Question 1

Once a decision has been arrived at through the collective bargaining process and a new contract has been written, it cannot be altered.

Accepted Answer

While collective bargaining agreements are legally binding, they may be subject to modification in certain circumstances, such as if both parties agree to make changes or if there are significant changes in the business or industry. However, any changes must be agreed upon through the collective bargaining process.

Question 2

Wages, health and safety, management rights, work conditions, and benefits fall under the permissive category of bargaining topics.

Accepted Answer

These topics are considered mandatory bargaining subjects, which means employers and unions are required to negotiate on these issues if either party wishes to do so.

Question 3

The union does not have the power to file a grievance on behalf of an individual worker or the group.

Accepted Answer

The union does have the power to file a grievance on behalf of an individual worker or the group. It is one of the primary functions of a labor union to protect the rights and interests of its members through collective bargaining, dispute resolution, and legal representation.

Question 4

A union shop requires a person to join the union within a certain time period of joining the organization.

Accepted Answer

In a union shop, employees are required to join the union within a certain time period after joining the organization as a condition of employment. This is usually set out in the collective bargaining agreement between the union and the employer.

Question 5

A local union primarily focuses on lobbying in the government for worker rights laws.

Accepted Answer

A local union primarily focuses on representing its members in negotiations with employers over issues like wages, benefits, and working conditions, rather than lobbying the government.

Question 6

Arbitration is the final aspect of a grievance.

Accepted Answer

Arbitration is the final step in the grievance process, where a neutral third party hears both sides of the dispute and makes a final decision that is binding on both parties.

Question 7

In the 1930s, the Knights of Labor was formed as a result of political differences in the American Federation of Labor.

Accepted Answer

The Knights of Labor was actually formed in the late 1800s (1869) and was not a result of political differences in the American Federation of Labor, but rather a response to the poor working conditions and labor abuses during the Industrial Revolution.

Question 8

A sick-out is an illegal form of union strikes.

Accepted Answer

A sick-out, where employees call in sick en masse as a form of protest, is not inherently illegal but its legality can depend on the jurisdiction, the specific terms of employment contracts, and whether the action violates any no-strike provisions in contracts or specific laws governing public sector workers.

Question 9

The National Labor Union can be credited with the implementation of the eight-hour workday.

Accepted Answer

The National Labor Union was one of the first national labor federations in the United States, and it advocated for the eight-hour workday as early as 1866. While it was not able to secure this policy at the time, it did influence later efforts that ultimately led to the widespread adoption of the eight-hour workday in the early 20th century.

Question 10

A principle grievance deals with basic contract issues surrounding seniority or pay.

Accepted Answer

A principle grievance typically pertains to violations of basic contract terms, including seniority and pay.

Question 11

The Norris-LaGuardia Act of 1932 is also known as the anti-injunction bill.

Accepted Answer

The Norris-LaGuardia Act of 1932 is commonly referred to as the anti-injunction bill because it aimed to limit the use of injunctions against labor disputes.

Question 12

A union steward is one who represents the interests of union members.

Accepted Answer

A union steward is a person elected or appointed by the union to represent and advocate for the rights and interests of union members in the workplace. They assist in grievances, negotiate contracts, and ensure the union is functioning properly.

Question 13

When the two parties are unable to reach a consensus on the collective bargaining agreement, this is called a bargaining impasse.

Accepted Answer

When the two parties in collective bargaining fail to come to an agreement, this is referred to as a bargaining impasse.

Question 14

Strikes which were not authorized by the union were called yellow-dog strikes.

Accepted Answer

Yellow-dog contracts were agreements that employees signed, promising not to join a union, not unauthorized strikes.

Question 15

The grievance procedure outlines the process by which actions that violate the contract will be handled.

Accepted Answer

The grievance procedure is a formal process for resolving disputes or grievances arising out of contract issues. It defines the steps employees can take to appeal decisions or address concerns related to their employment or working conditions. The grievance procedure is typically part of a collective bargaining agreement or union contract, and it sets out the process for filing, investigating, and resolving grievances.

Question 16

Mediators can work on grievance processes but not on collective bargaining issues.

Accepted Answer

Mediators can work on both grievance processes and collective bargaining issues. In fact, mediators are often utilized during collective bargaining negotiations to help facilitate a mutually acceptable agreement between both parties.

Question 17

A closed shop mechanism made union membership an optional requirement for a job applicant.

Accepted Answer

A closed shop mechanism requires that all employees of a certain job or in a certain unionized industry must be members of the union. Union membership is not optional under a closed shop.

Question 18

Trade unions were developed in Europe during the Industrial Revolution.

Accepted Answer

Trade unions emerged as a response to the harsh working conditions and low wages that factory workers faced during the Industrial Revolution in Europe. The first trade union, the United Society of Boilermakers, was established in 1834 in the UK.

Question 19

Limiting the collective bargaining rights of state workers in order to avert a budget crisis is called union salting.

Accepted Answer

Limiting collective bargaining rights of state workers is not called union salting. Union salting refers to a tactic where union organizers seek employment at a non-unionized workplace with the intention of unionizing it.

Question 20

A lockout is a strike in which the employees refuse to work in order to pressurize the employers into accepting their demands.

Accepted Answer

A lockout is a situation when the employer prevents the employees from coming to work until they accept the employer's offer or negotiate on it. It is not a strike by the employees.

Quiz 12: Working With Labor Unions