Question 1

In some cases a specific,single action by an employer constitutes an unfair labor practice in bargaining,called a per se violation.

Accepted Answer

A per se violation in labor law refers to an action by an employer that is inherently unfair and automatically considered an unfair labor practice, without needing further examination of its context or impact.

Question 2

Unions do not place upper limits on their bargaining ranges because they maintain,"nothing ventured,nothing gained."

Accepted Answer

Unions often set upper limits on their bargaining ranges to ensure realistic and achievable negotiation goals, balancing ambition with practicality.

Question 3

A profit-sharing plan represents a mandatory subject of bargaining.

Accepted Answer

A profit-sharing plan is considered a mandatory subject of bargaining because it directly relates to wages, hours, and other terms and conditions of employment, which are core subjects in collective bargaining negotiations.

Question 4

Possible government intervention in a labor dispute is a factor which could alter a union's or management's perception of their relative bargaining power in that labor dispute.

Accepted Answer

Government intervention can influence the dynamics of a labor dispute by potentially altering the balance of power, either by supporting one side or imposing regulations that affect negotiations.

Question 5

"Voluntary" (also called permissive or non-mandatory)issues involve proposals which violate the law,and there is no legal duty to bargain over such an issue.

Accepted Answer

The answer of "Voluntary" (also called permissive or non-mandatory)issues involve...

Question 6

Approaching the bargaining process as a mutual problem-solving exercise is a characteristic of distributive bargaining.

Accepted Answer

Distributive bargaining is competitive and focuses on dividing a fixed amount of resources, whereas mutual problem-solving is characteristic of integrative bargaining.

Question 7

The resistance point is the minimum concession acceptable by a party in a negotiation.

Accepted Answer

The resistance point is indeed the minimum point a party is willing to accept before walking away from a negotiation.

Question 8

Management would probably prefer centralized bargaining if it had three separate manufacturing facilities (bargaining units),each making the same product.

Accepted Answer

The answer of Management would probably prefer centralized bargaining if...

Question 9

It is unlawful for an employer to refuse to comply with a union's request to furnish information,such as basic financial information,which is relevant and necessary for the union to represent bargaining unit members in contract negotiations or grievance handling duties.

Accepted Answer

Under U.S. labor law, employers are required to provide unions with information that is relevant and necessary for collective bargaining and grievance handling, as it is part of the duty to bargain in good faith.

Question 10

Where there is substantial continuity in a unionized firm's operation after transfer of ownership occurs,the purchaser of the business would be classified as a new employer for the purpose of determining the employer's legal duty to bargain.

Accepted Answer

In cases of substantial continuity, the purchaser is typically considered a successor employer and may inherit the duty to bargain with the existing union.

Question 11

The proportion of an employer's total operating costs comprised of labor costs is termed the degree of labor intensiveness.

Accepted Answer

The degree of labor intensiveness refers to the extent to which labor costs dominate the total operating costs of a business.

Question 12

Generally,high unemployment reduces the union's cost of disagreeing with management because strikers could find it difficult to find employment at other firms.

Accepted Answer

High unemployment increases the union's cost of disagreeing with management because strikers would find it difficult to find employment at other firms, making it harder for them to sustain a strike.

Question 13

Collective bargaining is an activity whereby union and management officials attempt to resolve conflicts of interest by exchanging commitments in a manner intended to sustain and possibly enrich their continuing relationship.

Accepted Answer

Collective bargaining involves negotiation between union representatives and management to resolve conflicts and improve working conditions, aiming to maintain and enhance their relationship.

Question 14

Pattern bargaining is used to describe a situation where union or management negotiators informally attempt to extend a negotiated settlement from one group to another.

Accepted Answer

Pattern bargaining involves using a negotiated agreement with one group as a model to negotiate similar terms with other groups, aiming for consistency across contracts.

Question 15

Smaller-sized (suggested size of nine)bargaining teams are generally preferable to larger bargaining teams to enhance bargaining effectiveness.

Accepted Answer

Smaller teams can communicate more efficiently, make decisions faster, and present a unified front, which can enhance bargaining effectiveness.

Question 16

Any failure to reach an agreement on contract language concerning a mandatory bargaining subject represents a violation of the duty to bargain in good faith.

Accepted Answer

Failure to reach an agreement does not necessarily mean a violation of the duty to bargain in good faith; parties must negotiate sincerely but are not obligated to agree.

Question 17

Gains made by a party using the distributive bargaining approach come at the expense of the other party.

Accepted Answer

Distributive bargaining is a competitive negotiation strategy where one party's gain is directly proportional to the other party's loss, often referred to as a "zero-sum" situation.

Question 18

Centralized (multi-employer)bargaining is frequently found in the healthcare and auto industries.

Accepted Answer

The answer of Centralized (multi-employer)bargaining is frequently found in the...

Question 19

A dispute between union and management representatives over what the terms and conditions of employment will be is termed an interest dispute.

Accepted Answer

An interest dispute involves disagreements over the terms and conditions of employment, such as wages, benefits, and working conditions, which are yet to be agreed upon.

Question 20

When a distributive bargaining approach is used to negotiate labor contract terms,the same party always wins (gains more)on every bargaining issue.

Accepted Answer

Distributive bargaining involves negotiation over a fixed amount of resources, where one party's gain is the other party's loss. However, it does not mean the same party wins on every issue; outcomes can vary depending on negotiation dynamics and priorities.

Quiz 6: Negotiating the Labor Agreement