Question 1

Which of the following is a means of attaining grievance resolution at the lowest possible level?

Accepted Answer

Using feedback from previous grievance cases can help identify patterns and potential solutions to grievances, making it a means of resolving grievances at the lowest possible level. Choices A, C, and D are not effective means of attaining grievance resolution at the lowest possible level.

Question 2

Which of the following is most likely to be considered a minor offence?

Accepted Answer

Failure to attend meetings is the most likely to be considered a minor offence since it is not usually a serious breach of policy or law and often results in a warning or reprimand rather than suspension or termination. Stealing at the workplace, picket line violence, and threatening coworkers are all more serious offences that can result in legal action and severe consequences for the offender.

Question 3

The union contract provisions usually include that ________ may request arbitration as a final step in resolving the grievance.

Accepted Answer

Union contracts typically provide that either management or labor can request arbitration as a final step in resolving a grievance. This allows both parties to have an impartial third party make a decision on the dispute, rather than continuing to negotiate or potentially resorting to strikes or lockouts. The other options, such as the NLRB or Federal Mediation and Conciliation Service, may be involved in the grievance process, but they are not typically the final step.

Question 4

If an employee does not like the harsh tone of his supervisor, the employee is said to have a(n) ________.

Accepted Answer

A gripe is a minor complaint or annoyance, typically about something that is not serious enough to warrant formal action. In this case, the employee's complaint about the supervisor's harsh tone is a gripe.

Question 5

Which of the following statements is TRUE of a grievance procedure?

Accepted Answer

A grievance procedure must be included in the collective bargaining agreement between employers and employees. It outlines the steps that will be taken to resolve disputes or disagreements between the two parties. It is not designed on a case-by-case basis and does not need to be approved by the Federal Mediation and Conciliation Service. It is also not related to determining wage increases.

Question 6

Which of the following is the last step of a grievance procedure in most collective bargaining agreements?

Accepted Answer

Accepting an arbitrator's decision is typically the final step in a grievance procedure outlined in most collective bargaining agreements. This means that an impartial third party has reviewed the dispute and issued a binding decision that both the employer and the union must accept. Filing a petition with the NLRB or opting for mediation are other potential steps, but they are not typically the final step in the process. Accepting the employer's decision would not resolve the grievance.

Question 7

Mathew has been working in a production company for the past 15 years. According to the union contract provision, the company grants promotions only on the basis of seniority. When a promotion opportunity came up, Mathew thought he would be given the promotion because of his seniority. But to his dismay, the promotion was given to his colleague who had joined the company a year ago. Mathew reported the grievance to the shop steward and he agreed that the grievance had some merit and should be pursued further. What is the immediate next step that Mathew and the steward should take?

Accepted Answer

The immediate next step for Mathew and the steward should be to complete a grievance form, which is the formal way of registering a complaint with the employer. The grievance form should contain all the relevant details of the grievance, including the basis of the seniority provisions, and the evidence that supports Mathew's claim. This form will be submitted to the employer, and the employer will be given a deadline to respond. If the employer does not satisfactorily resolve the grievance, then it can be taken to an arbitrator for resolution. It is not necessary to negotiate a last chance agreement or form a union grievance committee at this stage.

Question 8

Which of the following factors is most likely to be considered by an arbitrator while resolving a case of employee misconduct?

Accepted Answer

The employee's length of service with the company is most likely to be considered by an arbitrator while resolving a case of employee misconduct as it can indicate the employee's overall performance, contributions to the company, and disciplinary record. Skill set, educational qualification, and designation may also be considered, but are less likely to be the primary factor.

Question 9

During which of the following steps is a grievance said to have moved from the formal to informal stage?

Accepted Answer

Completing a grievance form typically marks the transition from an informal complaint (where issues might be discussed verbally or in less formal settings) to a formal grievance process, where the complaint is officially recorded and enters a structured resolution process.

Question 10

William has been working at H&S for the past 12 years. When some family trouble arose, William wanted to work in the afternoon shift for a month rather than his usual morning shift. The work performed in the afternoon shift was exactly the same as that in the morning shift and William had all the skills required to perform the job. One of his colleagues, Jack, who worked on the afternoon shift, was willing to swap shifts with William for a month but the supervisor did not allow William to change his shift. William reported the grievance to the union and it could not be resolved even after a long discussion with the management. Which of the following steps is most likely to be taken by the union as the final step in the grievance handling procedure?

Accepted Answer

The most likely step to be taken by the union as the final step in the grievance handling procedure would be to request an arbitrator to resolve the grievance. This is because the union and the management were unable to resolve the matter through discussion and an arbitrator would have the authority to make a final and binding decision on the issue. A strike, reporting the matter to the NLRB, or filing a complaint against the employer in the court would be extreme measures that would be taken only if all other options have been exhausted.

Question 11

Which of the following is most likely to be used to assemble the crucial facts in a grievance?

Accepted Answer

The 5Ws rule (Who, What, When, Where, Why) is the most effective tool for gathering key facts in a grievance. It ensures that all important details are covered and can help identify the underlying causes of the issue. SWOT analysis, VRIO framework, and Pareto charts are more commonly used in strategic planning and decision-making.

Question 12

A perceived violation of a contract provision is known as a(n) ________.

Accepted Answer

A grievance is a complaint or perceived violation of a contract provision. A gripe is a complaint or criticism, but not necessarily related to a contract provision. An injunction is a court order to stop or prevent a specific action, and a lockout is a tactic used by employers to prevent employees from working by locking them out of the workplace.

Question 13

When the shop steward and supervisor cannot resolve the grievance, then it may be appealed to the next higher level of management and union representative, usually within ________ calendar days.

Accepted Answer

The correct answer is A because the grievance procedure typically specifies a time limit for appealing a grievance to the next higher level of management and union representative, and seven calendar days is a common time frame for this step.

Question 14

The initial step in a grievance procedure usually instructs an employee to ________.

Accepted Answer

When an employee has a grievance, the first step is usually to discuss it with the shop steward, who is the designated union representative in the workplace. The shop steward can advise the employee on the next steps to take, such as filing a formal grievance with the union grievance committee. The police or NLRB are unlikely to be involved in this initial step.

Question 15

Which of the following is usually sufficient ground for immediate discharge?

Accepted Answer

Unauthorized strike participation can lead to immediate discharge as it goes against the terms of employment and can disrupt the functioning of the organization. Union activity during nonwork hours is protected by labor laws and cannot be used as grounds for discharge. Using company e-mail for personal reasons may be a violation of company policy but is usually not grounds for immediate discharge. Off-duty misconduct may or may not result in discharge depending on the severity and impact on the organization.

Question 16

In the case of a grievance procedure, at which stage are most grievances containing little merit dropped?

Accepted Answer

Most grievances containing little merit are dropped after being discussed with the supervisor after it is put in writing. At this stage, the supervisor can provide an explanation or justification for the actions that are being grieved and offer a resolution. If the employee is not satisfied with the resolution, they may choose to escalate the grievance to the next stage.

Question 17

With reference to employee misconduct, which of the following statements is TRUE of serious offenses?

Accepted Answer

Serious offenses under normal circumstances warrant immediate discharge. Failing to punch a timecard is not considered a serious offense, and attempts at corrective action are usually taken for less severe employee misconduct. Reporting serious offenses to a mediator without following the formal grievance procedure is not always necessary or appropriate.

Question 18

________ are the most common tool to resolve conflicts arising between labor and management during the life of the agreement.

Accepted Answer

Formal grievance procedures are the most common tool to resolve conflicts between labor and management during the life of the agreement. Strikes, work slowdowns, and employer lockouts are considered extreme measures and typically used as a last resort when other avenues for resolving conflicts have failed. Grievance procedures provide a structured process for resolving disputes, often involving a neutral third party such as an arbitrator, and are explicitly outlined in collective bargaining agreements.

Question 19

An employer's refusal to process grievances is a violation of the ________.

Accepted Answer

The National Labor Relations Act requires employers to engage in collective bargaining with employees and their representatives, which includes processing and addressing grievances. A refusal to process grievances would be a violation of this Act.

Question 20

In the day-to-day administration of a collective bargaining agreement, the majority of time is spent on ________.

Accepted Answer

Grievance handling is the process of addressing and resolving disputes between employees and management. This involves investigation, negotiation, and mediation, among other methods. As such, it is a key activity in implementing collective bargaining agreements, since it helps ensure that both parties follow the terms of the agreement and resolve conflicts in an orderly and fair manner. While bargaining wages, soliciting support for the union, and creating awareness among employees about their rights are also important activities in a unionized workplace, they do not typically require as much time and effort as grievance handling.

Quiz 11: Grievance and Disciplinary Procedures