitration or no appeal.

Accepted Answer

In a typical grievance procedure, the first step would be for the employee to speak with her supervisor on her own before involving the union. This allows the employee and supervisor to attempt to resolve the issue informally before the formal grievance process is initiated. The employee may also choose to seek the advice and support of the union during this initial step, but ultimately the decision to proceed with a formal grievance is up to the employee.

Question 5

Timothy,a manager at Zillful Company,is concerned because negotiations with the union are breaking down,and the union is discussing a strike.What would be the major harm from management's perspective?
A) The company would have to hire replacement workers,and they might be more productive.
B) When the company does not have enough workers,production output will fall.
C) Employees will call off the strike if they do not receive pay from their employer.
D) Employees are rarely serious when they threaten to go on strike.
E) Employees will decide they are better off without union representation.

Accepted Answer

The major harm from management's perspective would be if the union goes on strike, as this would result in a decrease in the number of workers available to produce goods or services. This would lead to a drop in production output, which could potentially result in financial losses for the company. While hiring replacement workers might be a solution, there is no guarantee that they would be more productive than the original workers. Option C and D are not valid as strike pay is usually provided by the union and employees are often serious when they threaten to go on strike. Option E is not relevant to the question as it assumes that the employees will choose to leave the union, rather than striking.

Question 6

Representatives of management at Eternal Steel and of the union representing its workers are preparing to negotiate contract provisions related to job security.Which of the following topics are most likely to be included in this round of contract negotiations?
A) work rules,rest periods,and hours of work
B) health insurance,pension plans,and bonuses
C) application of rules to apprentices and employees who are veterans
D) training programs,transfer arrangements,and relocation allowances
E) grievance procedures,job classifications,and production standards

Accepted Answer

Job security typically involves issues such as training programs, transfer arrangements, and relocation allowances that can help employees remain employed and advance their careers within the company. The other choices are more likely to be addressed in other areas of the contract negotiations.

Question 7

During the grievance process,the union appeals a grievance to top line management and senior industrial relations staff.What step comes next?
A) The union steward and employee decide whether the contract was violated.
B) The union decides whether to appeal the unresolved grievance to arbitration.
C) The written grievance is submitted to the production superintendent,another line manager,or industrial relations representative.
D) The decision resulting from the appeal is put into writing.
E) The employee (and the union steward)discuss the problem with a supervisor.

Accepted Answer

The answer of During the grievance process,the union appeals a...

Question 8

In collective bargaining,the term _____ refers to the range of employees and employers covered by the contract.
A) arbitrated team
B) bargaining structure
C) union leverage
D) differentiated group
E) associate mediation

Accepted Answer

Bargaining structure refers to the scope or coverage of the collective bargaining agreement. It defines who is covered by the contract, what issues are subject to bargaining, and the procedures for resolving disputes. It includes the bargaining unit, which is the group of employees represented by the union, and the management personnel who are authorized to negotiate and implement the agreement on behalf of the employer.

Question 9

Collective bargaining differs from one situation to another in terms of _____.
A) bargaining provisions
B) bargaining structure
C) bargaining campaigns
D) bargaining strategies
E) bargaining techniques

Accepted Answer

The answer of Collective bargaining differs from one situation to...

Question 10

A nursing assistant in a nursing home filed a grievance that he was unfairly passed over for a promotion.Discussions and appeals did not satisfy the employee,so the issue went to arbitration.The arbitrator decided that the nursing home must promote the employee,based on the terms of its contract,in spite of management's protests that the employee was too unreliable to handle the greater responsibility.The employee's supervisor urges Scott,the director of human resources,to file an appeal in the state courts.Scott says doing so would be a wasted expense.Which of the following statements best supports Scott's conclusion?
A) The company should have considered whether the grievance procedure is fair.
B) The majority of grievances are settled during the early stages of the process.
C) Courts generally do not have the authority to rule on employment matters.
D) Courts generally avoid reviewing arbitrators' decisions in these matters.
E) Courts generally rule against businesses in employment matters.

Accepted Answer

Courts generally avoid reviewing arbitrators' decisions in employment matters, which means the chances of winning an appeal in court are slim, making it a wasted expense.

