Question 1

Nathan feels that he was terminated from employment with no good reason at all.However,his employer disagrees.Both the parties have decided to solve this dispute through arbitration.Which of the following is true in this scenario?
A) Both Nathan and his previous employer need to agree in advance to abide by an arbitrator's decision.
B) Only Nathan will have to pay the arbitrator for his or her services.
C) If the dispute is not solved through arbitration, Nathan can take the case to the human resource department.
D) The arbitrator does not have to work within the framework that both the parties have negotiated in their collective bargaining agreement.

Accepted Answer

In the United States, arbitration evolves from the voluntary agreement by two parties to submit their unresolved disputes to a privately selected neutral third party (an arbitrator). Both parties agree in advance to abide by the arbitrator's decision.

Question 2

Explain the process of grievance arbitration.

Accepted Answer

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Question 3

The greatest criticism of grievance procedures that undergo the full process is the:
A) lack of enforceability of a final decision.
B) lack of internal stages of appeal.
C) amount of time required for resolving an issue.
D) involvement of a union at all stages.

Accepted Answer

Perhaps the greatest criticism of the grievance procedure is that a great deal of time may be necessary to resolve a grievance that goes through the entire process. Often the internal stages of appeal may take several months to complete.

Question 4

Generally,in unionized organizations the grievance process is initiated by a(n):
A) union representative.
B) employee.
C) employer representative.
D) third party arbitrator.

Accepted Answer

Generally, in unionized organizations the grievance process is initiated by an employee who has a complaint regarding some action perceived to be inconsistent with the terms of a union contract.

Question 5

Describe grievance procedures.

Accepted Answer

The answer of Describe grievance procedures....

Question 6

Impartiality in grievance arbitration is reflected in:
A) the even sharing of an arbitrator's fee by the involved company and the union.
B) an arbitrator's right to work outside the framework that the involved parties have negotiated in their collective bargaining agreement.
C) the effort made by courts to ensure that an arbitrator has never ruled on a similar case.
D) an arbitrator's power to subpoena witnesses or records.

Accepted Answer

Arbitrators charge for their services. Normally arbitrators' charges are paid on a 50-50 basis by a company and the union.

Question 7

Describe the duty of fair representation.

Accepted Answer

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Question 8

Describe employment at will.

Accepted Answer

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Question 9

An employee's right to be dealt with fairly and justly during the investigation of an alleged offense and the administration of any subsequent disciplinary action is called:
A) just cause.
B) employment at will.
C) duty of fair representation.
D) due process.

Accepted Answer

Due process refers to an employee's right to be dealt with fairly and justly during the investigation of an alleged offense and the administration of discipline. Due process typically guarantees that an employee will receive notification and an explanation of the allegations, that an impartial investigation will be held prior to the imposition of discipline, and that the employee can present his or her version of the incident.

Question 10

What are the steps in an organizational disciplinary process?

Accepted Answer

The answer of What are the steps in an organizational...

Question 11

In the context of the duty of fair representation,which of the following statements is true?
A) Unions are not allowed to represent nonunion members.
B) An individual employee cannot present a grievance to the employer without the aid of a union.
C) An employee cannot recover damages from a union even if the union has breached its duty of fair representation.
D) If a union decides in good faith and in a nonarbitrary manner that a grievance is not meritorious, a breach of fair representation does not exist.

Accepted Answer

The Supreme Court has held that (1) an individual does not have the absolute right to have a grievance taken to arbitration; (2) a union must make decisions as to the merits of particular grievances in good faith and nonarbitrarily; and (3) if a union decides in good faith and in a nonarbitrary manner that a grievance is not meritorious, a breach of fair representation does not exist, even if it is proved that the grievance was, in fact, meritorious.

Question 12

What are the causes of disciplinary actions? Give some examples.

Accepted Answer

The answer of What are the causes of disciplinary actions?...

Question 13

Which of the following is the most advanced step in the progression toward resolving a dispute or a grievance through a union grievance procedure?
A) Involvement of higher management and human resource department
B) Involvement by supervisor's direct manager
C) Arbitration
D) Discharge

Accepted Answer

In a general process followed in a union grievance procedure, if a grievance is not resolved even after higher management and human resource department become involved, arbitration is used.

Question 14

Which of the following is true in the context of grievance arbitration?
A) Arbitration requires the parties involved to submit their unresolved disputes to a privately selected neutral third party.
B) Arbitration is seldom seen as a quid pro quo in exchange for a union's agreement not to strike.
C) Arbitrators have the legal power to subpoena witnesses or records.
D) Arbitrators are required to conform to legal rules of hearing procedures.

Accepted Answer

In the United States, arbitration evolves from the voluntary agreement by two parties to submit their unresolved disputes to a privately selected neutral third party (an arbitrator). Both parties agree in advance to abide by the arbitrator's decision.

Question 15

Justin is not a member of any union at his workplace.He had filed a grievance against the management.The union steward helped him throughout the case until he settled the matter in the bargaining unit.Such an act shows adherence to:
A) progressive discipline.
B) duty of fair representation.
C) just cause.
D) due process.

Accepted Answer

Under the National Labor Relations Act of 1935, the union has a statutory duty to fairly represent all employees in the bargaining unit, whether or not they are union members. This duty has been termed duty of fair representation. In this scenario, Justin's case absolutely exemplifies the duty of fair representation.

Question 16

Explain what is meant by progressive discipline.

Accepted Answer

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Question 17

Explain what is meant by due process.

Accepted Answer

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Question 18

____ requires that management initially bear the burden of proof of wrongdoing in discipline cases and that the severity of the punishment must coincide with the seriousness of an offense.
A) Just cause
B) Due process
C) Class action
D) Duty of fair representation

Accepted Answer

In general, just cause concerns the burden and degree of proof of wrongdoing and the severity of punishment. It is generally agreed that the burden of proof in matters of discipline and discharge lies with a company.

Question 19

Explain what is meant by just cause.

Accepted Answer

The answer of Explain what is meant by just cause....

Question 20

How have the National Labor Relations Board (NLRB)v.Weingarten and Baton Rouge Water Works decisions affected union representation during disciplinary interviews?

Accepted Answer

The answer of How have the <i>National Labor Relations Board...

Quiz 17: Employee Relations

Nathan feels that he was terminated from employment with no good reason at all.However,his employer disagrees.Both the parties have decided to solve this dispute through arbitration.Which of the following is true in this scenario?

Explain the process of grievance arbitration.

The greatest criticism of grievance procedures that undergo the full process is the:

Generally,in unionized organizations the grievance process is initiated by a(n) :

Describe grievance procedures.

Impartiality in grievance arbitration is reflected in:

Describe the duty of fair representation.

Describe employment at will.

An employee's right to be dealt with fairly and justly during the investigation of an alleged offense and the administration of any subsequent disciplinary action is called:

What are the steps in an organizational disciplinary process?

In the context of the duty of fair representation,which of the following statements is true?

What are the causes of disciplinary actions? Give some examples.

Which of the following is the most advanced step in the progression toward resolving a dispute or a grievance through a union grievance procedure?

Which of the following is true in the context of grievance arbitration?

Justin is not a member of any union at his workplace.He had filed a grievance against the management.The union steward helped him throughout the case until he settled the matter in the bargaining unit.Such an act shows adherence to:

Explain what is meant by progressive discipline.

Explain what is meant by due process.

____ requires that management initially bear the burden of proof of wrongdoing in discipline cases and that the severity of the punishment must coincide with the seriousness of an offense.

Explain what is meant by just cause.

How have the National Labor Relations Board (NLRB)v.Weingarten and Baton Rouge Water Works decisions affected union representation during disciplinary interviews?