Question 1

The union's bargaining pressure comes from its potential to lock out the employees or to permanently replace nonstriking workers.

Accepted Answer

A) True 
 B)False

Question 2

_____ makes it an unfair labor practice for an employer to refuse to bargain with the employees' representative.

Accepted Answer

A) Section 9(a) 
B) Section 8(b) (3) 
C) Section 8(d) 
D) Section 8(a) (5) 
A) Section 9(a) 
B) Section 8(b) (3) 
C) Section 8(d) 
D) Section 8(a) (5)

Question 3

What was the purpose of the Worker Adjustment and Retraining Act (WARN)?

Accepted Answer

The Worker Adjustment and Retr

Question 4

The Worker Adjustment and Retraining Act (WARN)requires employers with 100 or more employees to give sixty days' advance notice prior to:

Accepted Answer

A) calling for a recognition poll. 
B) the temporary closing of company. 
C) any plant closings and mass layoffs. 
D) shifting of the company premises. 
A) calling for a recognition poll. 
B) the temporary closing of company. 
C) any plant closings and mass layoffs. 
D) shifting of the company premises.

Question 5

_____ makes it an unfair practice for a union representing a group of employees to refuse to bargain with the employer.

Accepted Answer

A) Section 8(a) 
B) Section 8(d) 
C) Section 8(b) (3) 
D) Section 8(a) (1) 
A) Section 8(a) 
B) Section 8(d) 
C) Section 8(b) (3) 
D) Section 8(a) (1)

Question 6

Briefly describe the duty to bargain.

Accepted Answer

An employer is required to recognize a u

Question 7

When a union acquires bargaining rights by voluntary recognition rather than certification, the employer is required to recognize and bargain with the union only for _____ if no agreement is in effect.

Accepted Answer

A) ninety days 
B) sixty days 
C) a reasonable period of time 
D) as long as the employer wants 
A) ninety days 
B) sixty days 
C) a reasonable period of time 
D) as long as the employer wants

Question 8

Explain the concept of duty to furnish information.

Accepted Answer

In NLRB v. Truitt Mfg ., the Supreme Cou

Question 9

Which court case held that an old bargaining agreement no longer applies to a newly severed bargaining unit, and an old agreement does not prevent the employer from negotiating with the craft union on behalf of the new bargaining unit?

Accepted Answer

A) American Seating Co. 
B) J. I. Case Co. v. NLRB 
C) Epic Systems Corp. v. Lewis 
D) None of these answers 
A) American Seating Co. 
B) J. I. Case Co. v. NLRB 
C) Epic Systems Corp. v. Lewis 
D) None of these answers

Question 10

Which of the following does not fall under a mandatory bargaining subject, considering the various rulings on the subject?

Accepted Answer

A) Hours and terms and conditions of employment 
B) Prices of food sold in vending machines in the plant cafeteria 
C) Changes in medical insurance coverage of retired former employees 
D) Employee discounts, shift differentials, and incentive plans 
A) Hours and terms and conditions of employment 
B) Prices of food sold in vending machines in the plant cafeteria 
C) Changes in medical insurance coverage of retired former employees 
D) Employee discounts, shift differentials, and incentive plans

Question 11

In Emporium Capwell Co. v. Western Addition Community Organization , Hollins and Hawkins were minority employees. The Western Addition Community Organization filed a charge against the company with National Labor Relations Board (NLRB). The trial examiner of the NLRB concluded that their activity was not protected by Section 7 of the Act and that their discharges did not, therefore, violate _____ of the NLRA.

Accepted Answer

A) Section 9(a) 
B) Section 8(b) (3) 
C) Section 8(a) (1) 
D) Section 8(a) 
A) Section 9(a) 
B) Section 8(b) (3) 
C) Section 8(a) (1) 
D) Section 8(a)

Question 12

What does Section 9(a)of the NLRA state regarding bargaining in good faith?

Accepted Answer

Section 9(a)states that a unio

Question 13

Which of the following is not true of th e Truitt requirement to furnish information?

Accepted Answer

A) It applies to employers with 100 or more employees. 
B) It is not a "truth-in-bargaining" requirement. 
C) It relates only to claims of financial inability to meet union proposals. 
D) It is aimed to help the union validate the employer's claims. 
A) It applies to employers with 100 or more employees. 
B) It is not a "truth-in-bargaining" requirement. 
C) It relates only to claims of financial inability to meet union proposals. 
D) It is aimed to help the union validate the employer's claims.

Question 14

The employer need not give written notice of the closing or mass layoff to the employees (or their representative), the state economic development officials, or the chief elected local government official.

Accepted Answer

A) True 
 B)False

Question 15

Section 8(b) (3)allows a union representing a group of employees to refuse to bargain with their employer.

Accepted Answer

A) True 
 B)False

Question 16

The collective agreements covering professional baseball and football players are examples of agreements that:

Accepted Answer

A) amount to yellow dog contracts. 
B) permit individual negotiation. 
C) are ex parte agreements. 
D) require an inspection officer. 
A) amount to yellow dog contracts. 
B) permit individual negotiation. 
C) are ex parte agreements. 
D) require an inspection officer.

Question 17

A union or employer seeking to bargain with the other party must notify that other party of its desire to bargain at least _____ prior to the expiration of the existing collective agreement.

Accepted Answer

A) forty five days 
B) thirty days 
C) sixty days 
D) ninety days 
A) forty five days 
B) thirty days 
C) sixty days 
D) ninety days

Question 18

According to NLRB guidelines, what is the tenure of the bargaining agreement for a certified union?

Accepted Answer

The NLRB requires that the emp

Question 19

In _____, the court held that economic strikers must be considered members of the bargaining unit for the purpose of determining whether the union has majority support for the first 12 months of the strike.

Accepted Answer

A) Pioneer Flour Mills 
B) NLRB v. Truitt Mfg 
C) Nurse Services of Western Massachusetts, Inc. v. NLRB 
D) Laidlaw Transit, Inc. 
A) Pioneer Flour Mills 
B) NLRB v. Truitt Mfg 
C) Nurse Services of Western Massachusetts, Inc. v. NLRB 
D) Laidlaw Transit, Inc.

Question 20

Section 8(d)states that making concessions or reaching an agreement is necessary to good faith bargaining.

Accepted Answer

A) True 
 B)False

Exam 15: Collective Bargaining

The union's bargaining pressure comes from its potential to lock out the employees or to permanently replace nonstriking workers.

_____ makes it an unfair labor practice for an employer to refuse to bargain with the employees' representative.

What was the purpose of the Worker Adjustment and Retraining Act (WARN)?

The Worker Adjustment and Retraining Act (WARN)requires employers with 100 or more employees to give sixty days' advance notice prior to:

_____ makes it an unfair practice for a union representing a group of employees to refuse to bargain with the employer.

Briefly describe the duty to bargain.

When a union acquires bargaining rights by voluntary recognition rather than certification, the employer is required to recognize and bargain with the union only for _____ if no agreement is in effect.

Explain the concept of duty to furnish information.

Which court case held that an old bargaining agreement no longer applies to a newly severed bargaining unit, and an old agreement does not prevent the employer from negotiating with the craft union on behalf of the new bargaining unit?

Which of the following does not fall under a mandatory bargaining subject, considering the various rulings on the subject?

What does Section 9(a)of the NLRA state regarding bargaining in good faith?

Which of the following is not true of th e Truitt requirement to furnish information?

The employer need not give written notice of the closing or mass layoff to the employees (or their representative), the state economic development officials, or the chief elected local government official.

Section 8(b) (3)allows a union representing a group of employees to refuse to bargain with their employer.

The collective agreements covering professional baseball and football players are examples of agreements that:

A union or employer seeking to bargain with the other party must notify that other party of its desire to bargain at least _____ prior to the expiration of the existing collective agreement.

According to NLRB guidelines, what is the tenure of the bargaining agreement for a certified union?

In _____, the court held that economic strikers must be considered members of the bargaining unit for the purpose of determining whether the union has majority support for the first 12 months of the strike.

Section 8(d)states that making concessions or reaching an agreement is necessary to good faith bargaining.

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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