Question 11

According to the provisions outlined in the contract between Kranfer Inc.and its labor union,Kranfer must pay its employees double for working overtime.However,due to financial constraints,the company is unable to meet these demands.The company and the union decide to negotiate the terms of the contract in a relatively informal manner.A non-authoritative third party is invited to listen to the views of both sides and to help resolve the conflict.In the context of the alternatives to work stoppages,the third party in this scenario is an example of a(n)_____.
A) arbitrator
B) fact finder
C) mediator
D) rights enforcer
E) stakeholder

Accepted Answer

The non-authoritative third party in the scenario acts as a mediator, as they are brought in to help facilitate negotiations and reach an agreement between the company and the union. An arbitrator would have the authority to impose a resolution, while a fact finder would only gather and present information. Rights enforcer and stakeholder are not relevant to this particular situation.

Question 12

The hourly employees at BigHeart Health System have become dissatisfied with their union.They find that management communicates more openly and treats them with respect in resolving problems,so they don't see much value in paying dues to a union.What option do the employees have in this situation?
A) They may negotiate for a neutrality provision to neutralize the union's authority.
B) They must accept the union,because they voted for representation in a lawful manner.
C) They can request an immediate decertification election.
D) They can call for a decertification election to take place when their contract term ends.
E) They can request that their union representative terminate the union contract.

Accepted Answer

Employees can call for a decertification election to take place when their contract term ends, allowing them to vote on whether to remove the union as their representative.

Question 13

Which of the following depicts the most complex bargaining structure in collective bargaining?
A) a craft union representing one facility
B) a teachers' union representing a large city's school district
C) a craft union representing employees in two facilities of one company
D) an industrial union representing all hourly employees of several companies
E) a carpenters' union representing the employees of one construction firm

Accepted Answer

An industrial union representing all hourly employees of several companies would have the most complex bargaining structure as it would involve negotiations with multiple employers and potentially multiple facilities or work locations for each employer.

Question 14

The Transport Union in Atlanta,Georgia,enters into a contract with the Metropolitan Transportation Authority.The contract requires the government agency to pay a yearly bonus to union members.A year after signing the contract,the Metropolitan Transportation Authority refuses to pay the annual bonus,which triggers a conflict between the union and the agency.A third party intervenes to resolve the conflict between the two parties.The third party evaluates the arguments of both sides and proposes a solution.Both parties have the right to decline the proposal,but they decide to accept it.In the context of the alternatives to work stoppage,the third party in this scenario is an example of a(n)_____.
A) fact finder
B) arbitrator
C) stakeholder
D) moderator
E) rights enforcer

Accepted Answer

The third party in this scenario is a fact finder, as they evaluate the arguments of both sides and propose a solution that both parties can choose to accept or decline.

Question 15

The Public Transport Union and the Chicago Transit Authority are in conflict with each other.When the conflict escalates,the Chicago City Council decides to intervene and settle the dispute.The Council,after listening to offers from both sides,puts forth a binding settlement,which both parties must accept.In the context of the alternatives to work stoppages,this is an example of _____.
A) arbitration
B) fact finder negotiation
C) mediation
D) checkoff bargain
E) grievance leverage

Accepted Answer

The description given fits the process of arbitration, where a neutral third party listens to both sides and makes a binding decision that both sides must accept.

Question 16

The employees' union and the management at Rexen Inc.enter into a contract,which requires Rexen to improve its facilities and to ensure the safety of its employees.However,a few months later,the employees observe that the conditions have remained the same and that management has not taken any steps to revamp its systems.As a result,the union files a case against Rexen for violating the terms of their contract.In order to resolve this issue,the union and Rexen will both have to participate in a process for resolving conflicts,known as _____.
A) lockout protocols
B) right-to-work laws
C) the unionship arrangement
D) the grievance procedure
E) the chain of command

Accepted Answer

The process for resolving conflicts between the union and management is referred to as the grievance procedure. This procedure is typically outlined in the union contract and involves a step-by-step process for raising and addressing complaints or violations of the contract terms. In this scenario, the union is alleging that Rexen has violated the terms of the contract, and therefore will need to engage in the grievance procedure to resolve the issue.

