Question 1

A(n)_____________ relationship would feature union stewards presenting their grievances directly to the first line supervisor in the first step.

Accepted Answer

A)   "power"
B)   "empathetic"
C)   "codified"
D)   "dependent"
E)   none of these C

Question 2

Regardless of motives for filing grievances,management must process them through the grievance procedure specified in the contract.

Accepted Answer

A) True 
 B)False  True

Question 3

____________ introduces the labor relations and international union representative.

Accepted Answer

A)   first step
B)   second step
C)   arbitration
D)   third step
E)   fourth step D

Question 4

"Power relationships" can include the union's threat to file additional (real or bogus)grievances against a particular first line supervisor.

Accepted Answer

A) True 
 B)False

Question 5

Employers are not typically concerned about the fair representation issue since the union assumes full liability when it breaches this obligation.

Accepted Answer

A) True 
 B)False

Question 6

Only ____ percent of collective bargaining agreements contain mediation as a step in the grievance procedure.

Accepted Answer

A)   9
B)   4
C)   26
D)   55
E)   78

Question 7

"Codified relationship" encourages the union steward to bypass the first line supervisor in the grievance process.

Accepted Answer

A) True 
 B)False

Question 8

Employee discusses grievance with or without the union steward.Which step of a typical grievance procedure is this an example of?

Accepted Answer

A)   first step
B)   second step
C)   arbitration
D)   third step
E)   fourth step

Question 9

The _________ of a typical grievance procedure usually introduces the industrial relations representative and the union grievance committee person into the grievance procedure for reasons of precedence.

Accepted Answer

A)   first step
B)   second step
C)   arbitration
D)   third step
E)   fourth step

Question 10

A(n)_________-relationship can occur when the union steward believes that grievances are "red flags" or indicators of poor supervision.

Accepted Answer

A)   "power"
B)   "empathetic"
C)   "codified"
D)   "dependent"
E)   none of these

Question 11

The third and one-half step in the grievance procedure:

Accepted Answer

A)   gives an arbitrator two separate chances to hear the grievance.
B)   encourages supervisors to resolve grievances at the lower level..
C)   discourages the union from filing grievances.
D)   all of these
E)   none of these

Question 12

Employees who claim breach of fair representation are entitled to a jury trial if monetary losses (backpay)are claimed.

Accepted Answer

A) True 
 B)False

Question 13

A disadvantage of the written grievance is that it usually increases emotions since an employee cannot be talked out of the issue once his or her name is signed on the grievance form.

Accepted Answer

A) True 
 B)False

Question 14

Reducing grievances to writing can help establish a written record of precedents that can aid in future grievance resolution.

Accepted Answer

A) True 
 B)False

Question 15

A union fulfills its fair representation obligation if it demonstrates that it considered the interests of all its members and takes its ultimate position honestly,in good faith,and without hostility or arbitrary discrimination.

Accepted Answer

A) True 
 B)False

Question 16

Management should deny an employee's grievance if they believe the employee is merely trying to get something for nothing.

Accepted Answer

A) True 
 B)False

Question 17

Employees file grievances for only one reason: to protest a contract violation.

Accepted Answer

A) True 
 B)False

Question 18

A(n)__________ can occur when one party (usually the union steward)has superior knowledge of the labor agreement over another (usually the first line manager).

Accepted Answer

A)   "power" relationship
B)   "empathetic " relationship
C)   "codified" relationship
D)   "dependent" relationship
E)   none of these

Question 19

A _________ relationship can occur between the union steward and the first line supervisor are aware of and guided by the other's situation.

Accepted Answer

A)   "power" relationship
B)   "empathetic" relationship
C)   "codified" relationship
D)   "dependent" relationship
E)   none of these

Question 20

In fair representation cases,the burden of proof to establish a violation is on:

Accepted Answer

A)   the employee.
B)   the union.
C)   the employer.
D)   the government.
E)   the industrial relations representative.

Exam 10: Contract Administration

A(n) _____________ relationship would feature union stewards presenting their grievances directly to the first line supervisor in the first step.

Regardless of motives for filing grievances,management must process them through the grievance procedure specified in the contract.

____________ introduces the labor relations and international union representative.

"Power relationships" can include the union's threat to file additional (real or bogus)grievances against a particular first line supervisor.

Employers are not typically concerned about the fair representation issue since the union assumes full liability when it breaches this obligation.

Only ____ percent of collective bargaining agreements contain mediation as a step in the grievance procedure.

"Codified relationship" encourages the union steward to bypass the first line supervisor in the grievance process.

Employee discusses grievance with or without the union steward.Which step of a typical grievance procedure is this an example of?

The _________ of a typical grievance procedure usually introduces the industrial relations representative and the union grievance committee person into the grievance procedure for reasons of precedence.

A(n) _________-relationship can occur when the union steward believes that grievances are "red flags" or indicators of poor supervision.

The third and one-half step in the grievance procedure:

Employees who claim breach of fair representation are entitled to a jury trial if monetary losses (backpay)are claimed.

A disadvantage of the written grievance is that it usually increases emotions since an employee cannot be talked out of the issue once his or her name is signed on the grievance form.

Reducing grievances to writing can help establish a written record of precedents that can aid in future grievance resolution.

A union fulfills its fair representation obligation if it demonstrates that it considered the interests of all its members and takes its ultimate position honestly,in good faith,and without hostility or arbitrary discrimination.

Management should deny an employee's grievance if they believe the employee is merely trying to get something for nothing.

Employees file grievances for only one reason: to protest a contract violation.

A(n) __________ can occur when one party (usually the union steward) has superior knowledge of the labor agreement over another (usually the first line manager) .

A _________ relationship can occur between the union steward and the first line supervisor are aware of and guided by the other's situation.

In fair representation cases,the burden of proof to establish a violation is on: