Question 1

Wage comparability is a fairly easy concept to apply to set wage rates for different jobs.

Accepted Answer

A) True 
 B)False

Question 2

The federal agency responsible for enforcement of the Family and Medical Leave Act is:

Accepted Answer

A)  Family and Medical Leave Administration. 
B)  Equal Employment Opportunity Commission. 
C)  Department of Labor. 
D)  Federal Standards Board. 
E)  National Labor Relations Board. 
A)  Family and Medical Leave Administration. 
B)  Equal Employment Opportunity Commission. 
C)  Department of Labor. 
D)  Federal Standards Board. 
E)  National Labor Relations Board.

Question 3

Skill-based pay sets the wage rate according to a job's title (type).

Accepted Answer

A) True 
 B)False

Question 4

Wages and other economic benefits represent income to employees,costs to an employer,and a basis for tax revenue to the government.

Accepted Answer

A) True 
 B)False

Question 5

A Scanlon plan,Rucker plan,and Improshare plan are all examples of gain sharing plans.

Accepted Answer

A) True 
 B)False

Question 6

Unions generally favor the use of an employee stock ownership plan (ESOP)as a basic pension plan for employees.

Accepted Answer

A) True 
 B)False

Question 7

Approximately what percentage of union contracts contain a temporary two-tier wage agreement?

Accepted Answer

A)  21% 
B)  less than 5% 
C)  32% 
D)  40% 
E)  52% 
A)  21% 
B)  less than 5% 
C)  32% 
D)  40% 
E)  52%

Question 8

If a union wishes to encourage solidarity within its membership at a particular firm,it should not negotiate for a two-tier pay plan.

Accepted Answer

A) True 
 B)False

Question 9

The most common formula for adjusting wages to the cost of living is:

Accepted Answer

A)  wages increased 3 cents for each 0.1 rise in the CPI. 
B)  a percentage increase in wages for each percentage increase in the CPI 
C)  wages increased 1 cent for each 0.3 rise in the CPI. 
D)  wages increased 1 cent for each 0.2 rise in the CPI. 
E)  none of these 
A)  wages increased 3 cents for each 0.1 rise in the CPI. 
B)  a percentage increase in wages for each percentage increase in the CPI 
C)  wages increased 1 cent for each 0.3 rise in the CPI. 
D)  wages increased 1 cent for each 0.2 rise in the CPI. 
E)  none of these

Question 10

The global economy of today has made it easier for employers to pass labor cost increases on to consumers by raising product or service prices.

Accepted Answer

A) True 
 B)False

Question 11

The Family and Medical Leave Act of 1993 covers private sector employers with:

Accepted Answer

A)  50 or more employees. 
B)  25 or more employees. 
C)  100 or more employees. 
D)  500 or more employees. 
E)  1,000 or more employees. 
A)  50 or more employees. 
B)  25 or more employees. 
C)  100 or more employees. 
D)  500 or more employees. 
E)  1,000 or more employees.

Question 12

The majority of private sector union contracts do not contain a cost-of-living adjustment (COLA)clause.

Accepted Answer

A) True 
 B)False

Question 13

Which federal agency is responsible for computing and reporting the Consumer Price Index (CPI)?

Accepted Answer

A)  Department of Agriculture 
B)  Department of Commerce 
C)  Department of State 
D)  Department of Labor 
E)  Department of National Statistics 
A)  Department of Agriculture 
B)  Department of Commerce 
C)  Department of State 
D)  Department of Labor 
E)  Department of National Statistics

Question 14

A widely recognized group incentive plan based on labor cost savings is the:

Accepted Answer

A)  Merit savings plan. 
B)  Profit sharing plan. 
C)  Piece rate plan. 
D)  Scanlon plan. 
E)  Premium pay plan. 
A)  Merit savings plan. 
B)  Profit sharing plan. 
C)  Piece rate plan. 
D)  Scanlon plan. 
E)  Premium pay plan.

Question 15

The majority of private sector employees participate in a profit sharing plan.

Accepted Answer

A) True 
 B)False

Question 16

Lump sum pay adjustments appeared in ____ percent of labor contracts in 2010.

Accepted Answer

A)  15% 
B)  10% 
C)  21% 
D)  30% 
E)  more than 40% 
A)  15% 
B)  10% 
C)  21% 
D)  30% 
E)  more than 40%

Question 17

In a _________,firms make monetary payments to a specific group or groups of employees for producing more output or generating cost savings beyond some established goal.

