Question 1

A disadvantage of the written grievance is that it usually increases emotions since an employee cannot be talked out of the issue once his or her name is signed on the grievance form.

Accepted Answer

False

Question 2

"Power relationships" can include the union's threat to file additional (real or bogus)grievances against a particular first line supervisor.

Accepted Answer

Power relationships within a union can be complex and can involve various tactics, including the threat of filing additional grievances against a supervisor. This can be a way for the union to assert its power and influence over management, and to potentially gain concessions in future negotiations. However, it is important for unions to use such tactics judiciously and in accordance with legal and ethical guidelines.

Question 3

The union's fair representation obligation requires the union to take a grievance to arbitration if the grievant so requests.

Accepted Answer

False

Question 4

Regardless of motives for filing grievances,management must process them through the grievance procedure specified in the contract.

Accepted Answer

This is true. The grievance procedure specified in the contract is a legally binding process that must be followed by both parties (employees and management) to resolve disputes. Failing to follow the procedure can result in legal action against the offending party.

Question 5

Fortunately for union and management officials the courts have given rather clear guidelines and measures of "fair representation" and "union negligence."

Accepted Answer

The answer of Fortunately for union and management officials the...

Question 6

Employers are not typically concerned about the fair representation issue since the union assumes full liability when it breaches this obligation.

Accepted Answer

Employers can still face legal consequences if the union breaches its duty of fair representation, particularly if the employer has encouraged or collaborated with the union's actions. Therefore, employers should be aware of and concerned about this issue.

Question 7

In nonunion settings,the authority of managerial policies and actions often goes unchallenged.

Accepted Answer

In nonunion settings, there is no collective bargaining or representation by a union, so the authority of the management is usually uncontested. Employees may have limited options for challenging managerial policies or actions without the protection of a union.

Question 8

Reducing grievances to writing usually increases the number of grievances since employees typically enjoy the paid time it takes to write a grievance as well as a chance to display their writing skills.

Accepted Answer

Writing grievances is often seen as a formal and serious process, not typically enjoyed by employees, and it may not necessarily increase the number of grievances.

Question 9

Reducing grievances to writing can help establish a written record of precedents that can aid in future grievance resolution.

Accepted Answer

Reducing grievances to writing creates a documented record of past disputes and their resolutions, making it easier to refer to past agreements and establish precedents in the future.

Question 10

The third and one-half step in the grievance procedure is settled "without prejudice to either party's position," thereby increasing the likelihood of subsequent grievances on the issue.

Accepted Answer

This statement accurately describes the third and one-half step in the grievance procedure. When a grievance is settled at this stage, it is done "without prejudice," meaning that it does not set a precedent or have any binding effect on future grievances. This means that either party can still bring up the same issue in the future if they feel that it has not been fully resolved, increasing the likelihood of subsequent grievances.

Question 11

Unions are required to take each member's grievance to arbitration to satisfy its duty of fair representation.

Accepted Answer

Unions are not required to take every grievance to arbitration; they must only act in good faith and without discrimination or arbitrariness in deciding whether to pursue a grievance.

Question 12

An important principle of contract administration is that the first-line supervisor and union steward are organizational "equals" in grievance handling.

Accepted Answer

This principle is essential to maintaining a fair and effective grievance process as it ensures that both management and the union have an equal voice in resolving disputes.

Question 13

Grievance mediation is a process in which an outside neutral assists the parties in resolving grievances prior to arbitration.

Accepted Answer

Grievance mediation is indeed a process in which an outside neutral mediator helps the parties in resolving grievances before they proceed to arbitration.

Question 14

A union fulfills its fair representation obligation if it demonstrates that it considered the interests of all its members and takes its ultimate position honestly,in good faith,and without hostility or arbitrary discrimination.

Accepted Answer

This statement accurately reflects the standard for a union to fulfill its fair representation obligation. The duty of fair representation requires a union to treat all members fairly and without discrimination, and to make decisions based on the interests of the membership as a whole. As long as the union can demonstrate that it acted in good faith and with honest consideration of its members' interests, it will have fulfilled its obligation.

Question 15

Management should deny an employee's grievance if they believe the employee is merely trying to get something for nothing.

Accepted Answer

Management should always investigate and consider an employee's grievance before making a decision. It would not be fair to deny a grievance simply because management thinks the employee is trying to get something for nothing. Each grievance should be analyzed on its own merits and based on the facts of the case.

Question 16

A common union tactic is to file several grievances over a particular issue to set the stage for future negotiations.

Accepted Answer

This is true. Unions will often file multiple grievances on an issue in order to demonstrate their commitment to resolving the issue and to establish a track record that they can reference in future negotiations.

Question 17

Employees file grievances for only one reason: to protest a contract violation.

Accepted Answer

Employees may file grievances for reasons beyond contract violations, such as discrimination, harassment, or unsafe working conditions.

Question 18

Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the precision of every labor agreement provision.

Accepted Answer

This statement is inconsistent with reality. Although negotiators may be concerned with the precision of every provision in a labor agreement, employees may still file a grievance to protest a contractual violation.

Question 19

Employees who claim breach of fair representation are entitled to a jury trial if monetary losses (backpay)are claimed.

Accepted Answer

According to the National Labor Relations Act, employees who claim breach of fair representation are entitled to a jury trial if monetary losses (backpay) are claimed.

Question 20

"Codified relationship" encourages the union steward to bypass the first line supervisor in the grievance process.

Accepted Answer

The answer of "Codified relationship" encourages the union steward to...

Quiz 10: Contract Administration