Question 17

During contract negotiations,the union representing the teachers in District 46 is calling for a strike if the union's demands aren't met by the end of the week.A new school board member is worried about school shutting down and suggests directing the negotiators to accept the union's demands.A more experienced board member says the teachers also have reasons for not wanting to strike.Which of the following would be one of the most likely reasons for teachers not wanting to strike?
A) The school board member will picket the schools during the strike.
B) The union will likely be able to make up for some pay during the strike.
C) The janitors' union will refuse to cross the teachers' picket lines.
D) The district will not pay the teachers while they are on strike.
E) During a strike,the employer excludes workers from the workplace.

Accepted Answer

If the district does not pay the teachers while they are on strike, it could cause financial hardship for the teachers and their families. This would be a major concern for many teachers and could make them hesitant to go on strike.

Question 18

The method for providing solutions to union-management conflicts over interpretation or violation of a collective bargaining agreement is known as a _____.
A) complaint protocol
B) chain of command
C) grievance procedure
D) protest procedure
E) corporate campaign

Accepted Answer

Grievance procedure is the method used by unions and employers to address and settle disputes over the interpretation or violation of a collective bargaining agreement. The grievance procedure typically involves a series of steps, beginning with the submission of a complaint by the union or the employee and ending with arbitration if the dispute cannot be resolved at earlier stages.

Question 19

An employer's exclusion of workers from a workplace until they meet certain conditions is known as a _____.
A) strike
B) lockout
C) mediation
D) picket line
E) sabbatical

Accepted Answer

A lockout occurs when an employer excludes workers from the workplace until certain conditions, such as a new collective bargaining agreement, are met. Strikes, on the other hand, occur when workers refuse to work until their demands, such as higher wages or better working conditions, are met. Mediation is a process in which a neutral third party helps resolve a dispute between management and labor. Picket lines are typically used by striking workers to protest against unfair labor practices or to demonstrate their demands to management. A sabbatical is a period of time during which an employee takes an extended leave of absence from work, typically for research or academic purposes.

Question 20

Lola,a neutral third party,tries to resolve a conflict initiated by a manager and union representative at Thornton Inc.She does so by listening to what both parties have to say about the issue and facilitating the negotiations.In this scenario,Lola is exercising which of the following types of alternatives to work stoppages?
A) mediation
B) final-offer arbitration
C) fact-finder technique
D) conventional arbitration
E) rights arbitration

Accepted Answer

Lola is exercising mediation, which is a type of alternative to work stoppages that involves a neutral third party facilitating negotiations between two parties in conflict. Final-offer arbitration involves each side submitting a final offer to a third party arbitrator who chooses one, fact-finder technique involves a third party gathering facts and making a non-binding recommendation, conventional arbitration involves a third party making a binding decision based on evidence presented, and rights arbitration involves a third party making a decision on interpreting a contract or legal issue. None of these options fit the scenario described in the question.

Quiz 15: Collective Bargaining and Labor Relations

Which of the following best describes a card-check provision?

Bargaining over a new union contract typically occurs

The _____ usually provides the neutral third party who is used for the common alternatives to strikes.

Timothy,a manager at Zillful Company,is concerned because negotiations with the union are breaking down,and the union is discussing a strike.What would be the major harm from management's perspective?

Representatives of management at Eternal Steel and of the union representing its workers are preparing to negotiate contract provisions related to job security.Which of the following topics are most likely to be included in this round of contract negotiations?

During the grievance process,the union appeals a grievance to top line management and senior industrial relations staff.What step comes next?

In collective bargaining,the term _____ refers to the range of employees and employers covered by the contract.

Collective bargaining differs from one situation to another in terms of _____.

The hourly employees at BigHeart Health System have become dissatisfied with their union.They find that management communicates more openly and treats them with respect in resolving problems,so they don't see much value in paying dues to a union.What option do the employees have in this situation?

Which of the following depicts the most complex bargaining structure in collective bargaining?

The method for providing solutions to union-management conflicts over interpretation or violation of a collective bargaining agreement is known as a _____.

An employer's exclusion of workers from a workplace until they meet certain conditions is known as a _____.