Question 1

A nurse is interested in the possibility of collective bargaining in the workplace. What will the nurse find when researching this possibility?

Accepted Answer

A)  Most nurses do not work under collective bargaining agreements. 
B)  As the nurse is a manager, collective bargaining would be of no interest. 
C)  The National Labor Relations Board (NLR
B)  has addressed collective bargaining in nursing. 
D)  The nurse works in a state hospital, where collective bargaining is not possible. 
E)  The cost of the dues or "fees" associated with collective bargaining is more than could be gained from joining. 
A)  Most nurses do not work under collective bargaining agreements. 
B)  As the nurse is a manager, collective bargaining would be of no interest. 
C)  The National Labor Relations Board (NLR
B)  has addressed collective bargaining in nursing. 
D)  The nurse works in a state hospital, where collective bargaining is not possible. 
E)  The cost of the dues or "fees" associated with collective bargaining is more than could be gained from joining.

Question 2

A union representative tells the nurses of a hospital that they should review the Kentucky River trilogy as part of their education regarding unionization. What will the nurses learn from this review?

Accepted Answer

A)  A summary of the benefits of collective bargaining in the health care industry 
B)  The history of unionization in the United States 
C)  What the nurse can expect to pay as a member of the collective bargaining unit 
D)  Which nurses are considered to have supervisory status 
A)  A summary of the benefits of collective bargaining in the health care industry 
B)  The history of unionization in the United States 
C)  What the nurse can expect to pay as a member of the collective bargaining unit 
D)  Which nurses are considered to have supervisory status

Question 3

One of the areas of supervision defined by the National Labor Relations Board (NLRB) is "independent judgment." Which nurses fall into this category?

Accepted Answer

A)  A nurse who routinely reviews lab work and makes a clinical judgment of when to notify the physician 
B)  A nurse who works twice a month as charge nurse on an acute care unit 
C)  A nurse who makes team assignments as part of the charge nurse role 
D)  A nurse whose job includes choosing which assistants to place with which clients 
E)  A nurse who applies assessment findings when altering the plan of care for a client 
A)  A nurse who routinely reviews lab work and makes a clinical judgment of when to notify the physician 
B)  A nurse who works twice a month as charge nurse on an acute care unit 
C)  A nurse who makes team assignments as part of the charge nurse role 
D)  A nurse whose job includes choosing which assistants to place with which clients 
E)  A nurse who applies assessment findings when altering the plan of care for a client

Question 4

The nursing staff at a hospital is upset regarding nurse-client ratios. One of the nurses says, "Our contract is not being honored. I think we need to tear it up and strike, starting tomorrow." Which response by the union representative is most appropriate?

Accepted Answer

A)  "We can't strike until we have given administration 10 days' notice of our desire to change the contract." 
B)  "The FMCS (Federal Mediation and Conciliation Service) has to have 30 days' notice of our intent to strike." 
C)  "I have to let the medical chief of staff know we are going to strike at least 30 days before it happens." 
D)  "I have to meet with the Board of Directors and tell them 24 hours in advance." 
A)  "We can't strike until we have given administration 10 days' notice of our desire to change the contract." 
B)  "The FMCS (Federal Mediation and Conciliation Service) has to have 30 days' notice of our intent to strike." 
C)  "I have to let the medical chief of staff know we are going to strike at least 30 days before it happens." 
D)  "I have to meet with the Board of Directors and tell them 24 hours in advance."

Question 5

A nurse is discussing the intent of the nurse's collective bargaining representation to strike. The nurse's spouse is concerned about the length of time the nurse may lose as a result of a strike. Which statement by the nurse is correct?

Accepted Answer

A)  "Nurses can't strike; it's just a term on paper." 
B)  "The hospital isn't allowed to replace my position because of a strike." 
C)  "The hospital has a 10-day notice before we go on strike." 
D)  "Not all staff nurses are included in the strike." 
A)  "Nurses can't strike; it's just a term on paper." 
B)  "The hospital isn't allowed to replace my position because of a strike." 
C)  "The hospital has a 10-day notice before we go on strike." 
D)  "Not all staff nurses are included in the strike."

