Question 1

An important principle of contract administration is that the first-line supervisor and union steward are organizational "equals" in grievance handling.

Accepted Answer

A) True 
 B)False

Question 2

Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the precision of every labor agreement provision.

Accepted Answer

A) True 
 B)False

Question 3

The second step grievance answer is usually furnished by the:

Accepted Answer

A)  the industrial relations representative. 
B)  union steward. 
C)  first-line supervisor. 
D)  the plant manager. 
E)  the international union representative. 
A)  the industrial relations representative. 
B)  union steward. 
C)  first-line supervisor. 
D)  the plant manager. 
E)  the international union representative.

Question 4

Grievance procedures in nonunion firms:

Accepted Answer

A)  do not frequently have an employee's grievance decided by a third-party neutral. 
B)  are non-existent. 
C)  usually have arbitration as its final step. 
D)  permit the use of wildcat strikes among dissatisfied employees. 
E)  usually have arbitration as its final step and permit the use of wildcat strikes among dissatisfied employees. 
A)  do not frequently have an employee's grievance decided by a third-party neutral. 
B)  are non-existent. 
C)  usually have arbitration as its final step. 
D)  permit the use of wildcat strikes among dissatisfied employees. 
E)  usually have arbitration as its final step and permit the use of wildcat strikes among dissatisfied employees.

Question 5

Grievance trading:

Accepted Answer

A)  occurs before the first step in the grievance procedure. 
B)  occurs just prior to arbitration. 
C)  occurs after the first step and before the second step in the grievance procedure. 
D)  occurs after the second step and before the third step in the grievance procedure. 
E)  occurs after the fourth step in the grievance procedure. 
A)  occurs before the first step in the grievance procedure. 
B)  occurs just prior to arbitration. 
C)  occurs after the first step and before the second step in the grievance procedure. 
D)  occurs after the second step and before the third step in the grievance procedure. 
E)  occurs after the fourth step in the grievance procedure.

Question 6

Unions are required to take each member's grievance to arbitration to satisfy its duty of fair representation.

Accepted Answer

A) True 
 B)False

Question 7

In nonunion settings,the authority of managerial policies and actions often goes unchallenged.

Accepted Answer

A) True 
 B)False

Question 8

The realization by first line supervisors and union stewards that they both occupy marginal positions can result in:

Accepted Answer

A)  empathetic relationships. 
B)  codified relationships. 
C)  alienated relationships. 
D)  power relationships. 
E)  codified power relationships. 
A)  empathetic relationships. 
B)  codified relationships. 
C)  alienated relationships. 
D)  power relationships. 
E)  codified power relationships.

Question 9

Fortunately for union and management officials the courts have given rather clear guidelines and measures of "fair representation" and "union negligence."

Accepted Answer

A) True 
 B)False

Question 10

Reducing grievances to writing usually increases the number of grievances since employees typically enjoy the paid time it takes to write a grievance as well as a chance to display their writing skills.

Accepted Answer

A) True 
 B)False

Question 11

The union steward and first-line supervisor both compete for the grievant's attention.Which one of the following relationships between the union steward and the first line supervisor best applies?

Accepted Answer

A)  "power" relationship 
B)  "empathetic" relationship 
C)  "codified" relationship 
D)  "dependent" relationship 
E)  none of these 
A)  "power" relationship 
B)  "empathetic" relationship 
C)  "codified" relationship 
D)  "dependent" relationship 
E)  none of these

Question 12

Grievance mediation is a process in which an outside neutral assists the parties in resolving grievances prior to arbitration.

Accepted Answer

A) True 
 B)False

Question 13

The union's fair representation obligation requires the union to take a grievance to arbitration if the grievant so requests.

Accepted Answer

A) True 
 B)False

Question 14

A supervisor who believes an employee's grievance is not a contractual violation should:

Accepted Answer

A)  accept the employee's grievance, then answer the grievance in accordance with provisions of the labor agreement. 
B)  assist the employee in writing the grievance so that it conforms to the specifications of the grievance form and the labor agreement. 
C)  refuse to accept the employee's grievance. 
D)  consult with the union shop steward and demand proof of a contractual violation. 
E)  consult with the company's labor attorney before accepting the grievance. 
A)  accept the employee's grievance, then answer the grievance in accordance with provisions of the labor agreement. 
B)  assist the employee in writing the grievance so that it conforms to the specifications of the grievance form and the labor agreement. 
C)  refuse to accept the employee's grievance. 
D)  consult with the union shop steward and demand proof of a contractual violation. 
E)  consult with the company's labor attorney before accepting the grievance.

Question 15

A Supreme Court decision related to judicial examination of union performance stressed that:

Accepted Answer

A)  stiff fines will be paid by anyone associated with a fair representation violation. 
B)  judges should give "wide latitude" to union officials to perform their duties. 
C)  arbitrators are better than the courts in assessing breaches of fair representation. 
D)  all of these 
E)  arbitrators are better than the courts in assessing breaches of fair representation, but stiff fines will be paid by anyone associated with a fair representation violation. 
A)  stiff fines will be paid by anyone associated with a fair representation violation. 
B)  judges should give "wide latitude" to union officials to perform their duties. 
C)  arbitrators are better than the courts in assessing breaches of fair representation. 
D)  all of these 
E)  arbitrators are better than the courts in assessing breaches of fair representation, but stiff fines will be paid by anyone associated with a fair representation violation.

Question 16

Which of the following might indicate that unions have not fulfilled their fair representation obligations?

