Question 1

What does Section 8(d)of the National Labor Relations Act state with respect to duty of bargain?

Accepted Answer

Section 8(d)states that once aware of the union's majority support, the employer must recognize and bargain with the union when a majority of those employees support the union.

Question 2

What are the procedural requirements under Section 8(d)of the National Labor Relations Act?

Accepted Answer

The procedural requirements under Section 8(d)of the Act include the following: 
The party seeking to begin negotiations must give notice of desire to bargain at least 60 days prior to the expiration of the collective agreement, or sixty days prior to the date the agreement will go into effect. 
Any existing agreement must be kept in effect for sixty days from giving notice, or until its expiry date (whichever occurs later). 
Strikes and lockouts are prohibited during the sixty-day notice period 
If the negotiations result in a dispute, the party seeking contract. Termination must notify the FMCS and state mediation agency within thirty days from giving the notice to bargain; no strike or lockout can occur until after thirty days from giving notice to the FMCS and state agency.

Question 3

In H. K. Porter Co. v. NLRB , the dispute mainly revolves around the union's desire to have the company agree to "check off" the dues owed to the union by its members, that is, to deduct those dues periodically from the company's wage payments to the employees. The evidence shows, and the court found, that the company's objection was not because of inconvenience, but solely on the ground that the company was:

Accepted Answer

A) not agreeing to the union's demands. 
B) having direct contacts with the individual employees. 
C) not furnishing the requested financial information. 
D) not going to aid and comfort the union. 
A) not agreeing to the union's demands. 
B) having direct contacts with the individual employees. 
C) not furnishing the requested financial information. 
D) not going to aid and comfort the union. D

Question 4

As long as the parties bargain with an intention to find a basis of agreement, the breakdown or deadlock of negotiations is not a violation of the:

Accepted Answer

A) terms of agreement. 
B) duty to bargain in good faith. 
C) NLRA. 
D) employment contract. 
A) terms of agreement. 
B) duty to bargain in good faith. 
C) NLRA. 
D) employment contract.

Question 5

Define mass layoffs.

Accepted Answer

Mass layoffs are defined as layoffs crea

Question 6

Explain plant closing legislation.

Accepted Answer

Congress passed the Worker Adjustment an

Question 7

The matters which are not directly related to wages, hours, terms and conditions of the employment and not prohibited are called:

Accepted Answer

A) good faith bargaining. 
B) permissive bargaining subjects. 
C) duty of bargaining. 
D) supplementary bargaining subjects. 
A) good faith bargaining. 
B) permissive bargaining subjects. 
C) duty of bargaining. 
D) supplementary bargaining subjects.

Question 8

Section 8(a) (5)requires that the employer bargain with a union that is the representative of its employees according to _____.

Accepted Answer

A) Section 9(a) 
B) Section 8(d) 
C) Section 8(a) 
D) Section 704(a) 
A) Section 9(a) 
B) Section 8(d) 
C) Section 8(a) 
D) Section 704(a)

Question 9

Section 8(g)requires that a labor organization seeking to picket or strike against a health-care institution must give both the employer and the Federal Mediation and Conciliation Service (FMCS)written notice of its intention to strike or picket at least _____ days prior to taking the action.

Accepted Answer

A) ninety 
B) sixty 
C) fifteen 
D) ten 
A) ninety 
B) sixty 
C) fifteen 
D) ten

Question 10

The National Labor Relations Act (NLRA)is explicit regarding the duty to bargain in good faith and even controls the results of the bargaining process.

Accepted Answer

A) True 
 B)False

Question 11

Employees who go on an economic strike during the sixty-day "cooling-off" period lose their status as employees and the protections of the NLRA.

Accepted Answer

A) True 
 B)False

Question 12

If the employer pleads inability to pay, the union:

Accepted Answer

A) can demand a lockout. 
B) must make a good faith demand for financial information. 
C) is entitled to petition the NLRB against the employer. 
D) can legally conduct an economic strike. 
A) can demand a lockout. 
B) must make a good faith demand for financial information. 
C) is entitled to petition the NLRB against the employer. 
D) can legally conduct an economic strike.

Question 13

When a union and a group of employers agree upon specified wages and working conditions, the effect among the employers with respect to those wages or working conditions may be to reduce:

Accepted Answer

A) competition. 
B) disparity. 
C) unfair labor practices. 
D) litigation over wages. 
A) competition. 
B) disparity. 
C) unfair labor practices. 
D) litigation over wages.

Question 14

The Worker Adjustment and Retraining Notification (WARN)permits the creation of a separate enforcement agency and gives enforcement authority to the Department of Labor.

Accepted Answer

A) True 
 B)False

Question 15

When negotiations result in matters of dispute, the party seeking contract termination must notify the _____ and the appropriate state mediation agency within thirty days from giving the notice to bargain.

Accepted Answer

A) International Labor Organization (ILO) 
B) Western Addition Community Organization 
C) National Labor Relations Board (NLR
B)  
D) Federal Mediation and Conciliation Service (FMCS) 
A) International Labor Organization (ILO) 
B) Western Addition Community Organization 
C) National Labor Relations Board (NLR
B)  
D) Federal Mediation and Conciliation Service (FMCS)

Question 16

The subjects that vitally affect the terms and conditions of the employment of the employees in the bargaining unit are called _____ bargaining subjects.

Accepted Answer

A) restricted 
B) mandatory 
C) permissive 
D) prohibited 
A) restricted 
B) mandatory 
C) permissive 
D) prohibited

Question 17

In First National Maintenance Corp. v. NLRB , the petitioner notified its Greenpark employees that they would be discharged three days later. With nothing but a perfunctory further discussion, the petitioner discontinued its Greenpark operation and discharged the employees. The union filed an unfair labor practice charge against petitioner, alleging violations of which section of the NLRA?

Accepted Answer

A) Section 8(1) (a)and (5) 
B) Section 8(b) (3) 
C) Section 77(a) 
D) Section 16(d) 
A) Section 8(1) (a)and (5) 
B) Section 8(b) (3) 
C) Section 77(a) 
D) Section 16(d)

Question 18

Which of the following statements is not true of the NLRA's approach to the duty to bargain?

Accepted Answer

A) The act imposes an obligation to bargain collectively upon the union. 
B) The act allows the employer to refuse to bargain with the bargaining unit. 
C) The act does not control the results of the bargaining process. 
D) The act does not compel either party to agree to a proposal or require the making of a concession. 
A) The act imposes an obligation to bargain collectively upon the union. 
B) The act allows the employer to refuse to bargain with the bargaining unit. 
C) The act does not control the results of the bargaining process. 
D) The act does not compel either party to agree to a proposal or require the making of a concession.

Question 19

The National Labor Relations Act (NLRA)provides for longer notice periods when the collective bargaining involves the employees of a(n):

Accepted Answer

A) educational institution. 
B) software company. 
C) health-care institution. 
D) law firm. 
A) educational institution. 
B) software company. 
C) health-care institution. 
D) law firm.

Question 20

What are prohibited bargaining subjects?

Accepted Answer

Prohibited bargaining subjects are propo

What does Section 8(d)of the National Labor Relations Act state with respect to duty of bargain?

What are the procedural requirements under Section 8(d)of the National Labor Relations Act?

As long as the parties bargain with an intention to find a basis of agreement, the breakdown or deadlock of negotiations is not a violation of the:

Define mass layoffs.

Explain plant closing legislation.

The matters which are not directly related to wages, hours, terms and conditions of the employment and not prohibited are called:

Section 8(a) (5)requires that the employer bargain with a union that is the representative of its employees according to _____.

Section 8(g)requires that a labor organization seeking to picket or strike against a health-care institution must give both the employer and the Federal Mediation and Conciliation Service (FMCS)written notice of its intention to strike or picket at least _____ days prior to taking the action.

The National Labor Relations Act (NLRA)is explicit regarding the duty to bargain in good faith and even controls the results of the bargaining process.

Employees who go on an economic strike during the sixty-day "cooling-off" period lose their status as employees and the protections of the NLRA.

If the employer pleads inability to pay, the union:

When a union and a group of employers agree upon specified wages and working conditions, the effect among the employers with respect to those wages or working conditions may be to reduce:

The Worker Adjustment and Retraining Notification (WARN)permits the creation of a separate enforcement agency and gives enforcement authority to the Department of Labor.

