Question 1

Which of the following was NOT designated an unfair labor practice by the Wagner Act?

Accepted Answer

A)  bribing employees 
B)  requiring yellow dog contracts 
C)  using company spy systems 
D)  moving businesses to avoid unionization 
E)  black-listing union sympathizers 
A)  bribing employees 
B)  requiring yellow dog contracts 
C)  using company spy systems 
D)  moving businesses to avoid unionization 
E)  black-listing union sympathizers B

Question 2

Union activism and unclear job descriptions are often underlying causes for employee grievances.

Accepted Answer

A) True 
 B)False  True

Question 3

About ________% of people working in the United States belong to unions.

Accepted Answer

A)  5 
B)  12 
C)  20 
D)  45 
E)  62 
A)  5 
B)  12 
C)  20 
D)  45 
E)  62 B

Question 4

Jeff is a manager at a paper mill.He has received a grievance from a group of employees who are union members.The grievance claims that a plant rule barring employees from eating during unscheduled breaks is arbitrary and unfair.What should Jeff do?

Accepted Answer

A)  Discuss the case privately with the union steward. 
B)  Respond to the grievance with long, written answers. 
C)  Agree to make informal changes to the rules. 
D)  Examine the grievants' personnel records. 
E)  Make special arrangements with the grievants. 
A)  Discuss the case privately with the union steward. 
B)  Respond to the grievance with long, written answers. 
C)  Agree to make informal changes to the rules. 
D)  Examine the grievants' personnel records. 
E)  Make special arrangements with the grievants.

Question 5

Ignoring bargaining items is a good strategy for negotiating with labor unions while staying within the limits of good faith bargaining.

Accepted Answer

A) True 
 B)False

Question 6

Negotiators use all of the following types of third-party interventions to overcome an impasse EXCEPT ________.

Accepted Answer

A)  binding arbitration 
B)  nonbinding arbitration 
C)  mediation 
D)  fact finding 
E)  picketing 
A)  binding arbitration 
B)  nonbinding arbitration 
C)  mediation 
D)  fact finding 
E)  picketing

Question 7

All of the following are examples of mandatory bargaining items EXCEPT ________.

Accepted Answer

A)  employee security 
B)  shift differentials 
C)  profit-sharing plans 
D)  indemnity bonds 
E)  employee drug testing 
A)  employee security 
B)  shift differentials 
C)  profit-sharing plans 
D)  indemnity bonds 
E)  employee drug testing

Question 8

Which of the following was part of the New Deal and made union organization easier?

Accepted Answer

A)  Fair Labor Standards Act 
B)  National Industrial Recovery Act 
C)  National Labor Relations Act 
D)  Occupational Safety and Health Act 
E)  Labor Management Relations Act 
A)  Fair Labor Standards Act 
B)  National Industrial Recovery Act 
C)  National Labor Relations Act 
D)  Occupational Safety and Health Act 
E)  Labor Management Relations Act

Question 9

Which law sought to protect union members from possible wrongdoing on the part of their unions?

Accepted Answer

A)  Norris-LaGuardia Act 
B)  Taft-Hartley Act 
C)  Civil Rights Act 
D)  Wagner Act 
E)  Landrum-Griffin Act 
A)  Norris-LaGuardia Act 
B)  Taft-Hartley Act 
C)  Civil Rights Act 
D)  Wagner Act 
E)  Landrum-Griffin Act

Question 10

Most employers decide to contest the union's right to represent their employees.

Accepted Answer

A) True 
 B)False

Question 11

The Taft-Hartley Act amended the National Labor Relations Act by prohibiting unfair union labor practices and specifying the rights of both employers and employees.

Accepted Answer

A) True 
 B)False

Question 12

Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units.The company employs over 300 workers at its Alabama facility.None of the Hyper-Tech employees belong to a union; however,management believes that unionization is in the near future.A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards.Enough eligible employees have signed authorization cards to petition the NLRB for an election.Hyper-Tech's top executives are considering fighting the unionization efforts. 
-Which of the following,if true,best supports the argument that Hyper-Tech should contest the union's right to an election?

Accepted Answer

A)  Hyper-Tech has hired a labor relations consultant to provide advice on union campaign procedures and any relevant laws. 
B)  Managers believe that they may have inadvertently hired union salts, who most likely instigated the unionization movement at Hyper-Tech. 
C)  The process outlined at Hyper-Tech for filing employee grievances differs from the grievance procedures at other firms in the same industry. 
D)  Hyper-Tech management believes that if employees are provided with additional information from the firm that they will revoke their authorization cards. 
E)  Hyper-Tech managers will soon be conducting annual employee performance appraisals and determining what salary adjustments to make. 
A)  Hyper-Tech has hired a labor relations consultant to provide advice on union campaign procedures and any relevant laws. 
B)  Managers believe that they may have inadvertently hired union salts, who most likely instigated the unionization movement at Hyper-Tech. 
C)  The process outlined at Hyper-Tech for filing employee grievances differs from the grievance procedures at other firms in the same industry. 
D)  Hyper-Tech management believes that if employees are provided with additional information from the firm that they will revoke their authorization cards. 
E)  Hyper-Tech managers will soon be conducting annual employee performance appraisals and determining what salary adjustments to make.

Question 13

What are the theories regarding why workers unionize? What can employers and supervisors do to prevent unionization?

Accepted Answer

Experts have spent much time and money t

Question 14

Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units.The company employs over 300 workers at its Alabama facility.None of the Hyper-Tech employees belong to a union; however,management believes that unionization is in the near future.A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards.Enough eligible employees have signed authorization cards to petition the NLRB for an election.Hyper-Tech's top executives are considering fighting the unionization efforts.
-Which of the following questions is LEAST relevant to the decision by Hyper-Tech to fight unionization efforts?

Accepted Answer

A)  How many Hyper-Tech employees were hired within the last year? 
B)  What percentage of Hyper-Tech employees signed authorization cards? 
C)  Does Hyper-Tech qualify for coverage by the National Labor Relations Board? 
D)  What is the opinion of Hyper-Tech's shareholders and creditors regarding unionization? 
E)  What are the laws regarding what Hyper-Tech managers can and cannot do during a campaign? 
A)  How many Hyper-Tech employees were hired within the last year? 
B)  What percentage of Hyper-Tech employees signed authorization cards? 
C)  Does Hyper-Tech qualify for coverage by the National Labor Relations Board? 
D)  What is the opinion of Hyper-Tech's shareholders and creditors regarding unionization? 
E)  What are the laws regarding what Hyper-Tech managers can and cannot do during a campaign?

Question 15

Which of the following terms refers to an unfair labor practice in which a union requires an employer to pay an employee for services not performed?

Accepted Answer

A)  coercing 
B)  padding 
C)  ballooning 
D)  inflating 
E)  featherbedding 
A)  coercing 
B)  padding 
C)  ballooning 
D)  inflating 
E)  featherbedding

Question 16

After the passage of the National Recovery Act in 1933,companies developed "sham unions" that were actually company-supported organizations designed to keep legitimate unions out.

Accepted Answer

A) True 
 B)False

Question 17

Right to work laws inhibit union formation by ________.

Accepted Answer

A)  outlawing unions in right to work states 
B)  prohibiting any form of union security 
C)  making union membership a precondition for employment 
D)  leaving the question of union affiliation up to each company 
E)  leaving the question of union security up to each company 
A)  outlawing unions in right to work states 
B)  prohibiting any form of union security 
C)  making union membership a precondition for employment 
D)  leaving the question of union affiliation up to each company 
E)  leaving the question of union security up to each company

Question 18

Which of the following is a characteristic of good faith bargaining?

