Exam 15: Collective Bargaining

What are permissive bargaining subjects?

Section 8(d)of the NLRA prohibits any modifications or changes in a collective agreement's provisions relating to _____ during the term of the agreement unless both parties to the agreement consent to such changes.

Despite the union being certified as bargaining representative, the National Labor Relations Board (NLRB)does not require that the employer recognize and bargain with the union.

Permissive bargaining subjects are those matters not directly related to wages, hours, terms and conditions of employment, and are not prohibited.

Under _____, when a union is certified as the winner of a representation election, the employer is required to bargain with it.

To determine whether the union has the majority support for the first twelve months of the strike, the NLRB held that economic strikers must be considered as members of:

Briefly describe permissive bargaining subjects.

The NLRB requires that the prior conditions be restored and any reduction in wages or benefits be paid back, if an employer has:

Section 8(d)of the National Labor Relations Act (NLRA)states that, the obligation of the employer and the bargaining representative is to meet at and confer in good faith with respect to:

When an impasse results from a party's rigid insistence upon a particular proposal that relates to wages, hours, or terms and conditions of employment, then it is not a violation of:

The duty to bargain in good faith under Section 8(d)includes the obligation to _____, if requested by either party.

In J. I. Case Co. v. NLRB , the Supreme Court held that contracts of employment made with individual employees were _____ to negotiating a collective agreement with the union.

What is meant by "failing firm exception"?

In Auciello Iron Works , Inc. v. NLRB , the union filed unfair labor practice charges with the NLRB. An administrative law judge found that a contract existed between the parties and that Auciello's withdrawal from it violated _____ of the NLRA.

An employer is required to recognize a union as the exclusive bargaining representative of its employees when a majority of those employees support the union.

Proposals under the collective agreement, which involve violations of the NLRA or other laws is known as:

Employees join unions to gain some influence over their working conditions and wages, which is achieved through the process called collective bargaining.

When the union is certified as bargaining representative after winning an election, the NLRB requires that the employer recognize and bargain with the union for at least a year from certification, regardless of any doubts the employer may have about the union's continued majority support. Unfair labor practices committed by the employer, such as refusal to bargain in good faith, may have the effect of extending the one-year period, as the NLRB held in:

In NLRB v. Truitt Mfg., the requirement to furnish financial information is a "truth-in-bargaining" requirement.

In Visiting Nurse Services of Western Massachusetts, Inc. v. NLRB , the union filed unfair labor practice charges with the NLRB, claiming that VNS had violated Section 8(a) (1)and (5)of the NLRA by unilaterally implementing: