Chapter 8-14 Labor Management

One criticism of conventional interest arbitration is that: a. It may cause a "narcotic effect," making the two parties more likely to turn to arbitration to settle other disputes in the future. b. It reduces the cost of not reaching agreement, thereby causing a "chilling effect" on the parties' incentive to reach an agreement. c. It affords the arbitrator the least degree of flexibility to determine an appropriate settlement outcome, opening the door to arbitration. d. It affords the arbitrator the greatest degree of flexibility to determine an appropriate settlement outcome. e. Anticipating arbitration in the event of an impasse may change the psychology of how bargaining teams bargain.

Anticipating arbitration in the event of an impasse may change the psychology of how bargaining teams bargain.

Which of the following is correct about employees who are union stewards? a. Arbitrators might uphold more lenient penalties for them as opposed to other employees for identical participation in a wildcat strike. b. Arbitrators give them more leeway than they would other employees for arguments/ remarks made to management in a grievance meeting. c. Arbitrators consider them no differently than any other employee. d. They cannot be discharged by management because of legal protection under the National Labor Relations Act. e. Union stewards actually have less responsibility when it comes to disciplinary matters.

Arbitrators give them more leeway than they would other employees for arguments/ remarks made to management in a grievance meeting

Suspensions: a. Typically average three months in length according to one study. b. Must always be given before discharge. c. Are less serious than "oral warnings" because they do not become a permanent part of the employee's work record. d. Are disciplinary lay-offs without pay. e. Typically is the step after discharge.

Are disciplinary lay-offs without pay

Self-managed work teams are also called: a. Temporary work teams. b. Self-directed work teams. c. Semi-autonomous work teams. d. Worker participation teams. e. Production Teams.

Self-directed work teams

Fact-finding and arbitration are successful in resolving impasses because these procedures provide deadlines for the parties to resolve their differences. T or F

True

Favorable public-sector labor legislation appears to be a significant factor encouraging growth in public-sector bargaining within a state. T or F

True

Featherbedding is the term given to job security rules when they are carried to extremes. T or F

True

Grievance mediation is a process in which an outside neutral assists the parties in resolving grievances without the use of arbitration. T or F

True

If a governmental unit privatizes a government service to a private business, the private employer is likely to be covered under the Labor Management Relations Act. T or F

True

If highly skilled technical employees or union officials are granted superseniority, they will be the last individuals laid off in their seniority unit. T or F

True

In Australia, the Workplace Relations Act of 1996 (WRA) introduced individual contracts called Australian Workplace Agreements (AWAs) which enhanced ''choice'' by placing individual and collective agreements on an equal footing. T or F

True

In Germany, codetermination committees provide works councils with rights to information and consultation on subjects such as manpower planning, change in work processes, working environment, and job content. T or F

True

In Great Britain, Labor agreements are negotiated and administered at the plant level, and they are not enforceable by law. T or F

True

In addition to interpreting ambiguous language or resolving problems not covered in the agreement, past practices may even alter clear and convincing contractual provisions. T or F

True

In discipline and discharge cases, management's burden of proof to establish that the employee committed an infraction of a company's rule is an overriding consideration. T or F

True

In most cases, a wildcat strike occurs in violation of an existing no-strike clause in a labor agreement. T or F

True

In most states, an employer cannot legally discharge an employee if the discharge is inconsistent with an explicit, well- established public policy of the state. T or F

True

In nonunion settings, the authority of managerial policies and actions often goes unchallenged. T or F

True

In the federal sector, the agency and the exclusively recognized union have a duty to meet at reasonable times and confer in good faith with respect to mandatory subjects of collective bargaining. T or F

True

In unionized firms, employees often have unique concerns that are neither addressed in collective bargaining nor explicitly covered in the labor agreement. T or F

True

Informational justice is a manner in which information is used and which explanations are offered to employees that have been laid off. T or F

True

Interest arbitration, unlike mediation and fact finding, results in a final and binding decision. T or F

True

Job sharing is where two or more employees share a job by dividing the standard total number of hours for the job between them. T or F

True

Management has a right to determine work schedules unless restricted by negotiated language in the labor agreement. T or F

True

Management may not call a strike, but it may invoke certain practices that will cause a strike, because a strike sometimes works to its advantage, such as when inventories are high and customer demand is low. T or F

True

Management would generally prefer that an arbitrator rely on a "preponderance of evidence" instead of "beyond a reasonable doubt" since it is frequently difficult for management to meet this more stringent standard for evidence of employee misconduct. T or F

True

Mediation is the most commonly used third-party interest dispute resolution procedure T or F

True

Offshoring is a term used to refer to the movement of work from a company location within the U.S. to locations outside of the U.S. T or F

True

One of the fundamental rules in labor arbitration is that, when the contract language is clear and unambiguous, the arbitrator must apply the language as it is written. T or F

True

One of the three levels of proof an arbitrator uses to find that discipline was for "just cause," is to find clear and convincing evidence that a disciplinary offense was committed. T or F

True

One reason some unions do not readily accept new technology is that management and employees still have mistrust for one another. T or F

True

Operating in different countries creates opportunities for Multinational Corporations (MNCs) to bypass protective tariffs by making parts in one country and assembling the final product in another. T or F

True

Picket signs must clearly identify the primary employer as the target of the picket activity and only urge a boycott of the primary employer's products or services, not a total boycott of all products or services sold by the neutral, secondary employer. T or F

True

Placing grievances down in writing creates a written record and increases the likelihood that the employee or union representative is serious about the grievance. T or F

True

Power relationships typically begin when both steward and supervisor are encouraged by their superiors to be attentive to problems in the department. T or F

True

Prehearing stipulations are joint union-management agreements as to the issues involved and certain grievance "facts" concerning the grievance. T or F

True

Pressure on a MNC by a local union strike may be reduced because MNC operations in other countries continue to generate products and profits. T or F

True

Problems involving the untangling of various jurisdictional squabbles arising over a grievance could claim the attention of arbitrators from the EEOC and the NLRB. T or F

True

Public-sector supervisors and other lower to midlevel managers have the right to engage in collective bargaining in more than a dozen states. T or F

True

Public-sector union membership is much greater in the Northeast, North, and West than in the South and Midwest. T or F

True

Regardless of motives for filing grievances, management must process them through the grievance procedure even if it feels the employee's motives are illegitimate or improper. T or F

True

Seniority may be used to determine benefit rights such as vacation entitlement or scheduling. T or F

True

Some employers use flexible work schedules as a hiring incentive to attract applicants in occupations with a current labor shortage. T or F

True

Some researchers have attributed the decline in the frequency of union strikes to their declining effectiveness as a means of placing economic pressure on an employer. T or F

True

Strikes or lockouts that have an adverse effect on the national interest may be declared national emergency disputes. T or F

True

Technological progress in the U.S. has resulted in higher productivity, the elimination of many menial and dangerous jobs, higher wages, shorter hours, and a higher standard of living. T or F

True

The Civil Service Reform Act (CSRA) created the Merit System Protection Board (MSPB) which is an independent quasi-judicial agency to hear appeals from federal employees. T or F

True

The Civil Service Reform Act (CSRA) makes it an unfair labor practice for a party to refuse or fail to cooperate in impasse procedures. T or F

True

The NLRB has ruled that bargaining over the wage, hour, and working condition consequences of effects bargaining is mandatory for decisions such as facility closures and technological decisions. T or F

True

The Occupational Safety and Health Administration is responsible for administering the Occupational Safety and Health Act). T or F

True

The Steelworkers' "Trilogy" recognized that arbitrators have far more expertise than judges in interpreting the common law of the shop. T or F

True

The Supreme Court has determined that the obligation to arbitrate a grievance cannot be nullified by a successor employer or by the termination of a labor agreement. T or F

True

The Worker Adjustment and Retraining Notification Act of 1988 (WARN) was a response to data that showed large numbers of employers either shut down or initiated layoffs while giving employees or community leaders less than 14 days advance notice or no notice at all. T or F

True

The majority of Mexican collective bargaining agreements contain a protection clause that protects employers from having to deal with a more demanding union. T or F

True

The most often used level of proof by arbitrators is preponderance of evidence, wherein testimony and evidence must be adequate to overcome opposing presumptions and evidence. T or F

True

The passage of the Wagner Act of 1935 and the creation of the NLRB provided the first legal means for holding employers accountable for at least some of their disciplinary decisions and actions. T or F

True

The right to strike is one of the rights guaranteed under the Labor Management Relations Act. T or F

True

The sovereignty doctrine makes it difficult to delegate decision-making authority to specific administrative officials T or F

True

The third-and-one-half step in the grievance procedure is settled "without prejudice to either party's position," thereby increasing the likelihood of subsequent grievances on the issue. T or F

True

The traditional labor arbitration procedures are negotiated between the employer and the union, the representative of bargaining unit employees. T or F

True

The union and management officials own the arbitration hearing but the arbitrator is the presiding officer of the hearing. T or F

True

There is no such thing as a "right-to-work law" in Canada. T or F

True

To cut costs, auto manufacturers have expanded outsourcing of certain parts of production and introduced less labor-intensive production methods. T or F

True

Under the Civil Service Reform Act (CSRA), management is prohibited from assisting a labor organization. T or F

True

Under the Homeland Security Act of 2002, the President may waive employee and union rights granted under the Civil Service Reform Act. T or F

True

Union density in most of Western Europe is significantly greater than in the United States. T or F

True

Union negotiators have more difficulty determining "who speaks for management" in public-sector bargaining as compared to private-sector negotiations. T or F

True

Unions and corporations in the United States have a substantial influence on labor relations in Canada. T or F

True

Unions must be careful because swapping grievances that are clearly meritorious may constitute a violation of the union's duty of fair representation. T or F

True

Unions, as well as some governments, have asserted that collective bargaining on a national basis has considerable limitations in facing MNCs. T or F

True

With the exception of France, union density in Western Europe is significantly greater than in the United States. T or F

True

Work stoppage involves an economic dispute or is caused by the commission of an employer's unfair labor practice T or F

True

World War II increased the popularity of arbitration since many union and management officials realized that uninterrupted wartime production was essential. T or F

True

Jurisdictional disputes can occur when: a. Court decisions are appealed to a higher court. b. Employees work for more than one employer. c. State regulations are contradicted by federal regulations. d. Two or more unions claim jurisdiction over specific work assignments. e. Court decisions are appealed to a higher court and state regulations are contradicted by federal regulations.

Two or more unions claim jurisdiction over specific work assignments

Rules prohibiting "horseplay" or "gambling" are usually: a. Vaguer than management intended, even though it seems clear what is meant by these terms. b. Regarded by most arbitrators as trivial concerns. c. Almost always regarded by arbitrators as being clear and to the point and therefore subject to little interpretation. d. Always upheld by arbitrators when discipline occurs for their infraction. e. Treated the same no matter the degree of seriousness.

Vaguer than management intended, even though it seems clear what is meant by these terms

The legislation which helped shape management's disciplinary policies and created the National Labor Relations Board (NLRB) for enforcement purposes was the: a. Unfair Discrimination Act. b. Steelworkers' Trilogy. c. Weingarten Decision. d. Wagner Act. e. Unfair Discrimination Act.

Wagner Act

What has the increasing level of organizational instability resulting from rightsizing, outsourcing, mergers, and increased global competition done to employers? a. Weakened employee's commitment to the unions. b. Strengthened employee's commitment to employers. c. Weakened employer's commitment to seniority. d. Making seniority easier to attain. e. Decreased importance of seniority clauses

Weakened employer's commitment of seniority

A strike is not entered into lightly by an employee. Which of the following items is least likely to be considered? a. What will other people think of me? b. Is the objective worth the cost? c. What is my expense of participation? d. What are the legal ramifications? e. Will I keep my job?

What will other people think of me?

The type of strike which occurs in violation of an existing no-strike clause in a labor agreement and often without the approval of union officials is called: a. General strike. b. National strike. c. Sit-down strike. d. Picketing. e. Wildcat strike.

Wildcat strike

The relationship which suggests that first-line supervisors should have authority for resolving grievances at the first step of the procedure to give the employee a prompt response is called a: a. Power relationship. b. Empathetic relationship. c. Codified relationship. d. Dependent relationship. e. Grievance relationship.

Codified relationship

Hourly compensation costs for manufacturing production workers in Belgium, Germany, Denmark, Norway, and Switzerland were lower than those in the United States. T or F

False

If a subject of collective bargaining is permissible, both parties are required to negotiate in good faith, even though an agreement may not be reached. T or F

False

If not permanently replaced, an economic striker has a right to be reinstated to his or her job at any time during a strike after making an unconditional request for reinstatement to the employer. T or F

False

If the parties involved in an arbitration hearing cannot agree on the wording of an issue to be addressed, they must frame the issue, usually written in a one-sentence question. T or F

False

Intent of the parties refers to what union and management officials expect to gain from an arbitrator's decision. T or F

False

It is not possible to introduce some level of restriction on supervisors to protect employee rights without adversely affecting supervisors' belief in the effectiveness of the disciplinary system. T or F

False

Labor arbitration first occurred in the United States in 1865, became popular before World War II. T or F

False

Layoff provisions in the majority of union contracts consider seniority is the primary or most important factor in retaining employees during layoffs. T or F

False

Management should deny an employee's grievance if they believe the employee is merely trying to get something for nothing. T or F

False

Med-arb and final-offer total package arbitration are similar in that the arbitrator does not make up his own contract but picks one of those that has been negotiated. T or F

False

Mediators must work by a predetermined set of rules in order to successfully resolve differences. T or F

False

Offers of compromise settlements before the hearing are accepted as evidence by arbitrators, and are often viewed as an admission of guilt by the arbitrator. T or F

False

One advantage of the "price list" is that it takes a statute of limitations on prior disciplinary offenses into account. T or F

False

Organized labor in the U. S. has benefited from the effects of U. S. MNCs on employment and labor relations. T or F

False

Organized labor in the United States is generally supportive of MNCs because they believe that MNCs improve wages for workers in the U.S. T or F

False

Self-managed work teams may include 5 to 12 multiskilled workers who rotate jobs and produce an entire product with a minimal amount of supervision. T or F

False

Subcontracting and outsourcing processes can be volatile and complicate collective bargaining issues so they rarely appear in labor agreements. T or F

False

Superseniority is a term which means that highly skilled technical employees or union officials directly involved in contract negotiations or grievance handling will be the first ones laid off. T or F

False

The "reserve gate" doctrine involves the establishment of an exclusive gate for entry and exit of all employees on strike. T or F

False

The Federal Service Impasse Panel (FSIP) investigates any negotiation impasse presented to it but is not authorized to take any action to settle the dispute. T or F

False

The Labor-Management Relations Act (LMRA) contained explicit provisions obligating the union to represent fairly all bargaining unit employees. T or F

False

The National Unfair Dismissal Statute would provide protection against unfair dismissal to those nonunionized employees who have worked for an employer (15 or more employees) for a period of at least two years. T or F

False

The Occupational Safety and Health Act was passed because few labor agreements contained any contract language relating to the maintenance of a safe and healthy work environment. T or F

False

The Supreme Court has stated that union representation in discipline cases is only necessary after the company has made its disciplinary decision. T or F

False

The U. S. enjoys the highest degree of employee protection against termination without cause in the world. T or F

False

The budget tends to play a more conspicuous role in private-sector collective bargaining than it does in public-sector bargaining. T or F

False

The definition of just cause is well defined in nearly all collective bargaining agreements and may be decided by representatives of the union and management. T or F

False

The existence of monopolistic conditions in the public sector, and their control of the services rendered and products offered also exist in the private sector. T or F

False

The first step in the legalistic approach on the arbitration process is to acknowledge that the parties have a mutual obligation to bring out all relevant facts. T or F

False

The goal of directive or results-oriented mediation is to bring the parties to a certain agreement that the mediator believes is the final word. T or F

False

The majority of all workers in the United States cannot be terminated from their employment without any justification. T or F

False

The majority of parties involved in arbitration choose 2 or 3 impartial arbitrators. T or F

False

The patronage system, also called the "spoils system" was applauded for providing qualified individuals that could get things done. T or F

False

The presence of "mitigating circumstances" usually makes it more likely that the disciplinary actions of management will be upheld, particularly in discharge decisions. T or F

False

The so-called "free rider" issue is of little concern for public-sector unions. T or F

False

The threat of a strike seems to encourage voluntary settlement efforts at the bargaining table while the availability of interest arbitration may reduce such incentive producing a "chilling effect" on negotiations. T or F

False

The type of seniority rights used to determine eligibility for vacations, pensions, and holidays is called job rights seniority. T or F

False

The union has the burden of proof in disciplinary and discharge cases and the employer has the burden of proof in contract interpretation and application cases. T or F

False

The union's fair representation obligation requires the union to take a grievance to arbitration if the grievant so requests. T or F

False

The use of strike replacements (particularly permanent replacements) during an economic strike reduces the tensions between the parties and often shortens the length of a strike. T or F

False

Transnational collective bargaining will be commonplace in the near future because international labor organizations are so well organized and active in coordinating with one another. T or F

False

Under due process element of double jeopardy, the employer cannot first suspend an employee indefinitely and then subsequently discharge the employee. T or F

False

Under final offer arbitration (FOA), the arbitrator selects the best package settlement presented by the union or management or proposes a compromise of both positions by splitting the difference. T or F

False

Under no circumstances is an employer allowed to operate during a strike. T or F

False

Under the Weingarten decision, union representation cannot be given to an employee until the employer has concluded its investigation and notified the employee of discharge, and the employee has elected to fight the decision. T or F

False

Under the implied contract exception to the employment-at-will doctrine, an employee is wrongfully discharged if and when the discharge is inconsistent with an explicit, well-established public policy of the state. T or F

False

Under the public policy exception to the employment-at-will doctrine, an employer and employee form an implied contract, even if a written contract does not exist. T or F

False

Unionized firms provide a lesser percentage of training hours through formal, structured programs than nonunion firms. T or F

False

Unions in Cuba represent a broad array of constituents including current workers, retired pensioners, and even the unemployed. T or F

False

When an employee is a repeat participant in the arbitration process, the employer has a distinct advantage over the employer. T or F

False

When labor and management officials negotiate a labor agreement, they are mainly concerned with agreement over the minor issues. T or F

False

When the company decides that discharge is the appropriate disciplinary action, the affected employee is issued a last chance agreement that informs them that they are being discharged. T or F

False

While arbitration has many procedural problems, delay is not one of them, since most arbitration cases are heard within 10 days after the request. T or F

False

While strikes have been outlawed for most public employees, they still occur in some states. T or F

False

Work stoppages in the United States since 1982 have been at or near historic higher levels in terms of numbers of strikes, employees involved, and days idled. T or F

False

Written grievances tend to increase emotions present in many employee concerns. T or F

False

Payment for unnecessary tasks, unneeded employees, and workers duplicating the work of others are examples of: a. Subcontracting. b. Outsourcing. c. Featherbedding. d. Hot cargo. e. Outsourcing with subcontracting.

Featherbedding

The practice of unreasonable limits to work performed in a given period, paying for unneeded employees, or duplicating completed jobs is called: a. Reasonable accommodations. b. Superseniority. c. Seniority. d. Interpersonal justice. e. Featherbedding.

Featherbedding

The federal government agency that administers the federal relations program and investigates unfair labor practices is the: a. Federal Labor Relations Board. b. National Labor Relations Board. c. Civil Service Reform Board. d. Federal Labor Relations Authority. e. Federal Reserve System.

Federal Labor Relations Authority

The independent, neutral agency that administers the federal labor relations program and investigates unfair labor practices is the: a. Federal Labor Relations Authority. b. Federal Service Impasse Panel (FSIP). c. Merit System Protection Board (MSPB). d. Civil Service Reform Act (CSRA). e. Empowerment Agency.

Federal Labor Relations Authority

Which one of the following organizations consists of one chairperson and at least six members appointed by the President that investigate any negotiation impasse presented and is authorized to take any necessary action to settle the dispute? a. Federal Service Impasse Panel b. Federal Trade Commission c. National Labor Relation Commission d. Federal Labor Relations Authority e. Federal Negotiations Service

Federal Service Impasse Panel

The agency which provides assistance in resolving negotiation impasses between federal agencies and unions in the federal government is the: a. Federal Labor Relations Authority. b. Federal Service Impasse Panel (FSIP). c. Merit System Protection Board (MSPB). d. Civil Service Reform Act (CSRA). e. Empowerment Agency.

Federal Service Impasse Panel (FSIP)

The Supreme Court ruling which requires management to bargain over the decision to unilaterally replace bargaining unit members with subcontractors to do essentially the same work under similar conditions is the: a. Americans with Disabilities Act. b. Reasonable Accommodations Ruling. c. Fibreboard Ruling. d. Fair Job Security Ruling. e. Seniority Preservation Act.

Fibreboard Ruling

MNCs have an internal source of products and profits from facilities in several countries that can be used as leverage to bargain down wages, benefits, and other employment conditions. This practice is known as ________________ the union. a. double-bargaining b. shafting c. whipsawing d. torching e. interest-playing

whipsawing

A Supreme Court decision related to judicial examination of union performance stressed that: a. Stiff fines will be paid by anyone associated with a fair representation violation. b. "Wide latitude" should be given to union officials to perform their duties. c. Arbitrators are better than the courts in assessing breaches of fair representation. d. "Perfunctory conduct" of a union does not constitute a breach of fair representation. e. Arbitrators are better than the courts in assessing breaches of fair representation, but stiff fines will be paid by anyone associated with a fair representation violation.

"Wide latitude" should be given to union officials to perform their duties

The burden of proof for disciplinary action rests with management in: a. Some disciplinary cases. b. None of disciplinary cases. c. Most disciplinary cases. d. Half of disciplinary cases. e. All disciplinary cases.

All disciplinary cases

The agreements between MNCs and international trade union organizations which commit the companies to observing standards and principles throughout their worldwide operations (codes of conduct) have increased in the past few years. By 2015, there were ____ global agreements in place. a. 25 b. 57 c. 113 d. 175 e. 200

113

What is the average length of time, reported by the FMCS, between the filing of a grievance and an arbitrator's award? a. 2 weeks. b. 30 days. c. 3 months. d. 132 days. e. 465 days.

132 days

What percent of collective bargaining agreements contain mediation as a step in the grievance procedure? a. 2 percent. b. 4 percent. c. 20 percent. d. 27 percent. e. 60 percent.

4 percent

What percent of the requests for arbitrator lists are made to the FMCS? a. 23. b. 33. c. 43. d. 53. e. 63

43

The Worker Adjustment and Retraining Notification (WARN) Act requires employers of 100 or more employees to provide ________ of advance notice to workers of a plant closing or major layoff. a. 30 days b. 7 days c. 60 days d. 6 weeks e. 6 months

60 days

Canada's labor relations system is NOT affected by: a. Harsh winters, climate resulting in pronounced cyclical fluctuations in its economy. b. Foreign influences, especially from the United States. c. Labor relations laws within provinces. d. Two major linguistic and cultural groups. e. A close connection between trade unions and political parties

A close connection between trade unions and political parties

Which of the following statements about the managerial implications of discipline is false? a. Arbitrators have the power to overturn a manager's disciplinary action, including reinstating a discharged employee with full back pay. b. First-line supervisors are the level of management most intimately and frequently involved in disciplinary issues. c. The manager's authority can be compromised when one of their discharge decisions is overturned and the affected employee returns to the workplace. d. The majority of reinstated employees perform in a below-average manner after returning to the workplace following reinstatement. e. A disciplinary action carries the most significance for the employer.

A disciplinary action carries the most significance for the employer

The most common occupational safety and health clause appearing in labor agreements is: a. Provision for protective clothing. b. First aid and medical facilities. c. Procedures for refusing to perform hazardous work. d. A pledge of cooperation on safety and health issues. e. Reporting of safety and health needs

A pledge of cooperation on safety and health issues

A process to resolve grievances with the assistance of a neutral third party is called: a. Empathetic resolution. b. Codified resolution. c. Alternative dispute resolution (ADR). d. Power resolution. e. Grievance resolution

Alternative dispute resolution (ADR).

Which of the following statements about the rights and obligations of public-sector employees is NOT correct? a. Because citizens indirectly pay public-sector workers' salaries, employers have to be mindful of the image that employees project. b. Public-sector employees' political activities and off-the-job behavior are regulated more closely than most private-sector workers. c. A public-sector employee's rights to expression and association cannot be limited any more than the similar rights of private-sector workers. d. Tenured public-sector employees have the right to be informed of the charges against them and have an opportunity to respond before they can be fired. e. A public-sector employee's First Amendment right to expression cannot be overruled simply by the employer's need for efficient work operations.

A public-sector employee's rights to expression and association cannot be limited any more than the similar rights of private-sector workers

Which one of the following strategies is NOT a strategy that is commonly used to increase a public employer's cost of continuing to disagree with a union bargaining proposal? a. A threat to "blow the whistle" on a questionable management practice. b. A threat to conduct a recall election. c. A threat to withdraw the political support of union members d. Malicious obedience or "working to rule" in order to slow down work e. Use of various job action techniques.

A threat to conduct a recall election

The type of behavior, a form of insubordination, which occurs when an employee directs profanity, epithets, or verbal abuse toward a supervisor is called a. Aggression b. Alcohol-related misconduct. c. Fighting on the job. d. Abusive behavior. e. Subordination.

Abusive behavior

A supervisor who believes an employee's grievance is not a contractual violation should: a. Accept the employee's grievance, and then answer the grievance in accordance with provisions of the labor agreement. b. Assist the employee in writing the grievance so that it conforms to the specifications of the grievance form and the labor agreement. c. Refuse to accept the employee's grievance. d. Consult with the union shop steward and demand proof of a contractual violation. e. Consult with the company's labor attorney before accepting the grievance.

Accept the employee's grievance, and then answer the grievance in accordance with provisions of the labor agreement.

The type of arbitrator which is chosen by labor and management on a case-by-case basis is called the: a. Ad hoc arbitrator. b. Permanent arbitrator. c. Perpetual arbitrator. d. Tri-partite arbitrator. e. Universal arbitrator.

Ad hoc arbitrator.

Which method have unions been the most successful in implementing in their dealings with MNCs? a. Boycotts in multiple foreign markets b. Transnational bargaining c. Threat of widespread strikes in multiple nations d. Adoption of international codes of conduct to regulate MNCs' behavior. e. Unilateral collective bargaining.

Adoption of international codes of conduct to regulate MNCs' behavior

Which method have unions been the most successful in implementing in their dealings with MNCs? a. Boycotts in multiple foreign markets. b. Transnational bargaining. c. Threat of widespread strikes in multiple nations. d. Adoption of international codes of conduct to regulate MNCs' behavior. e. Union organization on a local level only

Adoption of international codes of conduct to regulate MNCs' behavior

Which of the following activities can frequently be found in the labor relations of Germany? Single system of industrial relations. a. Low levels of unionization, especially in the engineering industries. b. Union organization on a localized level only. c. Arbitration at the individual plant level on wages. d. Collective bargaining over wages and conditions of employment (job classification, working time, and working conditions) occurs formally outside the plant.

Collective bargaining over wages and conditions of employment (job classification, working time, and working conditions) occurs formally outside the plant

The perspective which often narrows the scope of arbitral decision to interpreting the labor agreement language and identifying the intent of the parties and any past practices of the union and management officials at a particular location is called the: a. Contractual law of the shop. b. Labor law of the shop. c. Judicial law of the shop. d. Common law of the shop. e. Guidelines of the shop.

Common law of the shop

An alternative work schedule which consists of four 10-hour work days with three days off each week is called a: a. Self-managed work schedule. b. Flextime work schedule. c. Compressed work week. d. Limited work week. e. Operative work week.

Compressed work week

The Supreme Court's Gardner-Denver decision: a. Resulted in trial courts overturning discrimination grievances heard by the arbitrators. b. Contended that the arbitrator's expertise pertains to labor agreement interpretation and not to resolving federal civil rights laws. c. Applies only to "reverse-discrimination" grievances (white employees having more seniority who are denied a promotion filled by a minority employee, for example). d. Enables arbitrators, instead of the EEOC and the courts, to resolve a discrimination grievance. e. Requires union members to arbitrate claims arising under a federal anti-discrimination statute.

Contended that the arbitrator's expertise pertains to labor agreement interpretation and not to resolving federal civil rights laws

Which of the following might indicate that unions have not fulfilled their fair representation obligations? a. Keeping member informed about an arbitration award that affects members' seniority rights. b. Providing adequate defense of the grievant at an arbitration hearing. c. Informing the grievant that the union accepted a different remedy than that asked for by the grievant. d. Delaying grievance processing until the time limits in the grievance procedure have expired. e. Including the duty of fair representation in union steward training programs.

Delaying grievance processing until the time limits in the grievance procedure have expired

The reduction in the responsibility or skill level required performing some jobs resulting in lower employee compensation and less job security is called: a. Bumping rights. b. Outsourcing. c. Offshoring. d. Deskilling. e. Seniority.

Deskilling

Before World War II, the arbitrator's decision largely relied on: a. Criminal convictions under the National Arbitration Act of 1902. b. The National Labor Relations Board for enforcement. c. Diplomatic and persuasive abilities to convince the parties that the decision should be accepted. d. Public opinion. e. The National Labor Relations Board for enforcement and criminal convictions under the National Arbitration Act of 1902.

Diplomatic and persuasive abilities to convince the parties that the decision should be accepted

Which of the following is NOT a reason why an employer would refrain from hiring replacement workers during a strike? a. Insufficient time to train new employees. b. The potential cost of court suits. c. Disallowed by union regulations. d. Tension and possibly violence at the picket line between strikers and replacements. e. Guaranteed back pay for strikers

Disallowed by union regulations

The policy followed by some MNCs where workers in one country are informed that they cannot have the improved employment conditions they seek because they are less productive than employees in another country is called: a. Globalization. b. Unionization. c. Divide and rule. d. Whipsawing. e. Wage system.

Divide and rule

Grievance procedures in nonunion firms: a. Are non-existent. b. Do not frequently have an employee's grievance decided by a third-party neutral. c. Usually have arbitration as its final step. d. Permit the use of wildcat strikes among dissatisfied employees. e. Usually have arbitration as its final step and permit the use of wildcat strikes among dissatisfied employees.

Do not frequently have an employee's grievance decided by a third-party neutral.

The public-sector employee group most likely to participate in strikes is: a. Garbage collectors. b. Police. c. Educators. d. Public utility workers. e. Mass transit workers.

Educators

One method employers use to evaluate employee performance, increase productivity and prevent theft is called: a. Electronic punch clocks. b. Privacy interference. c. American Management Association. d. Deskilling. e. Electronic monitoring.

Electronic monitoring

Which of the following safety and health standards are applied by the Occupational Safety and Health Act (OSHA) across all industries? a. Employees have the right to refuse any job assignment where there is a potential for injury. b. Employers are required to grant employees access to the employee's medical records maintained by the employer or any records concerning the employee's exposure to toxic substances. c. Employees must be reimbursed for any purchase they make of protective equipment. d. Employees must maintain an injury/illness log to record the occurrence of off-the-job injuries. e. All employers require a search warrant to enter their establishments and conduct inspections.

Employers are required to grand employees access to the employee's medical records maintained by the employers or any records concerning the employee's exposure to toxic substances

The concept that an employer may dismiss employees at will, for no cause, and even for cause morally wrong, without being guilty of legal wrong is called: a. Wrongful discharge. b. Disciplinary action. c. Indefinite suspension. d. Immediate action. e. Employment-at-will doctrine.

Employment-at-will doctrine

The National War Labor Board (NWLB): a. Encouraged the parties to carefully define the arbitrator's jurisdiction in the labor agreements. b. Increased the use of arbitration by actively encouraging the formation of labor unions at nonunion facilities. c. Served as a training ground for future arbitrators. d. Had the authority to place a party who refused to abide by the arbitrator's award in jail. e. Was composed of four management representatives and four union representatives.

Encouraged the parties to carefully define the arbitrator's jurisdiction in the labor agreements

Three unique characteristics of Japan's industrial relations system are: a. Appropriate bargaining units, exclusive bargaining agent, industry unions. b. Exclusive bargaining agent, lifetime employment, industry unions. c. Enterprise unions, lifetime employment, seniority-based wage system. d. Lifetime employment, wage system, exclusive bargaining units. e. Labor-management conflict, lifetime employment, enterprise unions.

Enterprise unions, lifetime employment, seniority-based wage system

Highly developed, sophisticated patterns of labor relations, such as those in Germany, have spread rapidly and are now commonplace in Russia and other former Soviet Bloc Countries. T or F

False

The agency that has become an effective voice for trade unions in the political arena and has the potential to become the spokesperson for European trade unions in collective bargaining is called the: a. European Works Council. b. European Trade Union Confederation (ETUC). c. European Union. d. Unions of Europe. e. International Framework Agreements (IFA).

European Trade Union Confederation (ETUC)

The designation granted to a labor union by the federal government that indicates that the union has been selected by secret ballot of employees to be the exclusive representative of a group of employees is called: a. Multilateral bargaining. b. Exclusive recognition. c. Amalgamation. d. National consultation. e. Empowered representation.

Exclusive recognition

Which one of the following concepts does NOT exist in Western European labor relations systems? a. Bargaining with unions in addition to work councils. b. Exclusive representation of a bargaining unit. c. Bargaining between representatives of employer associations and representatives of a confederation of unions. d. Benefits obtained more quickly through the political arena. e. A great commitment to and high expenditures on training

Exclusive representation of a bargaining unit

An exception to some labor agreements which require that bargaining unit work be performed only by bargaining unit employees which includes the introduction of a new technique, method, or procedure to do the work is called: a. Instructional situation. b. Emergency situation. c. Intra-company work. d. Technological work. e. Experimental work.

Experimental work

A semijudicial process used primarily in the public sector to gather facts about a labor dispute for the purpose of publishing a public report containing the fact-finder's conclusions is called: a. Information review. b. Interest arbitration. c. Code of Conduct. d. Taft-Hartley Act. e. Fact-finding.

Fact-finding

The legislation passed in Australia in 2009, which has the power to vary awards, make minimum wage orders, approve agreements, and help employees and employers resolve disputes at the workplace is called the: a. Fair Work Act. b. Workplace Relations Amendment. c. Forward with Fairness Act (FWFA). d. Fair Pay and Conditions Standard. e. Workplace Relations Act

Fair Work Act

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

False

A major purpose in cross-examination is to reinforce the other party's testimony. T or F

False

A mediator who holds separate meetings with management and union officials risks having his neutrality suspected by either side. T or F

False

A wildcat strike is a work stoppage by employees who have no dispute with their own employer but are striking to support another bargaining unit of their employer. T or F

False

An employee may resign from the union during a strike, cross picket lines, and be protected under the Taft-Hartley Act, but the union may impose a one-time fine for crossing the union's picket line. T or F

False

Arbitrators often reduce suspensions given to employees, even if other employees have received similar suspensions under identical circumstances. T or F

False

As a result of NAFTA, real wages have grown rapidly for Mexican workers. T or F

False

As in the private sector, the market economic system controls the price, quality, and availability of most services in the public sector. T or F

False

Automation refers to changes in the production process that result from the introduction of laborsaving machinery and changes in material handling and work flow. T or F

False

Bargaining unit work must be performed only by bargaining unit employees in an emergency situation such as tornado, fire, or power failure. T or F

False

Collective bargaining in South America is far more common and unions are more sophisticated than in the United States. T or F

False

Conflicting power relationships develop in situations where the supervisor and union stewards pursue the same interests or goals. T or F

False

Employee discipline is a topic only relevant in unionized firms since non-unionized employees aren't afforded any protections against wrongful disciplinary actions. T or F

False

Employee grievances over matters concerning adverse action, position classification, and equal employment opportunity are covered by the CSRA. T or F

False

Employees of all private firms in Japan are guaranteed lifetime employment. T or F

False

Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the precision of every labor agreement provision. T or F

False

Employees who file grievances are older, more active in their unions, and more satisfied with their job, supervisor, and union. T or F

False

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

False

Even though an arbitrator has the legal authority to subpoena witnesses and documents, the arbitrator may not make an adverse inference if the subpoena is not complied with. T or F

False

Experimental work includes keeping the old techniques, methods, or procedures for doing work. T or F

False

Fact-finding is a semi-judicial process in which all parties provide information to a neutral that allows the parties to reach a speedy resolution. T or F

False

Given the high costs involved, evidence indicates that it is relatively rare for MNCs to shift production to other countries in order to intimidate local unions. T or F

False

The form of interest arbitration that restricts an arbitrator's authority to settle an interest dispute by requiring the selection of either the employer's or union's final proposal on all issues in dispute is called: a. Split-the difference ruling. b. Issue-by-issue arbitration. c. Fact-finding arbitration. d. Final-offer total package (FOTP). e. Mediation-Arbitration (Med-Arb).

Final-offer total package (FOTP)

The form of interest arbitration that restricts an arbitrator's authority to settle an interest dispute by requiring the selection of either the employer's or union's final proposal on all issues in dispute. a. Grievance arbitration b. Fact-finding arbitration c. Final-offer total package (FOTP). d. Med-Arb arbitration. e. Final-offer total package arbitration

Final-offer total package (FOTP).

The AFL-CIO Manual for Shop Stewards strongly urges union stewards to present their grievances directly to whom? a. Union representative. b. Regional supervisor c. First-line supervisor. d. Administrative supervisor. e. Human resources supervisor

First-line supervisor

Among those countries listed below, which has a lower percentage of the work force in unions than in the United States? a. Germany b. France c. Switzerland d. Australia e. United Kingdom

France

Nonpaying employees must be represented in collective bargaining, grievance administration, and arbitration by the unions are called: a. Freely represented. b. Free-from-dues. c. Free to work. d. Free members. e. Free riders.

Free riders

The statement of position which establishes the conditions under which a primary employer could lawfully establish a gate on the primary employer's property reserved for the exclusive use of a neutral, secondary employer hired to perform work for the primary employer is called the: a. Reserve gate doctrine. b. General Electric doctrine. c. Merged product doctrine. d. Laidlaw-Fleetwood doctrine. e. Moore Dry Dock doctrine.

General Electric doctrine

Factors that might affect what constitutes a ''reasonable time period'' for recall to work by economic strikers do not include: a. Future probability that new job openings may occur over some extended time period. b. Historical data on normal employee attrition rates. c. The percentage of total employees eligible for recall who were actually recalled during the negotiated time limit. d. Geographical location of plant. e. Voluntary turnover

Geographical location of plant

The term defined as an employee's (or employer's) alleged violation of one or more provisions of the labor agreement that is submitted to the grievance procedure for resolution by the union representative and employer representative is a: a. Complaint. b. Grievance. c. Protest. d. Bargaining issue. e. Grievance relationship.

Grievance

The procedures which vary in terms of steps, time limits for processing, and participants, can raise several administrative complexities and often appear inflexible, although they also serve as the arena for the dynamic social relationships between management and union officials, are called: a. Open-door procedures. b. Peer review procedures. c. Codified procedures. d. Grievance procedures. e. Neutral evaluation procedures.

Grievance procedures

A criticism of public-sector interest arbitration is that it: a. Has no finality. b. Has a "narcotic effect" on the parties. c. Ends with a recommendation only but is not binding. d. Should be more formalized. e. Can go on almost indefinitely.

Has a "narcotic effect" on the parties

Surveys of arbitrators found that the majority of these individuals: a. Have a doctorate degree. b. Are female. c. Are under 50 years old. d. Have a degree in Political Science e. Have a graduate or law degree and are over 50 years old.

Have a graduate or law degree and are over 50 years old.

The type of evidence which is typically given very little or no weight unless it is corroborated by other credible testimony is called: a. Hearsay evidence. b. Direct evidence. c. Conclusive evidence. d. Reasonable doubt evidence. e. Weighed evidence.

Hearsay evidence

The decision which reinforced the wide latitude given to arbitrators' decision-making authority by the Steelworkers' Trilogy is called the: a. Collyer decision. b. Spielberg Manufacturing Company decision. c. reinforced the principles established in the earlier Steelworkers' Trilogy. d. Misco decision. e. Olin Corporation decision.

Misco decision

Which of the following is a false statement about labor relations in Mexico? a. Many collective bargaining agreements in Mexico contain an exclusion clause that requires workers to be union members before they can be hired. b. The Mexican constitution gives workers the right to form independent unions. c. Under the Mexican constitution, workers are entitled to participate in the profits of the enterprise. d. If a strike is ruled legal in Mexico, managers have the right to keep working and hire replacement workers. e. Many collective bargaining agreements in Mexico contain a protection clause that protects management from having to recognize and deal with a more demanding union.

If a strike is ruled legal in Mexico, managers have the right to keep working and hire replacement workers

The exception to the employment-at-will doctrine which occurs when an employer and employee form an implied contract, even though there is no express, written instrument regarding the employment relationship is called the: a. Public policy exception b. Covenant-of-good faith and fair dealing exception c. Implied contract exception d. Job security exception e. Discharge exception.

Implied contract exception

Which of the following statements about NAFTA is NOT true? a. There has been expansion in trade and foreign investment. b. There has been a contraction in manufacturing employment in the United States. c. Economic stagnation in Mexico d. In Mexico, productivity rates have declined. e. Mexico wages remain low relative to U.S. manufacturing wages.

In Mexico, productivity rates have declined

The following is NOT an issue affecting job security covered by negotiated work rules: a. Reducing crew size. b. More job titles in each job classification. c. Job assignment. d. Advance notice of shutdown. e. Increasing crew size.

Increasing crew size

The type of arbitration which involves the selection of a neutral person or panel to hear the bargaining positions of the parties and make a final and binding decision on the inclusions of a negotiated agreement is called: a. Face-saving arbitration b. Interest arbitration. c. Win-win arbitration. d. Mediation. e. Conciliation service arbitration.

Interest arbitration

Which of the following is NOT an impasse resolution procedure? a. Interest arbitration b. Mediation c. Fact-finding d. Interest disputation e. Conventional interest arbitration.

Interest disputation

The agreements between MNCs and international trade union organizations which commit the companies to observing standards and principles throughout their worldwide operations (codes of conduct) and have increased in the past few years are called: a. International Framework Agreements IFA). b. International Labor Organization (ILO). c. Organization for Economic Cooperation and Development (OECD). d. National Labor Relations Board (NLRB) procedures. e. Global Union Federation.

International Framework Agreements IFA)

An employee may be less likely to challenge a decision to be laid off depending on how s/he was treated. This is called: a. Distributive justice. b. Informational justice. c. Interpersonal justice. d. Procedural justice. e. Fairness justice.

Interpersonal justrice

Which of the following is NOT true about the practices of Japanese MNCs in their operations in the United States? a. It is much easier for labor to organize the operation of a Japanese MNC than it is a U.S.-based firm. b. Japanese companies do not adopt the lifetime employment concept. c. Use layoffs to adjust to a shortfall in demand for workers. d. Even though Japanese MNCs do transfer Japanese practices to U.S. facilities, the truth is that employment practices still tend to be similar to those of U.S.-based firms. e. Language and cultural barriers can present a big problem for Japanese managers of U.S. operations.

It is much easier for labor to organize the operation of a Japanese MNC than it is a U.S.-based firm

Which of the following statements is NOT true about the evolution of employee discipline? a. It wasn't until the 1970s that employers could be held legally accountable for their disciplinary actions. b. In the 18th and 19th centuries, employers exercised unrestricted discretion in directing the workforce. c. Frederick W. Taylor was among the first management thinkers to advocate a disciplinary approach that focuses on correction rather than discharge. d. At one time, an employee could be disciplined by having his tongue burned or being whipped in public for speaking to management in an insolent or rude manner. e. The Wagner Act of 1935 helped shape management's disciplinary policies.

It wasn't until the 1970s that employers could be held legally accountable for their disciplinary actions

A disadvantage of the "price list" contractual provision pertaining to discipline is that: a. It aims to impose consistent discipline. b. Its inflexible nature makes it difficult to consider the unique circumstances of each disciplinary case. c. The employee is clearly informed of the specific rules and consequences of violations. d. The standardized penalties suggest consistent disciplinary action is implemented. e. If agreed to by the union, it assumes more legitimacy than a unilateral work rule posted by management.

Its inflexible nature makes it difficult to consider the unique circumstances of each disciplinary case

The environment where two or more employees share a job by dividing the standard total number of hours for the job between them is called: a. Job sharing. b. Job rationing. c. Job security. d. Job posting. e. Job flexing.

Job sharing

The term used when unions support political leaders who in turn reward public employees with better pension benefits and job security is: a. Kickbacks. b. Jury rigged. c. Returned favors. d. Hand-wash-hand e. Payola

Jury rigged

Compensation costs tend to be the highest in Western European countries. Which of the following groups of countries have relatively low compensation costs? a. Japan & Australia. b. Switzerland & Sweden. c. United States & Canada. d. Korea & Taiwan. e. France & Denmark.

Korea & Taiwan

The statement of position which states that the employer must fill any permanent vacancy occurring in a bargaining unit position thereafter by first offering the job vacancy to a qualified individual on the preferential recall list before offering the job to a job applicant not on the preferential recall list is called the: a. Reserve gate doctrine. b. General Electric doctrine. c. Merged product doctrine. d. Laidlaw-Fleetwood doctrine. e. Moore Dry Dock doctrine.

Laidlaw-Fleetwood doctrine.

The interim measure decided by the union and employer when an employee is threatened with a termination which gives the employee a chance to improve his or her performance or conduct in order to keep his or her job is called a: a. Disciplinary penalty. b. Last chance agreement. c. Second chance agreement. d. Mitigating circumstance. e. Price list penalty.

Last chance agreement

The Supreme Court decision which declared that an aggrieved party could legally bring suit against a party that refused to arbitrate a labor dispute for violation of the labor agreement was the: a. Steelworkers' Trilogy. b. Arbitral decision. c. Lincoln Mills decision. d. Decision to Arbitrate. e. Judicial decision.

Lincoln Mills decision

At what level of government are the highest percent of public-sector employees who are union members found? a. Federal. b. Municipal. c. Regional. d. State. e. Local.

Local

Which of the following is NOT true about MNCs? a. Worldwide employment by U.S. MNCs is much larger than that of foreign-owned MNCs. b. The growing interdependency among nations and the activities of MNCs have become important facets of economic life. c. Of the 30 largest MNCs in the world, 13 have their home offices located in the United States. d. The annual sales revenue of large MNCs is greater than the entire economies of many nations in which they do business. e. MNCs have relatively little economic influence in most of the countries in which they operate.

MNCs have relatively little economic influence in most of the countries in which they operate

Under the ADA provisions, what must an employer do in order to allow persons with disabilities to perform the essential functions of a job? a. Install wheelchair ramps. b. Install Braille signs. c. Provide transportation for the person. d. Make reasonable accommodations. e. Make mandated accommodations

Make reasonable accommodations

During the third and one-half step meetings in the grievance procedure: a. The arbitrator is given two separate chances to hear the grievance. b. The supervisors are encouraged to resolve grievances at the lower level. c. The union is discouraged from solving grievances. d. Management and union representatives meet to discuss several grievances which are scheduled for arbitration. e. All grievances are heard and decided upon.

