Question 1

Rules prohibiting "horseplay" or "gambling" are usually:

Accepted Answer

A)  Vaguer than management intended,even though it seems clear what is meant by these terms. 
B)  Regarded by most arbitrators as trivial concerns. 
C)  Almost always regarded by arbitrators as being clear and to the point and therefore subject to little interpretation. 
D)  Always upheld by arbitrators when discipline occurs for their infraction. 
E)  Treated the same no matter the degree of seriousness. 
A)  Vaguer than management intended,even though it seems clear what is meant by these terms. 
B)  Regarded by most arbitrators as trivial concerns. 
C)  Almost always regarded by arbitrators as being clear and to the point and therefore subject to little interpretation. 
D)  Always upheld by arbitrators when discipline occurs for their infraction. 
E)  Treated the same no matter the degree of seriousness.

Question 2

Under the public policy exception to the employment-at-will doctrine,an employer and employee form an implied contract,even if a written contract does not exist.

Accepted Answer

A) True 
 B)False

Question 3

One of the three levels of proof an arbitrator uses to find that discipline was for "just cause," is to find clear and convincing evidence that a disciplinary offense was committed.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following is correct about employees who are union stewards?

Accepted Answer

A)  Arbitrators might uphold more lenient penalties for them as opposed to other employees for identical participation in a wildcat strike. 
B)  Arbitrators give them more leeway than they would other employees for arguments/ remarks made to management in a grievance meeting. 
C)  Arbitrators consider them no differently than any other employee. 
D)  They cannot be discharged by management because of legal protection under the National Labor Relations Act. 
E)  Union stewards actually have less responsibility when it comes to disciplinary matters. 
A)  Arbitrators might uphold more lenient penalties for them as opposed to other employees for identical participation in a wildcat strike. 
B)  Arbitrators give them more leeway than they would other employees for arguments/ remarks made to management in a grievance meeting. 
C)  Arbitrators consider them no differently than any other employee. 
D)  They cannot be discharged by management because of legal protection under the National Labor Relations Act. 
E)  Union stewards actually have less responsibility when it comes to disciplinary matters.

Question 5

Which of the following offenses results in a discharge on the first offense?

Accepted Answer

A)  ​Unauthorized absence. 
B)  ​Sleeping on duty. 
C)  ​Gambling during working hours. 
D)  ​Working while intoxicated. 
E)  ​Failure to observe safety rules. 
A)  ​Unauthorized absence. 
B)  ​Sleeping on duty. 
C)  ​Gambling during working hours. 
D)  ​Working while intoxicated. 
E)  ​Failure to observe safety rules.

Question 6

The burden of proof for disciplinary action rests with management in:

Accepted Answer

A)  Some disciplinary cases. 
B)  None of disciplinary cases. 
C)  Most disciplinary cases. 
D)  Half of disciplinary cases. 
E)  All disciplinary cases. 
A)  Some disciplinary cases. 
B)  None of disciplinary cases. 
C)  Most disciplinary cases. 
D)  Half of disciplinary cases. 
E)  All disciplinary cases.

Question 7

Employee discipline is a topic only relevant in unionized firms since non-unionized employees aren't afforded any protections against wrongful disciplinary actions.

Accepted Answer

A) True 
 B)False

Question 8

Suspensions:

Accepted Answer

A)  Typically average three months in length according to one study. 
B)  Must always be given before discharge. 
C)  Are less serious than "oral warnings" because they do not become a permanent part of the employee's work record. 
D)  Are disciplinary lay-offs without pay. 
E)  Typically is the step after discharge. 
A)  Typically average three months in length according to one study. 
B)  Must always be given before discharge. 
C)  Are less serious than "oral warnings" because they do not become a permanent part of the employee's work record. 
D)  Are disciplinary lay-offs without pay. 
E)  Typically is the step after discharge.

Question 9

Which of the following would NOT lead an arbitrator to consider reducing management's assigned penalty?

Accepted Answer

A)  The circumstances of the case were so unusual that it is very unlikely to happen again. 
B)  Management contributed to the disciplinary problem and must assume part of the responsibility. 
C)  The employee was experiencing marital problems and it is likely that once the personal problem is resolved,the infraction will not occur again. 
D)  The employee's behavior is related to fulfilling his or her duties as a union officer. 
E)  The employee misconduct involves an illegal act. 
A)  The circumstances of the case were so unusual that it is very unlikely to happen again. 
B)  Management contributed to the disciplinary problem and must assume part of the responsibility. 
C)  The employee was experiencing marital problems and it is likely that once the personal problem is resolved,the infraction will not occur again. 
D)  The employee's behavior is related to fulfilling his or her duties as a union officer. 
E)  The employee misconduct involves an illegal act.

Rules prohibiting "horseplay" or "gambling" are usually:

Under the public policy exception to the employment-at-will doctrine,an employer and employee form an implied contract,even if a written contract does not exist.

One of the three levels of proof an arbitrator uses to find that discipline was for "just cause," is to find clear and convincing evidence that a disciplinary offense was committed.

Which of the following is correct about employees who are union stewards?

Which of the following offenses results in a discharge on the first offense?

The burden of proof for disciplinary action rests with management in:

Employee discipline is a topic only relevant in unionized firms since non-unionized employees aren't afforded any protections against wrongful disciplinary actions.

Suspensions:

Which of the following would NOT lead an arbitrator to consider reducing management's assigned penalty?

Union-Management Relationships in Perspective

The History of Labor-Management Relationships

Legal Influences

Unions and Management: Key Participants in the Labor Relations Process

Why and How Unions Are Organized

Negotiating the Labor Agreement

Economic Issues

Administrative Issues

Resolving Negotiation Interestdisputes and the Use of Economic Pressure

Contract Administration

Labor and Employment Arbitration

Labor Relations in the Public Sector

Labor Relations in Multinational Corporations and in Other Countries

Filters

Exam 12: Employee Discipline

Rules prohibiting "horseplay" or "gambling" are usually:

Under the public policy exception to the employment-at-will doctrine,an employer and employee form an implied contract,even if a written contract does not exist.

One of the three levels of proof an arbitrator uses to find that discipline was for "just cause," is to find clear and convincing evidence that a disciplinary offense was committed.

Which of the following is correct about employees who are union stewards?

Which of the following offenses results in a discharge on the first offense?

The burden of proof for disciplinary action rests with management in:

Employee discipline is a topic only relevant in unionized firms since non-unionized employees aren't afforded any protections against wrongful disciplinary actions.

Suspensions:

Which of the following would NOT lead an arbitrator to consider reducing management's assigned penalty?

Union-Management Relationships in Perspective

The History of Labor-Management Relationships

Legal Influences

Unions and Management: Key Participants in the Labor Relations Process

Why and How Unions Are Organized

Negotiating the Labor Agreement

Economic Issues

Administrative Issues

Resolving Negotiation Interestdisputes and the Use of Economic Pressure

Contract Administration

Labor and Employment Arbitration

Labor Relations in the Public Sector

Labor Relations in Multinational Corporations and in Other Countries

Filters