Accepted Answer

A)  delaying grievance processing until the time limits in the grievance procedure have expired 
B)  providing inadequate defense of the grievant at an arbitration hearing 
C)  failing to inform the grievant that the union (without the grievant's knowledge)
Accepted a different remedy than that asked for by the grievant 
D)  all of these 
E)  providing inadequate defense of the grievant at an arbitration hearing and delaying grievance processing until the time limits in the grievance procedure have expired 
A)  delaying grievance processing until the time limits in the grievance procedure have expired 
B)  providing inadequate defense of the grievant at an arbitration hearing 
C)  failing to inform the grievant that the union (without the grievant's knowledge)
Accepted a different remedy than that asked for by the grievant 
D)  all of these 
E)  providing inadequate defense of the grievant at an arbitration hearing and delaying grievance processing until the time limits in the grievance procedure have expired

Question 17

A common union tactic is to file several grievances over a particular issue to set the stage for future negotiations.

Accepted Answer

A) True 
 B)False

Question 18

First line supervisor answers employee grievance in writing.Which step of a typical grievance procedure is this an example of?

Accepted Answer

A)  first step 
B)  second step 
C)  arbitration 
D)  third step 
E)  fourth step 
A)  first step 
B)  second step 
C)  arbitration 
D)  third step 
E)  fourth step

Question 19

The third and one-half step in the grievance procedure is settled "without prejudice to either party's position," thereby increasing the likelihood of subsequent grievances on the issue.

Accepted Answer

A) True 
 B)False

Question 20

Binding decision by a third-party neutral.Which step of a typical grievance procedure is this an example of?

Accepted Answer

A)  first step 
B)  second step 
C)  mediation 
D)  third step 
E)  fourth step 
A)  first step 
B)  second step 
C)  mediation 
D)  third step 
E)  fourth step

An important principle of contract administration is that the first-line supervisor and union steward are organizational "equals" in grievance handling.

Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the precision of every labor agreement provision.

The second step grievance answer is usually furnished by the:

Grievance procedures in nonunion firms:

Grievance trading:

Unions are required to take each member's grievance to arbitration to satisfy its duty of fair representation.

In nonunion settings,the authority of managerial policies and actions often goes unchallenged.

The realization by first line supervisors and union stewards that they both occupy marginal positions can result in:

Fortunately for union and management officials the courts have given rather clear guidelines and measures of "fair representation" and "union negligence."

Reducing grievances to writing usually increases the number of grievances since employees typically enjoy the paid time it takes to write a grievance as well as a chance to display their writing skills.

The union steward and first-line supervisor both compete for the grievant's attention.Which one of the following relationships between the union steward and the first line supervisor best applies?

Grievance mediation is a process in which an outside neutral assists the parties in resolving grievances prior to arbitration.

The union's fair representation obligation requires the union to take a grievance to arbitration if the grievant so requests.

A supervisor who believes an employee's grievance is not a contractual violation should:

A Supreme Court decision related to judicial examination of union performance stressed that:

Which of the following might indicate that unions have not fulfilled their fair representation obligations?

A common union tactic is to file several grievances over a particular issue to set the stage for future negotiations.

First line supervisor answers employee grievance in writing.Which step of a typical grievance procedure is this an example of?

The third and one-half step in the grievance procedure is settled "without prejudice to either party's position," thereby increasing the likelihood of subsequent grievances on the issue.

Binding decision by a third-party neutral.Which step of a typical grievance procedure is this an example of?

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

Economic Issues

Administrative Issues

Resolving Negotiation Impasses and Contract Ratification

Labor and Employment Arbitration

Employee Discipline

Labor Relations in the Public Sector

Labor Relations in Multinational Corporations and in Other Countries

Filters

Exam 10: Contract Administration

An important principle of contract administration is that the first-line supervisor and union steward are organizational "equals" in grievance handling.

Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the precision of every labor agreement provision.

The second step grievance answer is usually furnished by the:

Grievance procedures in nonunion firms:

Grievance trading:

Unions are required to take each member's grievance to arbitration to satisfy its duty of fair representation.

In nonunion settings,the authority of managerial policies and actions often goes unchallenged.

The realization by first line supervisors and union stewards that they both occupy marginal positions can result in:

Fortunately for union and management officials the courts have given rather clear guidelines and measures of "fair representation" and "union negligence."

Reducing grievances to writing usually increases the number of grievances since employees typically enjoy the paid time it takes to write a grievance as well as a chance to display their writing skills.

The union steward and first-line supervisor both compete for the grievant's attention.Which one of the following relationships between the union steward and the first line supervisor best applies?

Grievance mediation is a process in which an outside neutral assists the parties in resolving grievances prior to arbitration.

The union's fair representation obligation requires the union to take a grievance to arbitration if the grievant so requests.

A supervisor who believes an employee's grievance is not a contractual violation should:

A Supreme Court decision related to judicial examination of union performance stressed that:

Which of the following might indicate that unions have not fulfilled their fair representation obligations?

A common union tactic is to file several grievances over a particular issue to set the stage for future negotiations.

First line supervisor answers employee grievance in writing.Which step of a typical grievance procedure is this an example of?

The third and one-half step in the grievance procedure is settled "without prejudice to either party's position," thereby increasing the likelihood of subsequent grievances on the issue.

Binding decision by a third-party neutral.Which step of a typical grievance procedure is this an example of?

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

Economic Issues

Administrative Issues

Resolving Negotiation Impasses and Contract Ratification

Labor and Employment Arbitration

Employee Discipline

Labor Relations in the Public Sector

Labor Relations in Multinational Corporations and in Other Countries

Filters