Deck 14: Management in a Union Environment

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

Answer 1

D

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

Answer 2

A

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

Answer 3

A

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.

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

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

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

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

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

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

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

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

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

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

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

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

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

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