Question 6

A nurse has been hired as a new nurse manager at a hospital that has union representation. Which union-related activities should this manager expect will be included in the role?

Accepted Answer

A)  Actively helping to administer any grievance procedures 
B)  Participating in issues related to disciplining employees 
C)  Encouraging union membership 
D)  Being certain that all disputes within management are public 
E)  Avoiding collective bargaining 
A)  Actively helping to administer any grievance procedures 
B)  Participating in issues related to disciplining employees 
C)  Encouraging union membership 
D)  Being certain that all disputes within management are public 
E)  Avoiding collective bargaining

Question 7

A nurse manager enters the staff break room. The manager overhears the nursing staff discussing wages and paid time off as issues to consider during the bargaining process. Which action by the manager would be appropriate?

Accepted Answer

A)  Leave the break room and not discuss with others what was heard. 
B)  Inform staff they are not to talk about their bargaining issues during work time or at the work site. 
C)  Issue a written warning regarding discussion of wages while on the job. 
D)  Tell nursing administration that a strike is likely. 
A)  Leave the break room and not discuss with others what was heard. 
B)  Inform staff they are not to talk about their bargaining issues during work time or at the work site. 
C)  Issue a written warning regarding discussion of wages while on the job. 
D)  Tell nursing administration that a strike is likely.

Question 8

A nurse who has accepted a position as an assistant ICU manager is discussing unionization with the human resources (HR) director. The HR director says the nurse cannot join the union. What rationale should the HR director offer for this statement?

Accepted Answer

A)  The nurse has never been in a union in the past. 
B)  The nurse must first complete orientation before being eligible to join the union. 
C)  The nurse must have worked in a hospital environment for at least 5 years. 
D)  Registered nurses hired as management are not eligible for collective bargaining. 
A)  The nurse has never been in a union in the past. 
B)  The nurse must first complete orientation before being eligible to join the union. 
C)  The nurse must have worked in a hospital environment for at least 5 years. 
D)  Registered nurses hired as management are not eligible for collective bargaining.

Question 9

The nurses of a hospital have given notice of their desire to unionize. The nurse executive is meeting with all nurse managers to discuss their role. Which information should the executive provide for these managers?

Accepted Answer

A)  "We need to stop this if at all possible. I am counting on you to discourage nurses from joining the union." 
B)  "If the nurses on your unit want to organize, do not interfere." 
C)  "You cannot say anything about the union, but your actions can speak for you." 
D)  "We are not going to participate in this." 
E)  "I will keep you posted as we move through this process." 
A)  "We need to stop this if at all possible. I am counting on you to discourage nurses from joining the union." 
B)  "If the nurses on your unit want to organize, do not interfere." 
C)  "You cannot say anything about the union, but your actions can speak for you." 
D)  "We are not going to participate in this." 
E)  "I will keep you posted as we move through this process."

Question 10

A housekeeping employee is questioning the employees' agent regarding the role of administering the ratified contract. The agent should explain to the employee that this role belongs to which person?

Accepted Answer

A)  Union president 
B)  Hospital administrator 
C)  Designated union representative 
D)  Bargaining agent 
A)  Union president 
B)  Hospital administrator 
C)  Designated union representative 
D)  Bargaining agent

A nurse is interested in the possibility of collective bargaining in the workplace. What will the nurse find when researching this possibility?

A union representative tells the nurses of a hospital that they should review the Kentucky River trilogy as part of their education regarding unionization. What will the nurses learn from this review?

One of the areas of supervision defined by the National Labor Relations Board (NLRB) is "independent judgment." Which nurses fall into this category?

The nursing staff at a hospital is upset regarding nurse-client ratios. One of the nurses says, "Our contract is not being honored. I think we need to tear it up and strike, starting tomorrow." Which response by the union representative is most appropriate?

A nurse is discussing the intent of the nurse's collective bargaining representation to strike. The nurse's spouse is concerned about the length of time the nurse may lose as a result of a strike. Which statement by the nurse is correct?

A nurse has been hired as a new nurse manager at a hospital that has union representation. Which union-related activities should this manager expect will be included in the role?

A nurse manager enters the staff break room. The manager overhears the nursing staff discussing wages and paid time off as issues to consider during the bargaining process. Which action by the manager would be appropriate?

A nurse who has accepted a position as an assistant ICU manager is discussing unionization with the human resources (HR) director. The HR director says the nurse cannot join the union. What rationale should the HR director offer for this statement?

The nurses of a hospital have given notice of their desire to unionize. The nurse executive is meeting with all nurse managers to discuss their role. Which information should the executive provide for these managers?

A housekeeping employee is questioning the employees' agent regarding the role of administering the ratified contract. The agent should explain to the employee that this role belongs to which person?

Introducing Nursing Management

Designing Organizations

Delivering Nursing Care

Leading, Managing, Following

Initiating and Managing Change

Managing and Improving Quality

Understanding Power and Politics

Thinking Critically, Making Decisions, Solving Problems

Communicating Effectively

Delegating Successfully

Building and Managing Teams

Handling Conflict

Managing Time

Budgeting and Managing Fiscal Resources

Recruiting and Selecting Staff

Staffing and Scheduling

Motivating and Developing Staff

Evaluating Staff Performance

Coaching, Disciplining, and Terminating Staff

Managing Absenteeism, Reducing Turnover, Retaining Staff

Dealing With Staff Problems

Preparing for Emergencies

Preventing Workplace Violence

Managing Stress

Advancing Your Career

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Exam 24: Handling Collective Bargaining Issues

A nurse is interested in the possibility of collective bargaining in the workplace. What will the nurse find when researching this possibility?

A union representative tells the nurses of a hospital that they should review the Kentucky River trilogy as part of their education regarding unionization. What will the nurses learn from this review?

One of the areas of supervision defined by the National Labor Relations Board (NLRB) is "independent judgment." Which nurses fall into this category?

The nursing staff at a hospital is upset regarding nurse-client ratios. One of the nurses says, "Our contract is not being honored. I think we need to tear it up and strike, starting tomorrow." Which response by the union representative is most appropriate?

A nurse is discussing the intent of the nurse's collective bargaining representation to strike. The nurse's spouse is concerned about the length of time the nurse may lose as a result of a strike. Which statement by the nurse is correct?

A nurse has been hired as a new nurse manager at a hospital that has union representation. Which union-related activities should this manager expect will be included in the role?

A nurse manager enters the staff break room. The manager overhears the nursing staff discussing wages and paid time off as issues to consider during the bargaining process. Which action by the manager would be appropriate?

A nurse who has accepted a position as an assistant ICU manager is discussing unionization with the human resources (HR) director. The HR director says the nurse cannot join the union. What rationale should the HR director offer for this statement?

The nurses of a hospital have given notice of their desire to unionize. The nurse executive is meeting with all nurse managers to discuss their role. Which information should the executive provide for these managers?

A housekeeping employee is questioning the employees' agent regarding the role of administering the ratified contract. The agent should explain to the employee that this role belongs to which person?

Introducing Nursing Management

Designing Organizations

Delivering Nursing Care

Leading, Managing, Following

Initiating and Managing Change

Managing and Improving Quality

Understanding Power and Politics

Thinking Critically, Making Decisions, Solving Problems

Communicating Effectively

Delegating Successfully

Building and Managing Teams

Handling Conflict

Managing Time

Budgeting and Managing Fiscal Resources

Recruiting and Selecting Staff

Staffing and Scheduling

Motivating and Developing Staff

Evaluating Staff Performance

Coaching, Disciplining, and Terminating Staff

Managing Absenteeism, Reducing Turnover, Retaining Staff

Dealing With Staff Problems

Preparing for Emergencies

Preventing Workplace Violence

Managing Stress

Advancing Your Career

Filters