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CBA_Midterm_2009_01_key_whiteexam

CBA_Midterm_2009_01_key_whiteexam - HUMAN RESOURCES...

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HUMAN RESOURCES MANAGEMENT BUSHRM 1050 Midterm Examination Fall 2008 (09-1) 1. All of the following job classifications would exclude someone from being entitled to “time and a half” pay under the FLSA except : a. salaried b. professional c. executive d. administrative 2. To maximize the likelihood of becoming the certified bargaining representative for employees, unions legally can: a. make campaign promises to deliver improvements in HRM practices through collective bargaining b. present the employer with signed, dual-purpose authorization cards and request recognition in lieu of an election c. send professional union organizers “under cover” as job applicants who will secretly use their organizing skills to assist interested employees if hired. d. all of the above e. none of the above 3. Which of the following union-security arrangements would be considered illegal in states that do not have ‘right-to-work’ laws? 4. The percentage of employees in a country that are formally affiliated with labor unions is referred as the : 5. Unions that win certification elections have of “guaranteed life” to try to secure their first collective bargaining agreement with the company. 6. Over the last decade, HR staff ratios in larger U.S. firms has changed from : a. increased substantially (i.e., more HR staff persons relative to the workforce) b. remained stable c. decreased substantially (i.e., fewer HR staff persons relative to the workforce)
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7. ‘Disparate treatment’ may be present when firms : a. intentionally exclude particular individuals from employment opportunities because of their personal characteristics b. apply the same employment requirement to all applicants/employees but end up disqualifying the members of some demographic groups much more often than others c. commit such severe unfair labor practices that a bargaining order is issued d. substitute information technology for personal contact in HR service-delivery 8. After determining that an employment discrimination complaint has merit, the Equal Employment Opportunity Commission (EEOC) first seeks to resolve the matter through: a. work site inspection b. litigation c. conciliation negotiations d. criminal prosecution of company executives e. none of the above
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