Accepted Answer

A)  overlooking bargaining items 
B)  making counterproposals 
C)  making unilateral changes in conditions 
D)  bypassing the union representative 
E)  imposing unreasonable conditions 
A)  overlooking bargaining items 
B)  making counterproposals 
C)  making unilateral changes in conditions 
D)  bypassing the union representative 
E)  imposing unreasonable conditions

Question 19

You are a supervisor at a large manufacturing firm.What should and shouldn't you do during organizing and preelection campaigns? What should and shouldn't you do when faced with employee grievances?

Accepted Answer

Supervisors should use the acronym TIPS

Question 20

Right to work legislation outlaws unions and union membership in specific states.

Accepted Answer

A) True 
 B)False

Which of the following was NOT designated an unfair labor practice by the Wagner Act?

Union activism and unclear job descriptions are often underlying causes for employee grievances.

About ________% of people working in the United States belong to unions.

Jeff is a manager at a paper mill.He has received a grievance from a group of employees who are union members.The grievance claims that a plant rule barring employees from eating during unscheduled breaks is arbitrary and unfair.What should Jeff do?

Ignoring bargaining items is a good strategy for negotiating with labor unions while staying within the limits of good faith bargaining.

Negotiators use all of the following types of third-party interventions to overcome an impasse EXCEPT ________.

All of the following are examples of mandatory bargaining items EXCEPT ________.

Which of the following was part of the New Deal and made union organization easier?

Which law sought to protect union members from possible wrongdoing on the part of their unions?

Most employers decide to contest the union's right to represent their employees.

The Taft-Hartley Act amended the National Labor Relations Act by prohibiting unfair union labor practices and specifying the rights of both employers and employees.

What are the theories regarding why workers unionize? What can employers and supervisors do to prevent unionization?

Which of the following terms refers to an unfair labor practice in which a union requires an employer to pay an employee for services not performed?

After the passage of the National Recovery Act in 1933,companies developed "sham unions" that were actually company-supported organizations designed to keep legitimate unions out.

Right to work laws inhibit union formation by ________.

Which of the following is a characteristic of good faith bargaining?

You are a supervisor at a large manufacturing firm.What should and shouldn't you do during organizing and preelection campaigns? What should and shouldn't you do when faced with employee grievances?

Right to work legislation outlaws unions and union membership in specific states.

Introduction to Human Resource Management

Equal Opportunity and the Law

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 15: Labor Relations and Collective Bargaining

Which of the following was NOT designated an unfair labor practice by the Wagner Act?

Union activism and unclear job descriptions are often underlying causes for employee grievances.

About ________% of people working in the United States belong to unions.

Jeff is a manager at a paper mill.He has received a grievance from a group of employees who are union members.The grievance claims that a plant rule barring employees from eating during unscheduled breaks is arbitrary and unfair.What should Jeff do?

Ignoring bargaining items is a good strategy for negotiating with labor unions while staying within the limits of good faith bargaining.

Negotiators use all of the following types of third-party interventions to overcome an impasse EXCEPT ________.

All of the following are examples of mandatory bargaining items EXCEPT ________.

Which of the following was part of the New Deal and made union organization easier?

Which law sought to protect union members from possible wrongdoing on the part of their unions?

Most employers decide to contest the union's right to represent their employees.

The Taft-Hartley Act amended the National Labor Relations Act by prohibiting unfair union labor practices and specifying the rights of both employers and employees.

What are the theories regarding why workers unionize? What can employers and supervisors do to prevent unionization?

Which of the following terms refers to an unfair labor practice in which a union requires an employer to pay an employee for services not performed?

After the passage of the National Recovery Act in 1933,companies developed "sham unions" that were actually company-supported organizations designed to keep legitimate unions out.

Right to work laws inhibit union formation by ________.

Which of the following is a characteristic of good faith bargaining?

You are a supervisor at a large manufacturing firm.What should and shouldn't you do during organizing and preelection campaigns? What should and shouldn't you do when faced with employee grievances?

Right to work legislation outlaws unions and union membership in specific states.

Introduction to Human Resource Management

Equal Opportunity and the Law

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters