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Which of the following are employer unfair labor practices (ULPs) under Section 8 of the NLRA?

  1. Which of the following are employer unfair labor practices (ULPs) under Section 8 of the NLRA?

  2. Forming company unions (dominating a labor organization)

  3. Interfering with employee Section 7 rights

  4. Refusing to bargain in good faith with certified unions

  5. All of the above

2 points  

  1. When one of the industrial parties violates the NLRA, this is known as:

  2. Failing to bargain in good faith (bad faith bargaining)

  3. A grievance

  4. Taking "industrial action" or using "industrial weapons"
  5. An unfair labor practice (ULP)

2 points  

  1. What does the term "Good Faith" bargaining mean?

  2. That both parties must compromise during the negotiations process and reach agreement

  3. That the parties negotiate fairly about genuine interests and seriously attempt to reach agreement

  4. That the parties must use fact-finding, mediation, or arbitration before moving to strike/lockout

  5. All of the above

2 points  

  1. A system of employment practices (such as using self-directed work teams, pay-for-performance compensation systems, employee involvement programs, and training/career development programs) that are designed to create employee motivation, engagement, and commitment are known as what?

  2. Quality Circles
  3. Organizational Dispute Resolution (ODR) mechanisms
  4. High Performance Work Practices
  5. None of the above

2 points  

  1. If a local union represents only the workers of a single occupation/craft, then what type of union structure is this? 

  2. Business Union
  3. Industrial Union
  4. Trade Union
  5. Exclusive Union

2 points  

  1. A key principle of integrative bargaining is that the parties should focus on ___________________ during negotiations
  2. Aggressive bargaining positions/demands

  3. Self-interest and "win-lose" issues

  4. Common interests and "win-win" issues

  5. "Winning" the negotiation at all costs

2 points  

  1. A union leader whose role it is to act as an "on the floor" leader/problem solver/resource for other union members who might encounter problems/issues with management (or another employee) is known as a what?

  2. Steward
  3. Business Manager
  4. Agent
  5. Chief Negotiator

2 points  

  1. Why might an employer challenge the determination of the bargaining unit during a union organizing drive?

  2. In order to delay the representation election vote

  3. In order to prevent both skilled and unskilled workers from being in the same bargaining unit which would give the union greater power

  4. In order to include more workers into the bargaining unit, thus requiring more authorization cards to be signed to demonstrate "sufficient interest"

  5. All of the above

2 points  

  1. The ________________ view of conflict states that conflict between labor/employees and management is inherent, and is the natural result of legitimate differences between the goals of those two parties.

  2. Unitarist
  3. Pluralist
  4. Theory X
  5. Theory Y

2 points  

  1. When an employee must become a dues-paying union member after they are hired into a company (and passed their probationary period), this is a legal "arrangement" known as a _______________ shop.

  2. Closed
  3. Open
  4. Union
  5. Card Check

2 points  

  1. An example of a mitigating factor that could be used to modify the application of a progressive discipline policy for an employee would be:

  2. The employee has some difficult personal issues that contributed to the incident

  3. An employee's manager instigated or aggravated the situation

  4. The rule violation was uncharacteristic of the employee and they are a good performer

  5. All of the above

2 points  

  1. The recognition that conflict between labor & management is simply too costly and does not result in efficient operations for businesses is an idea central to the strategy & practice of:

  2. Solidarity Unionism
  3. Union Substitution
  4. Labor-Management Cooperation
  5. Arbitration

2 points  

  1. It is an unfair labor practice (ULP) violation during a union organizing drive for an employer or a union to:

  2. Passionately tell employees why they think they should or shouldn't vote for the union

  3. Threaten, coerce, intimidate, or make promises to employees

  4. Point out realistic possible positive or negative outcomes for employees if they choose to unionize

  5. All of the above

2 points  

  1. The type of organizational justice that focuses on a person's judgment about the integrity, validity, and fairness of a decision-making process is known as ______________________ justice.

  2. Informational
  3. Interactional
  4. Distributive
  5. Procedural

2 points  

  1. The type of ODR mechanism where non-union employee grievances/conflicts are adjudicated by an internal tribunal consisting of a mix of managerial and non-managerial employees is known as what?

  2. Fact-finding Tribunal

  3. Internal grievance arbitration

  4. Peer Review Panel

  5. Ombudsperson Hearing

2 points  

  1. A "Right to Work" law means that:

  2. You have a right to your job after a strike

  3. Unions can force workers to become members
  4. You cannot force a person to be a union member and pay union dues—no mandatory union membership

  5. None of the above

2 points  

  1. An advantage of having a grievance mediation step before moving directly to grievance arbitration to adjudicate a contract grievance is that:

  2. Mediation is generally quicker and cheaper than arbitration

  3. Mediation definitively solves the problem, whereas arbitration might not offer a solution

  4. Mediators are always trained & licensed, whereas arbitrators typically are not

  5. All the above

2 points  

  1. Issues such as wages and working conditions that labor and management are required to bargain over during the collective bargaining process are known as:

  2. Central issues of bargaining

  3. Mandatory issues of bargaining
  4. Obligatory issues of bargaining
  5. Permissable issues of bargaining

2 points  

  1. A/an _______________________ meeting is where an employer (during work hours) holds a mandatory meeting to campaign against the formation of a union to its employees.

  2. Open Shop
  3. Agency Shop
  4. Captive Audience
  5. Union Avoidance/Substitution

2 points  

  1. What was the main goal or purpose of Taft-Hartley Act passed in 1947?

  2. To re-balance the power in Labor Relations, which T-H supporters argued had favored unions with the prior passage of the NLRA

  3. To re-balance power in Labor Relations, which T-H supporters argued had favored management with the prior passage of the NLRA

  4. To effectively outlaw unions as illegal conspiracies

  5. To encourage union growth

2 points  

  1. If Management adopts the view that its workers are talented & self-motivated individuals who will act on the company's behalf if managed properly (and are thus valuable resources for the company), what viewpoint/philosophy does this reflect?

  2. Mainstream economic "Rational Man" viewpoint
  3. Union Partnering viewpoint
  4. Theory X viewpoint
  5. Theory Y viewpoint

2 points  

  1. Mechanisms that involve giving employees some degree of input/control over organizational decisions and policies in order to create feelings of organizational commitment, identification, and motivation, are known as:

  2. Employee voice mechanisms

  3. Union Access mechanisms

  4. Theory X mechanisms

  5. Interactional Justice mechanisms

2 points  

  1. The management philosophy that workers are inherently talented, motivated, deserving of trust, and committed to the goals of the organization is known as _______________?
  2. Labor-Management Cooperation
  3. Pluralism
  4. Theory X
  5. Theory Y

2 points  

  1. Under what condition will the NLRB agree to hold a representation election?

  2. If 15% or more of the employees have signed authorization cards indicating interest in representation and the employer has committed an unfair labor practice

  3. If 30% or more of the employees have signed authorization cards
  4. Only if 50% or more of the employees have signed authorization cards

  5. If an employer volutarily requests the formation of a "company union"

2 points  

  1. The section or clause in a CBA that outlines management's sole authority to control business operations and direct the workforce at its discretion is known as:

  2. Job Rights clause

  3. Sole Control clause
  4. Exclusive Representation clause
  5. Management Rights clause

2 points  

  1. In both union and non-union settings, when employee grievances can't be resolved satisfactorily at lower-levels, the final step of a formal employee grievance process is typically:

  2. Federal Lawsuit

  3. Grievance Mediation

  4. Grievance Fact-Finding

  5. Grievance Arbitration

2 points  

  1. An employee-led program where employees meet to discuss making changes/improvements in the working environment (things like work rules, job design, the physical environment, etc.) is called a:

  2. Joint Safety Committee
  3. Quality of Work Life (QWL) Initiative
  4. Grievance Committee
  5. Improshare Plan

2 points  

  1. A union member's right to have representation during any conversation with management that might result in any application of discipline is known as ______________________ rights.

  2. Union Access
  3. Union Security
  4. Weingarten
  5. Just Cause

2 points  

  1. Which of the following is an example of an illegal strike?

  2. A strike over working conditions and hours of work (a mandatory subject)

  3. A strike over union access to the workplace (a permissible subject)

  4. A strike over an employer committing an unfair labor practice (ULP)

  5. A union recognition strike

2 points  

  1. A management LER strategy where management actively tries, through aggressive legal (and sometimes illegal) means, to resist union organization at its facilities is known as a/an ___________________ strategy.

  2. Unitarist
  3. Codified Business-like
  4. Union Threat
  5. Union Suppression

2 points  

  1. The legal principle which states that either party can terminate/modify the employment relationship without penalty at any time for any reason is:

  2. At-will employment

  3. Common law

  4. Injunction principle

  5. Just Cause

2 points  

  1. The role of an arbitrator in dispute resolution is to: 

  2. Act as a "therapist" and get the two sides talking productively
  3. Make a final and binding decision to resolve a dispute or settle a contract
  4. Engage in fact-finding and communicate those facts to both parties so they know what the undisputed facts of the situation are, which can kick-start negotiations
  5. Attempt to help the parties "re-frame" the issues so that they can see each other's sides better

2 points  

  1. The concept that an employee should only be disciplined/terminated for valid job-related reasons reflects:

  2. Employment-at-Will
  3. Progressive Dispute Resolution
  4. Just Cause
  5. Distributive Justice

2 points  

  1. The research on HPWPs indicates what?
  2. Utilizing a few individual HPWPs is just as effective in improving organizational performance as utilizing an entire system of them
  3. Utilizing "bundles" of HPWPs is the most effective way to implement them, as the practices are complimentary of each other and mutually reinforcing
  4. The most important HPWP for increasing organizational performance is performance-based pay
  5. Only organizations in certain industries can effectively utilize HPWPs

2 points  

  1. A ____________________ is an employer-initiated (rather than worker-initiated) work stoppage that occurs after reaching a bargaining impasse. 

  2. Jurisdictional stoppage
  3. Lockout
  4. Wildcat strike
  5. ULP stoppage

2 points  

  1. A "union access" clause is a clause in a CBA that gives the union the contractual right to do what?

  2. Have union officers/leadership enter the premise of the workplace and meet with their members

  3. Automatically deduct union dues from an employee's paycheck

  4. Get access to the company's full financial information to aid in bargaining preparation

  5. Grant senior union members preferential treatment over less senior members

2 points  

  1. Unfair Labor Practice (ULP violations) can be committed:
  2. Only during the term of collective bargaining agreement

  3. By employers only
  4. By both employers or unions
  5. By any outside third party who interferes in the labor-management relationship

2 points  

  1. A/an ________________ is a violation of one party's contractual (CBA) rights by the other party:

  2. Grievance
  3. Unfair Labor Practice (ULP)
  4. Unilaterial Contract Change
  5. Impasse

2 points  

  1. What is a union security clause?

  2. Part of a CBA that contractually recognizes the union as the sole legal representative of the employees

  3. A section of the NLRA that legally recognizes the legitimacy and legality of unions in the US

  4. Part of a CBA that requires employers to automatically deduct union dues from an employees paycheck so the unions can ensure they get their dues money

  5. A part of US common law stating that collective bargaining agreements are binding legal contracts

2 points  

  1. The most important part of bargaining, where the negotiation is really wonor lost, is:

  2. Bargaining Preparation stage
  3. Active bargaining stage
  4. Impasse stage
  5. Industrial weapons stage

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