Question 1

"Voluntary" (also called permissive or non-mandatory)issues must be bargained over but agreement does not have to be reached.

Accepted Answer

A) True 
 B)False

Question 2

The proportion of an employer's total operating costs comprised of labor costs is termed the degree of labor intensiveness.

Accepted Answer

A) True 
 B)False

Question 3

The point (terms)beyond which a bargaining party would prefer no settlement to settlement on the other party's less favorable proposed terms is termed that party's:

Accepted Answer

A)  end point. 
B)  termination point. 
C)  preference point. 
D)  resistance point. 
E)  break-even point. 
A)  end point. 
B)  termination point. 
C)  preference point. 
D)  resistance point. 
E)  break-even point.

Question 4

A party's resistance point on a bargaining issue represents that point beyond which that party would prefer no settlement to settlement on unacceptable terms.

Accepted Answer

A) True 
 B)False

Question 5

In labor negotiations,it is possible for both union and management negotiators to perceive they have been successful after completing contract negotiations.

Accepted Answer

A) True 
 B)False

Question 6

Unions do not place upper limits on their bargaining ranges because they maintain,"nothing ventured,nothing gained."

Accepted Answer

A) True 
 B)False

Question 7

One party is willing to meet at length and confer but merely goes through the motions of bargaining. Proposals are made that cannot be accepted,an inflexible attitude on major issues is taken,and no alternative proposals are offered.This scenario best describes:

Accepted Answer

A)  bypassing the representative. 
B)  dilatory tactics. 
C)  imposing conditions. 
D)  surface bargaining. 
E)  intraorganizational bargaining. 
A)  bypassing the representative. 
B)  dilatory tactics. 
C)  imposing conditions. 
D)  surface bargaining. 
E)  intraorganizational bargaining.

Question 8

Mutual gain bargaining is also referred to as:

Accepted Answer

A)  distributive bargaining. 
B)  interest-based bargaining. 
C)  good-faith bargaining. 
D)  intraorganizational bargaining. 
E)  voluntary bargaining. 
A)  distributive bargaining. 
B)  interest-based bargaining. 
C)  good-faith bargaining. 
D)  intraorganizational bargaining. 
E)  voluntary bargaining.

Question 9

Contract negotiations can result in which of the following outcomes?

Accepted Answer

A)  decertification of the union as the employees' bargaining representative 
B)  a lock-in by the union to force management into a contract settlement 
C)  a voluntarily negotiated contract settlement 
D)  a lock-in by management to force the union into a contract settlement 
E)  all of these 
A)  decertification of the union as the employees' bargaining representative 
B)  a lock-in by the union to force management into a contract settlement 
C)  a voluntarily negotiated contract settlement 
D)  a lock-in by management to force the union into a contract settlement 
E)  all of these

Question 10

Which of the following does not pertain to successor (new)employer bargaining obligations?

Accepted Answer

A)  the desire of the owner to operate on a nonunion basis 
B)  the degree of change in the firm's operation brought about by new ownership 
C)  whether most employees remain the same after the ownership change 
D)  whether the firm remains in the same location after the ownership change 
E)  all of these pertain to successor (new) employer bargaining obligations 
A)  the desire of the owner to operate on a nonunion basis 
B)  the degree of change in the firm's operation brought about by new ownership 
C)  whether most employees remain the same after the ownership change 
D)  whether the firm remains in the same location after the ownership change 
E)  all of these pertain to successor (new) employer bargaining obligations

Question 11

In anticipating union bargaining proposals,management can consider:

Accepted Answer

A)  the proceedings of the national union's convention. 
B)  recent contract settlements negotiated by the company's competitors. 
C)  collective bargaining agreements negotiated by other firms in the same geographical region. 
D)  all of these 
E)  none of these 
A)  the proceedings of the national union's convention. 
B)  recent contract settlements negotiated by the company's competitors. 
C)  collective bargaining agreements negotiated by other firms in the same geographical region. 
D)  all of these 
E)  none of these

Question 12

A lock-in agreement:

Accepted Answer

A)  requires each union-represented bargaining unit covered by the agreement not to reach a final contract settlement until all unions covered by the agreement are willing to settle. 
B)  is an agreement between unions. 
C)  forces the employer to address the concerns of all bargaining units at the same time. 
D)  has been ruled unlawful by the NLRB. 
E)  all of these 
A)  requires each union-represented bargaining unit covered by the agreement not to reach a final contract settlement until all unions covered by the agreement are willing to settle. 
B)  is an agreement between unions. 
C)  forces the employer to address the concerns of all bargaining units at the same time. 
D)  has been ruled unlawful by the NLRB. 
E)  all of these

Question 13

Possible government intervention in a labor dispute is a factor which could alter a union's or management's perception of their relative bargaining power in that labor dispute.

Accepted Answer

A) True 
 B)False

Question 14

In some cases a specific,single action by an employer constitutes an unfair labor practice in bargaining.

Accepted Answer

A) True 
 B)False

Question 15

Any failure to reach an agreement on contract language concerning a mandatory bargaining subject represents a violation of the duty to bargain in good faith.

Accepted Answer

A) True 
 B)False

Question 16

It is unlawful for an employer to refuse to comply with a union's request to furnish information held by the employer which is relevant and necessary for the union to represent bargaining unit members in contract negotiations or grievance handling duties.

Accepted Answer

A) True 
 B)False

Question 17

Centralized (multi-employer)bargaining is frequently not found in the construction,coal,and trucking industries.

Accepted Answer

A) True 
 B)False

Question 18

The labor relations term for the increase in employee benefit costs that automatically occurs as the result of an increase in an employee's straight-time hourly wage rate is the:

Accepted Answer

A)  magnifier effect. 
B)  acceleration factor. 
C)  booster effect. 
D)  roll-up factor. 
E)  progressive cost factor. 
A)  magnifier effect. 
B)  acceleration factor. 
C)  booster effect. 
D)  roll-up factor. 
E)  progressive cost factor.

Question 19

Which one of the following would not be a characteristic of a distributive bargaining approach?

Accepted Answer

A)  a focus on maximizing your own party's interests 
B)  a focus on cost/benefit analysis to determine the acceptability of contract proposals 
C)  an attempt to structure communication patterns during negotiations to maintain focus on your own party's proposals 
D)  an effort to identify multiple alternatives capable of achieving a mutually satisfactory bargaining outcome rather than focusing on narrowing the gap between each party's established position on issues in dispute 
E)  none of these are characteristics of a distributive bargaining approach 
A)  a focus on maximizing your own party's interests 
B)  a focus on cost/benefit analysis to determine the acceptability of contract proposals 
C)  an attempt to structure communication patterns during negotiations to maintain focus on your own party's proposals 
D)  an effort to identify multiple alternatives capable of achieving a mutually satisfactory bargaining outcome rather than focusing on narrowing the gap between each party's established position on issues in dispute 
E)  none of these are characteristics of a distributive bargaining approach

Question 20

A dispute between union and management negotiators over what the terms and conditions of employment will be is termed an interest dispute.

Accepted Answer

A) True 
 B)False

"Voluntary" (also called permissive or non-mandatory)issues must be bargained over but agreement does not have to be reached.

The proportion of an employer's total operating costs comprised of labor costs is termed the degree of labor intensiveness.

The point (terms)beyond which a bargaining party would prefer no settlement to settlement on the other party's less favorable proposed terms is termed that party's:

A party's resistance point on a bargaining issue represents that point beyond which that party would prefer no settlement to settlement on unacceptable terms.

In labor negotiations,it is possible for both union and management negotiators to perceive they have been successful after completing contract negotiations.

Unions do not place upper limits on their bargaining ranges because they maintain,"nothing ventured,nothing gained."

One party is willing to meet at length and confer but merely goes through the motions of bargaining. Proposals are made that cannot be accepted,an inflexible attitude on major issues is taken,and no alternative proposals are offered.This scenario best describes:

Mutual gain bargaining is also referred to as:

Contract negotiations can result in which of the following outcomes?