When negotiations result in matters of dispute, the party seeking contract termination must notify the _____ and the appropriate state mediation agency within thirty days from giving the notice to bargain.

The subjects that vitally affect the terms and conditions of the employment of the employees in the bargaining unit are called _____ bargaining subjects.

Which of the following statements is not true of the NLRA's approach to the duty to bargain?

The National Labor Relations Act (NLRA)provides for longer notice periods when the collective bargaining involves the employees of a(n):

What are prohibited bargaining subjects?

First the Forest, Then the Trees: an Overview of Employment and Labor Law

Employment Contracts and Wrongful Discharge

Commonly Committed Workplace Torts

Employee Privacy Rights in the 21st Century

The Global Perspective: International Employment Law and American Immigration Policy

Title Vii of the Civil Rights Act and Race Discrimination

Gender and Family Issues: Title Vii and Other Legislation

Discrimination Based on Religion and National Origin and Procedures Under Title Vii

Discrimination Based on Age

Discrimination Based on Disability

Other Equal Employment Opportunity and Employment Legislation: Federal and State Laws

The Rise of Organized Labor and Its Regulatory Framework

The Unionization Process

Unfair Labor Practices by Employers and Unions

Picketing and Strikes

The Enforcement and Administration of the Collective Agreement

The Rights of Union Members

Public Sector Labor Relations

Occupational Safety and Health

The Employees Safety Nets: Unemployment and Workers Compensation, Social Security, and Retirement Plans

The Fair Labor Standards Act

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Exam 15: Collective Bargaining

What does Section 8(d)of the National Labor Relations Act state with respect to duty of bargain?

What are the procedural requirements under Section 8(d)of the National Labor Relations Act?

As long as the parties bargain with an intention to find a basis of agreement, the breakdown or deadlock of negotiations is not a violation of the:

Define mass layoffs.

Explain plant closing legislation.

The matters which are not directly related to wages, hours, terms and conditions of the employment and not prohibited are called:

Section 8(a) (5)requires that the employer bargain with a union that is the representative of its employees according to _____.

Section 8(g)requires that a labor organization seeking to picket or strike against a health-care institution must give both the employer and the Federal Mediation and Conciliation Service (FMCS)written notice of its intention to strike or picket at least _____ days prior to taking the action.

The National Labor Relations Act (NLRA)is explicit regarding the duty to bargain in good faith and even controls the results of the bargaining process.

Employees who go on an economic strike during the sixty-day "cooling-off" period lose their status as employees and the protections of the NLRA.

If the employer pleads inability to pay, the union:

When a union and a group of employers agree upon specified wages and working conditions, the effect among the employers with respect to those wages or working conditions may be to reduce:

The Worker Adjustment and Retraining Notification (WARN)permits the creation of a separate enforcement agency and gives enforcement authority to the Department of Labor.

When negotiations result in matters of dispute, the party seeking contract termination must notify the _____ and the appropriate state mediation agency within thirty days from giving the notice to bargain.

The subjects that vitally affect the terms and conditions of the employment of the employees in the bargaining unit are called _____ bargaining subjects.

Which of the following statements is not true of the NLRA's approach to the duty to bargain?

The National Labor Relations Act (NLRA)provides for longer notice periods when the collective bargaining involves the employees of a(n):

What are prohibited bargaining subjects?

First the Forest, Then the Trees: an Overview of Employment and Labor Law

Employment Contracts and Wrongful Discharge

Commonly Committed Workplace Torts

Employee Privacy Rights in the 21st Century

The Global Perspective: International Employment Law and American Immigration Policy

Title Vii of the Civil Rights Act and Race Discrimination

Gender and Family Issues: Title Vii and Other Legislation

Discrimination Based on Religion and National Origin and Procedures Under Title Vii

Discrimination Based on Age

Discrimination Based on Disability

Other Equal Employment Opportunity and Employment Legislation: Federal and State Laws

The Rise of Organized Labor and Its Regulatory Framework

The Unionization Process

Unfair Labor Practices by Employers and Unions

Picketing and Strikes

The Enforcement and Administration of the Collective Agreement

The Rights of Union Members

Public Sector Labor Relations

Occupational Safety and Health

The Employees Safety Nets: Unemployment and Workers Compensation, Social Security, and Retirement Plans

The Fair Labor Standards Act

Filters