Accepted Answer

A)  gain-sharing plan 
B)  profit sharing plan 
C)  fee-for-service plan 
D)  graded vesting schedule 
E)  all of these 
A)  gain-sharing plan 
B)  profit sharing plan 
C)  fee-for-service plan 
D)  graded vesting schedule 
E)  all of these

Question 18

Most unions consider gain sharing plans as an adequate substitute for traditional negotiated hourly wage gains.

Accepted Answer

A) True 
 B)False

Question 19

Which one of the following represents a process for systematically securing information and facts about a job to be evaluated?

Accepted Answer

A)  Job evaluation 
B)  Job description 
C)  Job analysis 
D)  Job survey 
E)  Job specifications 
A)  Job evaluation 
B)  Job description 
C)  Job analysis 
D)  Job survey 
E)  Job specifications

Question 20

All of the following are group incentive plans except:

Accepted Answer

A)  Improshare. 
B)  Scanlon plan. 
C)  Piece rate plan. 
D)  Rucker plan. 
E)  All of these are group incentive plans 
A)  Improshare. 
B)  Scanlon plan. 
C)  Piece rate plan. 
D)  Rucker plan. 
E)  All of these are group incentive plans

Wage comparability is a fairly easy concept to apply to set wage rates for different jobs.

The federal agency responsible for enforcement of the Family and Medical Leave Act is:

Skill-based pay sets the wage rate according to a job's title (type).

Wages and other economic benefits represent income to employees,costs to an employer,and a basis for tax revenue to the government.

A Scanlon plan,Rucker plan,and Improshare plan are all examples of gain sharing plans.

Unions generally favor the use of an employee stock ownership plan (ESOP)as a basic pension plan for employees.

Approximately what percentage of union contracts contain a temporary two-tier wage agreement?

If a union wishes to encourage solidarity within its membership at a particular firm,it should not negotiate for a two-tier pay plan.

The most common formula for adjusting wages to the cost of living is:

The global economy of today has made it easier for employers to pass labor cost increases on to consumers by raising product or service prices.

The Family and Medical Leave Act of 1993 covers private sector employers with:

The majority of private sector union contracts do not contain a cost-of-living adjustment (COLA)clause.

Which federal agency is responsible for computing and reporting the Consumer Price Index (CPI)?

A widely recognized group incentive plan based on labor cost savings is the:

The majority of private sector employees participate in a profit sharing plan.

Lump sum pay adjustments appeared in ____ percent of labor contracts in 2010.

In a _________,firms make monetary payments to a specific group or groups of employees for producing more output or generating cost savings beyond some established goal.

Most unions consider gain sharing plans as an adequate substitute for traditional negotiated hourly wage gains.

Which one of the following represents a process for systematically securing information and facts about a job to be evaluated?

All of the following are group incentive plans except:

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

Negotiating the Labor Agreement

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 7: Economic Issues

Wage comparability is a fairly easy concept to apply to set wage rates for different jobs.

The federal agency responsible for enforcement of the Family and Medical Leave Act is:

Skill-based pay sets the wage rate according to a job's title (type).

Wages and other economic benefits represent income to employees,costs to an employer,and a basis for tax revenue to the government.

A Scanlon plan,Rucker plan,and Improshare plan are all examples of gain sharing plans.

Unions generally favor the use of an employee stock ownership plan (ESOP)as a basic pension plan for employees.

Approximately what percentage of union contracts contain a temporary two-tier wage agreement?

If a union wishes to encourage solidarity within its membership at a particular firm,it should not negotiate for a two-tier pay plan.

The most common formula for adjusting wages to the cost of living is:

The global economy of today has made it easier for employers to pass labor cost increases on to consumers by raising product or service prices.

The Family and Medical Leave Act of 1993 covers private sector employers with:

The majority of private sector union contracts do not contain a cost-of-living adjustment (COLA)clause.

Which federal agency is responsible for computing and reporting the Consumer Price Index (CPI)?

A widely recognized group incentive plan based on labor cost savings is the:

The majority of private sector employees participate in a profit sharing plan.

Lump sum pay adjustments appeared in ____ percent of labor contracts in 2010.

In a _________,firms make monetary payments to a specific group or groups of employees for producing more output or generating cost savings beyond some established goal.

Most unions consider gain sharing plans as an adequate substitute for traditional negotiated hourly wage gains.

Which one of the following represents a process for systematically securing information and facts about a job to be evaluated?

All of the following are group incentive plans except:

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

Negotiating the Labor Agreement

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