Which of the following does not pertain to successor (new)employer bargaining obligations?

In anticipating union bargaining proposals,management can consider:

A lock-in agreement:

Possible government intervention in a labor dispute is a factor which could alter a union's or management's perception of their relative bargaining power in that labor dispute.

In some cases a specific,single action by an employer constitutes an unfair labor practice in bargaining.

Any failure to reach an agreement on contract language concerning a mandatory bargaining subject represents a violation of the duty to bargain in good faith.

It is unlawful for an employer to refuse to comply with a union's request to furnish information held by the employer which is relevant and necessary for the union to represent bargaining unit members in contract negotiations or grievance handling duties.

Centralized (multi-employer)bargaining is frequently not found in the construction,coal,and trucking industries.

The labor relations term for the increase in employee benefit costs that automatically occurs as the result of an increase in an employee's straight-time hourly wage rate is the:

Which one of the following would not be a characteristic of a distributive bargaining approach?

A dispute between union and management negotiators over what the terms and conditions of employment will be is termed an interest dispute.

Union-Management Relationships in Perspective

Evolution of Labor Management Relationships

Legal Influences

Unions and Management: Key Participants in the Labor Relations Process

Why and How Unions Organized

Economic Issues

Administrative Issues

Resolving Negotiation Impasses and Contract Ratification

Contract Administration

Labor and Employment Arbitration

Employee Discipline

Labor Relations in the Public Sector

Labor Relations in Multinational Corporations and in Other Countries

Filters

Exam 6: Negotiating the Labor Agreement

"Voluntary" (also called permissive or non-mandatory)issues must be bargained over but agreement does not have to be reached.

The proportion of an employer's total operating costs comprised of labor costs is termed the degree of labor intensiveness.

The point (terms)beyond which a bargaining party would prefer no settlement to settlement on the other party's less favorable proposed terms is termed that party's:

A party's resistance point on a bargaining issue represents that point beyond which that party would prefer no settlement to settlement on unacceptable terms.

In labor negotiations,it is possible for both union and management negotiators to perceive they have been successful after completing contract negotiations.

Unions do not place upper limits on their bargaining ranges because they maintain,"nothing ventured,nothing gained."

One party is willing to meet at length and confer but merely goes through the motions of bargaining. Proposals are made that cannot be accepted,an inflexible attitude on major issues is taken,and no alternative proposals are offered.This scenario best describes:

Mutual gain bargaining is also referred to as:

Contract negotiations can result in which of the following outcomes?

Which of the following does not pertain to successor (new)employer bargaining obligations?

In anticipating union bargaining proposals,management can consider:

A lock-in agreement:

Possible government intervention in a labor dispute is a factor which could alter a union's or management's perception of their relative bargaining power in that labor dispute.

In some cases a specific,single action by an employer constitutes an unfair labor practice in bargaining.

Any failure to reach an agreement on contract language concerning a mandatory bargaining subject represents a violation of the duty to bargain in good faith.

It is unlawful for an employer to refuse to comply with a union's request to furnish information held by the employer which is relevant and necessary for the union to represent bargaining unit members in contract negotiations or grievance handling duties.

Centralized (multi-employer)bargaining is frequently not found in the construction,coal,and trucking industries.

The labor relations term for the increase in employee benefit costs that automatically occurs as the result of an increase in an employee's straight-time hourly wage rate is the:

Which one of the following would not be a characteristic of a distributive bargaining approach?

A dispute between union and management negotiators over what the terms and conditions of employment will be is termed an interest dispute.

Union-Management Relationships in Perspective

Evolution of Labor Management Relationships

Legal Influences

Unions and Management: Key Participants in the Labor Relations Process

Why and How Unions Organized

Economic Issues

Administrative Issues

Resolving Negotiation Impasses and Contract Ratification

Contract Administration

Labor and Employment Arbitration

Employee Discipline

Labor Relations in the Public Sector

Labor Relations in Multinational Corporations and in Other Countries

Filters