Management and union representatives meet to discuss several grievances which are scheduled for arbitration.

Which of the following is NOT true about work rules? a. Management has an absolute obligation to inform the union of new work rules before they can be administered in the workplace. b. Management's disciplinary decisions are more likely to be supported by an arbitrator when there are established work rules relating to the disciplinary offense. c. Work rules must be clear and conclusive, indicating what is expected. d. Management must inform employees of the rules and the consequences of their violation. e. Management must administer the rules consistently for employees violating the rules under similar circumstances.

Management has an absolute obligation to inform the union of new work rules before they can be administered in the workplace

Each of the following subjects is permissible in federal-sector negotiations except: a. Types and grades of positions assigned to any organizational unit. b. Management rights such as determining mission, budget, and internal security practices. c. Tour of duty. d. Use of technology in the workplace. e. Methods and means of performing work.

Management rights such as determining mission, budget, and internal security practices

The type of employment arbitration that is condemned by some, and considered a blessing by others is the: a. Repeat-player arbitration. b. Arbitral deficiencies. c. Mandatory arbitration. d. Labor arbitration. e. Voluntary arbitration.

Mandatory arbitration

Which of the following statements is false about the differences between the public and private sectors? a. There are frequently no good substitutes available for the products/services offered by the public sector. b. Monopolistic conditions frequently exist in the public sector. c. Market forces act to constrain union and management negotiators in the public sector in much the same way that market forces constrain their private sector counterparts. d. Productivity bargaining is especially difficult because it is so difficult to measure productivity when it comes to many public-sector services. e. The market economy does not operate in the public sector.

Market forces act to constrain union and management negotiators in the public sector in much the same way that market forces constrain their private sector counterparts

A grievant receiving notice that another similar incident of misconduct will be "subject to dismissal": a. Will not be able to have his/her discharge reviewed by an arbitrator since advance notice was given. b. Must be discharged if he/she repeats that incident. c. Can be discharged for a different, minor offense since the grievant was put on general notice. d. May be discharged if he/she repeats that incident, based on a consideration of the specific circumstances surrounding the infraction. e. Will have to join the union.

May be discharged if he/she repeats that incident, based on a consideration of the specific circumstances surrounding the infraction

The most used and least studied dispute resolution procedure used in the public sector is: a. Arbitration. b. Fist-fighting. c. Fact finding. d. Mediation. e. Referendum.

Mediation

Which of the following is false about labor relations in Great Britain? a. Shop stewards are volunteers that serve without pay. b. Collective bargaining is voluntary and unenforceable by law. c. Unions have great power and refuse to work with any employer they find to be in bad standing. d. Labor disputes are confined to specific locations and secondary activities (e.g., boycotts) are prohibited. e. Membership in private sector unions is greater than the public sector.

Membership in private sector unions is greater than the public sector

The statement of position which involves the exception to a union's right to engage in product picketing when the primary employer product being struck is very intertwined with a neutral, secondary employer is called the: a. Reserve gate doctrine. b. General Electric doctrine. c. Merged product doctrine. d. Laidlaw-Fleetwood doctrine. e. Moore Dry Dock doctrine.

Merged product doctrine.

The quasi-judicial agency that hears appeals from federal employees who allege violations of their employment rights is the: a. Federal Labor Relations Authority. b. Federal Service Impasse Panel (FSIP). c. Merit System Protection Board (MSPB). d. Civil Service Reform Act (CSRA). e. Empowerment Agency.

Merit System Protection Board (MSPB)

Countries in Central and South America generally characterized as having comparatively advanced collective bargaining arrangements are: a. Mexico and Argentina. b. Chile and Brazil. c. Ecuador and Nicaragua. d. Costa Rica and Ecuador. e. Brazil and Nicaragua.

Mexico and Argentina

Pre-hearing briefs: a. Are nearly always used in arbitration. b. Might backfire for the presenting party. c. Often preferred by the grievant to guarantee a fair hearing. d. Are nearly always used in arbitration and often preferred by the grievant to guarantee a fair hearing. e. Last from a few hours to a few days.

Might backfire for the presenting party

The statement of position which establishes some guidelines for lawful picketing at a common site of a labor dispute is the: a. Reserve gate doctrine. b. General Electric doctrine. c. Merged product doctrine. d. Laidlaw-Fleetwood doctrine. e. Moore Dry Dock doctrine

Moore Dry Dock doctrine

In relation to a mediator, an arbitrator has: a. More power and more responsibility. b. Less power, but more flexibility. c. More power and greater innovation. d. Less power and more appeal. e. Less power and less flexibility.

More power and more responsibility

The term used to describe the involvement of multiple parties in the collective bargaining process, particularly at the state and local levels is called a. End-run bargaining. b. Sunshine Law. c. Multilateral bargaining. d. Interest arbitration. e. Round-table meeting.

Multilateral bargaining

What is the labor relations term used to describe the involvement of multiple parties in the collective bargaining process, particularly applicable to state and local level public sector bargaining? a. Sunshine bargaining. b. Transpartite bargaining. c. Sovereignty bargaining. d. Multilateral bargaining. e. End-run bargaining.

Multilateral bargaining

The approach used by arbitrators to render a decision wherein the arbitrator follows the sequence of events and explains what happened in "the story" and what should have happened is called the: a. Classic approach. b. Summation approach. c. Past practice approach. d. Novel approach. e. Narrative story-telling approach.

Narrative story-telling approach

Which federal agency is authorized under the LMRA to resolve jurisdictional disputes? a. Federal Mediation and Conciliation Service b. National Labor Relations Board c. National Mediation Board d. National Joint Board e. Department of Labor

National Labor Relations Board

The emergence of new biological, ergonomic, and chemical hazards in the workplace (e.g., AIDS, cumulative trauma); rising health care treatment costs and greater awareness of the benefits of preventive health care gave rise to the passage of the: a. Occupational Safety and Health Act (OSHA). b. South Pacific Tuna Act. c. Protecting America's Workers Act (PAW). d. American with Disabilities Act (ADA). e. Work Preservation Act.

OSHA

The swapping of grievances: a. Occurs before the first step in the grievance procedure. b. Occurs just prior to arbitration. c. Occurs after the first step and before the second step in the grievance procedure. d. Occurs after the second step and before the third step in the grievance procedure. e. Occurs after the fourth step in the grievance procedure.

Occurs just prior to arbitration

The alternative dispute resolution (ADR) approach where a program involving the appointment of an employee within the company to serve the role of consulting with employees who have problems and advocating on their behalf is called the: a. Nonunion mediation approach. b. Open-door policy approach. c. Ombudsperson program. d. Early neutral evaluation approach. e. Watertight approach.

Ombudsperson program.

The alternative dispute resolution (ADR) approach where workers with complaints are invited to raise them with their immediate supervisor is called the: a. Nonunion mediation approach. b. Open-door policy approach. c. Peer review systems approach. d. Early neutral evaluation approach. e. Grievance relationship.

Open-door policy approach

All of the following are present obstacles to transnational bargaining with MNCs except: a. Organized and active MNC resistance. b. Cultural differences (e.g., between free trade unions and socialist-linked unions). c. Differences in international labor relations law systems. d. A lack of coordination of activities between organized labor in different countries. e. Different national priorities among different nations as it relates to labor organization.

Organized and active MNC resistance

The rule which in its classic form, holds that evidence, oral or otherwise, should not be admitted for the purpose of changing or contradicting written language contained in the labor agreement is called: a. Neutral rule. b. Summation rule. c. Parole evidence rule. d. Closing arguments rule. e. Rule of fives.

Parole evidence rule

The alternative dispute resolution (ADR) approach which involves the appointment of a committee composed of a majority of rank-and-file employees, who are led by a human resources staff person as the facilitator is called the: a. Peer reviews approach. b. Open-door policy approach. c. Ombudsperson program. d. Early neutral evaluation approach. e. Watertight approach.

Peer reviews approach.

The type of arbitrator which serves as umpire to resolve all disputes during the life of the labor agreement is called the: a. Ad hoc arbitrator. b. Permanent arbitrator. c. Perpetual arbitrator. d. Tri-partite arbitrator. e. Universal arbitrator.

Permanent arbitrator

The union steward and first-line supervisor both compete for the grievant's attention. Which one of the following relationships between the union steward and the first line supervisor best applies? a. Power relationship. b. Empathetic relationship. c. Codified relationship. d. Dependent relationship. e. Sympathetic relationship.

Power relationship

The activities which include meeting with witnesses, contacting the opposite representative, preparation and arrangements of exhibits for evidence, and exploring settlement activities are called: a. Posthearing activities. b. Arbitration activities. c. Arbitration award activities. d. Decisive activities. e. Prehearing activities.

Prehearing activities

Joint union-management statements as to the issues involved and certain applicable grievance facts are called: a. Prehearing briefs. b. Arbitration statements. c. Ad hoc decisions. d. Prehearing stipulations. e. Posthearing briefs.

Prehearing stipulations

Joint union-management statements as to the issues involved and certain applicable grievance facts are called: a. Prehearing stipulations. b. Prehearing briefs. c. Informal stipulations. d. Formal stipulations. e. Ideal stipulations.

Prehearing stipulations

The level of proof which arbitrators use wherein testimony and evidence must be adequate to overcome opposing presumptions and evidence is called: a. Clear and convincing evidence. b. Preponderance of evidence. c. Beyond a reasonable doubt evidence. d. Misuse of Internet evidence. e. Incommunicative evidence.

Preponderance of evidence

The employer in a labor dispute with whom the striking employees (union) have a dispute and has the ability to end the dispute is called the: a. Primary employer b. Management bargaining team c. Secondary Employer. d. Main employer. e. National employer.

Primary employer

Which of the following has NOT contributed to the growth of public-sector unionization? a. The general public's somewhat favorable attitude toward public-sector unionization b. The establishment and success of impasse procedures to resolve public-sector labor disputes c. Favorable public-sector labor laws d. Privatization and downsizing of public-sector jobs e. Reducing management's cost of agreeing with the union by campaigning to fund the negotiated labor agreement.

Privatization and downsizing of public-sector jobs

Which of the following is NOT characteristic of progressive discipline? a. Progressive discipline does not allow employees an opportunity to correct their behavior. b. The focus of progressive discipline is on correction. c. Progressive discipline impresses on the employee the seriousness of repeated offenses. d. Provides employee opportunities to correct his or her behavior. e. Provides an oral warning, or reprimand to an employee.

Progressive discipline does not allow employees an opportunity to correct their behavior

Which of the following is NOT a criticism that organized labor in the United States levels at U.S. MNCs? a. They export U.S. technology to exploit low-cost foreign labor, depriving U.S. workers of the benefits of this technology. b. Their foreign investments deplete capital resources available for investment in the U.S. economy. c. They substitute imports from their low-cost foreign operations for American-made goods. d. They displace exports of American-made goods by producing cheaper goods for foreign markets using low-cost foreign labor. e. Prohibition of the use of strikes.

Prohibition of the use of strikes

Labor arbitration: a. Is promulgated by the employer to resolve statutory claims. b. Gives the employer the dominant power. c. Allows the employer to unilaterally design the procedures and determines that disputes related to employment subjects will be resolved in arbitration. d. Provided for final resolution of disputes interrupting work that contributed to the war effort. e. The decision of the arbitrator involves interpretation and application of company-developed personnel policy or a public law.

Provided for final resolution of disputes interrupting work that contributed to the war effort

Which of the following is NOT a responsibility of the Federal Labor Relations Authority (FLRA)? a. Oversees the creation of bargaining units. b. Supervises representation elections. c. Conducts hearings and resolves complaints of unfair labor practices. d. Hears appeals regarding arbitrator awards. e. Provides assistance in resolving negotiation impasses.

Provides assistance in resolving negotiation impasses

A new employment contract that shifts the risk and uncertainty of employment to each employee, who is responsible for ensuring that his or her skills and abilities stay current with available job requirements is called a: a. Contingency contract. b. Social contract. c. Job security contract. d. Psychological contract. e. Advancement contract.

Psychological contract

Each of the following is listed as a major factor that could cause a strike, except one. Which one is not a major factor? a. Employees feeling that wages should be higher b. Rank and file disagreement with union leadership c. Misperception between bargaining parties d. A unilateral change by management e. Reduction in benefits.

Rank and file disagreement with union leadership

Which one of the following statements is NOT true concerning work restructuring programs? a. Employees often demonstrate greatly increased outputs of energy and creativity. b. Reduces the need for multilevel managerial tiers of authority. c. Increases employees' feelings of dignity and self-worth. d. Reduces company profits. e. Increases levels of employee stress in some cases.

Reduces company profits

Which of the following is NOT considered an unfair labor practice under the Civil Service Reform Act (CSRA)? a. Refusing to negotiate over a "permissible" bargaining subject b. Restraining and coercing employees in the exercise of their rights c. Encouraging or discouraging union membership d. Controlling or assisting a labor organization e. Refusing to negotiate with a designated labor organization

Refusing to negotiate over a "permissible" bargaining subject

A "reasonable" rule: a. Must be jointly established by management and the union. b. Relates to the orderly, efficient, and safe operation of the employer's business. c. Must apply to all employees and operations at a particular organization equally. d. Can be unrelated to the necessities of business operations. e. Is not outweighed by the employee's personal rights on and off the job.

Relates to the orderly, efficient, and safe operation of the employer's business

At the end of the 80-day injunction under the National Emergency Procedures of the LMRA, the president is authorized to: a. Direct the Attorney General to have all violators arrested. b. Direct the seizure of the industry. c. Report to Congress. d. Declare the strike or lockout illegal. e. Negotiate for 30 days.

Report to Congress

The statement of position which permits entrances to the work site to be clearly marked for the exclusive use of either a primary employer or neutral, secondary employer and their employees, customers, and suppliers is called the: a. Reserve gate doctrine. b. General Electric doctrine. c. Merged product doctrine. d. Laidlaw-Fleetwood doctrine. e. Moore Dry Dock doctrine.

Reserve gate doctrine

The approach where the goal is to bring the parties to a certain agreement that the mediator believes is appropriate and achievable is the: a. Evaluative mediation. b. Results-oriented mediation. c. Collaborative mediation. d. Watertight approach. e. Grievance relationship.

Results-oriented mediation.

The work restructuring program of assigning specific tasks to each employee where 5 to 12 multiskilled workers who rotate jobs and produce an entire product with little supervision is called: a. Self-managed work team. b. Semi-autonomous work team. c. Multi-level managerial tier. d. Production team. e. Lead-work team.

Semi-autonomous work teams

Which of the following issues is NOT covered by seniority provisions found in most labor agreements? a. Seniority accrual. b. Sick leave. c. Loss of seniority due to layoffs. d. Loss of seniority due to conviction of a felony. e. Types of decisions seniority will be used in.

Sick leave

All but one of the following ways are used by mediators to apply pressure in a bargaining session. Which one is not applied? a. Using delays and deadlines b. Siding with one party over the other. c. Engaging in marathon bargaining sessions d. Placing responsibility on the parties involved. e. No need by mediators to apply pressure in a bargaining session

Siding with one party over the other.

Discipline cases where arbitrators focus on whether the substance of the message violates an employer policy or infringes on some legitimate employer interest involves: a. Sit down strikes. b. Secret meetings. c. Social media. d. Informational handouts. e. Soapbox speeches.

Social media

The 1955 case, where the NLRB honored an arbitration award that denied reinstatement to certain employees guilty of strike misconduct is called the: a. Collyer case. b. Olin Corporation case. c. Spielberg Manufacturing Company case. d. United Agricultural Workers International case. e. Steelworkers' Trilogy case.

Spielberg Manufacturing Company case

During a strike, who has the most effect upon a striker's behavior and attitudes? a. Manager b. Spouse c. Union leader d. Employee's subordinates. e. Employee's co-workers.

Spouse

The arbitrator selection procedure where each party takes turns eliminating potential arbitrators from a list until one remains is called the: a. Elimination method. b. Ranking method. c. Striking method. d. Preferred arbitrator method. e. Least preferred arbitrator method.

Striking method

The procurement process that usually occurs when a firm determines that it cannot perform all the tasks that are necessary to operate its business successfully is called: a. Subcontracting. b. Outsourcing. c. Strategic partnership. d. Strategic alliance. e. Strategic partnership and alliance.

Subcontracting

State laws that allow citizens to observe the collective bargaining process are referred to as: a. Sunshine laws. b. Blue laws. c. Sunset laws. d. Watergate laws. e. Fishbowl laws

Sunshine laws

A work stoppage by employees who have no dispute with their own employer but are striking to support another bargaining unit of their employer or a union representing employees of another employer is called a: a. Grievance strike. b. Wildcat strike. c. Partial strike. d. Sympathy strike. e. Protest strike.

Sympathy strike

First line supervisor answers employee grievance in writing. Which step of a typical grievance procedure is this an example of? a. Physical evidence. b. Documentary evidence. c. Demonstrative evidence. d. Video evidence. e. Testimonial evidence.

Testimonial evidence

The Federal Labor Relations Authority (FLRA) was established by: a. Executive Order 11838. b. The Civil Service Reform Act of 1978. c. The Department of Health, Education, and Welfare. d. A joint venture between Congress and union leaders. e. Congressional Order 56552.

The Civil Service Reform Act of 1978

Which of the following statements about the North American Agreement on Labor Cooperation (NAALC) is false? a. The NAALC has been judged to be very successful due to the increased cooperation it has fostered between NAFTA member nations in dealing with labor relations problems. b. The NAALC has not met expectations. c. The NAALC has provided an important education and research role. d. Corporate and government behavior has stayed mostly the same under the NAALC. e. The NAALC has 11 labor principles.

The NAALC has been judged to be very successful due to the increased cooperation it has fostered between NAFTA member nations in dealing with labor relations problems

The Supreme Court Steelworkers' Trilogy (1960) decisions in essence stated that: a. The courts are better qualified than the arbitrator to resolve an employee's grievance. b. The arbitrator is better qualified than the courts to resolve an employee's grievance. c. The issue of relative judicial or arbitration qualifications is irrelevant in the resolution of employee grievances. d. Lowered the authority and prestige of the arbitrator. e. The courts have great latitude in fashioning a decision and its remedy

The arbitrator is better qualified than the courts to resolve an employee's grievance

In fair representation cases, the burden of proof of establishing that the union breached its fair representation obligation in on: a. The employee. b. The union. c. The employer. d. The government. e. The industrial relations representative.

The employee

Which of the following would NOT lead an arbitrator to consider reducing management's assigned penalty? a. The circumstances of the case were so unusual that it is very unlikely to happen again. b. Management contributed to the disciplinary problem and must assume part of the responsibility. c. The employee was experiencing marital problems and it is likely that once the personal problem is resolved, the infraction will not occur again. d. The employee's behavior is related to fulfilling his or her duties as a union officer. e. The employee misconduct involves an illegal act.

The employee misconduct involves an illegal act

Which of the following is NOT an example where an arbitrator might reverse or modify an employer's disciplinary action because of a violation of the "just cause standard"? a. The employer fails to conduct a full and fair investigation of the employee's alleged misconduct. b. The employer's rules were not clearly communicated to the employee, and the employee did not fully understand what was expected. c. There are mitigating circumstances, such as the employee's long and distinguished service. d. The employer acts in a consistent and even-handed manner by dispensing a disciplinary penalty that is identical to those used with other employees in similar circumstances. e. There is improper administration of the employer's rules and requirements.

The employer acts in a consistent and even-handed manner by dispensing a disciplinary penalty that is identical to those used with other employees in similar circumstances

Which of the following is NOT an element of a typical arbitration proceeding: a. The selection of the arbitrator. b. The pre-hearing activities. c. The experience of the arbitrator. d. The arbitrator's decision. e. The arbitration hearing.

The experience of the arbitrator

The employee (with or without the union steward) discusses the alleged grievance with his or her first-line supervisor. Which step of a typical grievance procedure is this an example of? a. The first step b. The second step c. The arbitration d. The third step e. The fourth step

The first step

During which step of grievance procedure do the parties negotiate the inclusion of an alternative dispute resolution (ADR) provision which provides for the assistance of a neutral third party? a. The first step. b. The second step. c. The arbitration step. d. The third step. e. The fourth step.

The fourth step

The second step written grievance answer is usually furnished by the: a. The labor relations representative. b. Union steward. c. First-line supervisor. d. The plant manager. e. The international union representative.

The labor relations representative

Which of the following is NOT one of the broad powers exercised by arbitrators in discipline cases? a. The power to establish reasonable standards for proof and evidence. b. The power to determine what constitutes "just cause" for discipline. c. The power to determine if employers have violated federal law and dispatch remedies against the employer. d. The power to review when warranted, a disciplinary penalty that has been imposed by management. e. To modify or eliminate the penalty imposed by management when warranted.

The power to determine if employers have violated federal law and dispatch remedies against the employer

Which of the following is NOT true about privatization? a. Where employees lacked collective bargaining rights in the public sector, privatization of their jobs has provided many of them with the opportunity to be represented by a union in the private sector. b. Privatization of public-sector jobs was begun in the 1980s under the Reagan administration. c. The Bush administration has proposed privatizing up to half of all federal public-sector jobs. d. Public-sector jobs are more likely to be privatized when the public sector union-management relationship is adversarial. e. The private sector cannot enter into contract with government agencies.

The private sector cannot enter into contract with government agencies

During which step of grievance procedure are the union grievance committee members and management's labor relations representative brought in to discuss the supervisor's first-step grievance answer? a. The first step. b. The second step. c. The arbitration step. d. The third step. e. The fourth step.

The second step

During which step of grievance procedure are the labor relations manager and other management officials involved? a. The first step. b. The second step. c. The arbitration step. d. The third step. e. The fourth step

The third step

The main difference between mediation and arbitration is that in mediation: a. Mediators appointed by government agencies. b. Third-party neutrals are utilized. c. There is no final and binding decision. d. The meetings where the parties present their issues to the neutral party are different. e. Arbitrators are appointed by the President.

There is no final and binding decision.

The primary purpose for granting superseniority to highly skilled technical employees and union officials directly involved in contract negotiation or grievance handling is: a. To be the last ones to be laid off. b. To assure preferential treatment in promotions. c. To increase their job satisfaction. d. To guarantee pay for time spent handling union business during working hours. e. To provide them an incentive for cooperating with management.

To be the last ones to be laid off

Even though all of the following rationale may be legitimate from a managerial perspective, arbitrators consider which one of the following to be the only legitimate/ necessary purpose of employee discipline? a. To maintain respect for the supervisor's authority. b. To promote efficient production. c. To correct and improve the employee's behavior. d. To set an example of appropriate behavior to other employees. e. To transmit the rules of the organization to other employees.

To correct and improve the employee's behavior

Which of the following is false about labor relations in China? a. Today there is little flexibility for employers when it comes to staffing as all workers have a right to appeal any termination. b. Traditionally, the relationship has been between workers and the government, not workers and individual enterprises. c. Rather than serving workers, trade unions were used in the past to keep an eye on and control workers. d. At one time, workers were assigned to state-owned enterprises and guaranteed lifetime employment. e. Although unions have been given the right to engage in collective bargaining, Chinese workers have little faith in the unions and see them only as social welfare agents.

Today there is little flexibility for employers when it comes to staffing as all workers have a right to appeal any termination

Employers overestimate the potential costs of a wrongful discharge suit and incur indirect costs, such as not terminating employees who perform poorly, costly hiring and decision-making processes, or use severance payments to deter wrongful termination claims. T or F

True

Using the _______________ approach, an arbitrator chooses the entirety of either the union's or management's final offer covering all disputed issues. a. Issue-by-issue final offer arbitration (FOA) b. Whole issue SOL c. Whole issue final offer arbitration (FOA) d. Bottom line final offer arbitration (FOA) e. Total package selection final offer arbitration (FOA)

Total package selection final offer arbitration (FOA)

The procedure where both parties and a neutral party such a fact-finding panel suggest settlements is called: a. Tri-offer arbitration. b. Fact finding arbitration. c. Interest (contract arbitration) d. Med-Arb arbitration. e. Grievance mediation

Tri-offer arbitration

A common union tactic is to file several grievances over a particular issue to buttress and document union demands during negotiation of the subsequent labor agreement. T or F

True

A constructive discharge involves the offering an employee the alternative of quitting to avoid subsequent arbitration of his/her discharge. TorF

True

A locked-out employee's voluntary acceptance of the employer's proposed terms and condition of employment in order to return to work is called an unconditional request for reinstatement. T or F

True

A major advantage of the Civil Service Reform Act (CSRA) was that it established the framework for labor relations in the federal government by legislation, instead of by Executive Order. T or F

True

A majority of teachers, firefighters, and police are represented by public-sector unions. T or F

True

A manager terminates an employee because of a personal grudge against the employee. This discharge could be contested in at least 20 states under the covenant-of-good faith and fair dealing exception to the employment-at-will doctrine. T or F

True

A mediator functions more as an invited guest who can be required to leave if one or both bargaining parties no longer desire the mediator's continued involvement in the bargaining process. T or F

True

A number of large MNCs are so enormous that their sales are frequently larger than the entire economy of the countries in which they conduct business. T or F

True

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

True

American jobs have been lost in major industries, such as the automobile, steel, textile, footwear, and consumer electronics, whereas jobs in the aircraft, computers, entertainment, and finance industries have increased. T or F

True

An economic recession is one factor which discourages employees from risking possible job loss through the exercise of their right to strike. T or F

True

An important principle of contract administration is that the first-line supervisor and union steward are organizational "equals" in grievance handling. T or F

True

An unfair labor practice strike is a strike in reaction to an employer's refusal to bargain in good faith with the union. T or F

True

Arbitrators are usually more liberal than the courts in the types of evidence permitted at the hearing. T or F

True

Arbitrators often assess witness credibility through rather subjective behaviors, such as speaking softly or giving long, evasive answers to questions. T or F

True

Arbitrators regard discharge as a last resort to be used only when all other corrective attempts have failed and the employee totally lacks usefulness to the firm. T or F

True

Arbitrators regard the term "subject to dismissal" as implying that management can implement disciplinary penalties other than discharge, such as written warnings or suspensions. T or F

True

Both unions and companies have universally agreed that arbitration in the labor-management settings has advantages over litigation. T or F

True

Codified relationships stress the rights and privileges of union stewards and first-line supervisors established through the labor agreement and various union and management publications. T or F

True

Conventional interest arbitration has been criticized because arbitrators have been accused of "splitting the difference." T or F

True

Effects bargaining is the bargaining over the wage, hour, and working condition consequences of managerial decisions which is mandatory for decisions such as facility closures and technological decisions. T or F

True

Elements of a typical arbitration proceeding include the selection of the arbitrator, the pre-hearing activities, the arbitration hearing, and the arbitrator's decision. T or F

True

Empathetic relationships occur between individuals when each is aware of the other's position and is guided by an understanding appreciation. T or F

True

Employee discipline represents both organizational conditions, which can lead employees to form a disciplined, self-regulated group, and organizational conditions, where managerial actions are taken against an employee who has violated organizational rules. T or F

True

Employees who file a grievance for termination are entitled to a jury trial if monetary losses (back pay) are claimed. T or F

True

Evidence indicates that a majority of discharged employees who are reinstated by an arbitrator perform their work in a below-average capacity following reinstatement. T or F

True

Evidence obtained through "search and seizure" techniques (e.g., looking inside the employee's locker) without the employee's knowledge: a. Will be automatically prohibited by the arbitrator. b. Will usually be permitted as long as company representatives did not forcibly break into the employee's private property. c. Will subject the management representative to criminal prosecution according to a recent Supreme Court decision. d. Will not be considered by the arbitrator if the employee did not know about the search. e. Will always be considered by the arbitrator regardless of how it was obtained.

Will usually be permitted as long as company representatives did not forcibly break into the employee's private property

Arbitrators give the most consideration to the employee's: a. Work record. b. Age. c. Arrest record. d. Religious affiliation. e. Gender.

Work record

The most common form of a partial strike, where employees "work to rule" follow every detail of prescribed work processes, which often steps back the normal pace of workflow is the: a. Strategic strike. b. Smart strike. c. Product strike. d. Realism strike. e. Work slowdown.

Work slowdown

Which of the following is NOT one of the benefits that has been realized from the expansion of free trade and globalization? a. There has been a reduction in poverty in developing nations due to globalization. b. Workers in developed economies, such as the U.S., have benefited from increased employment in the high-paying manufacturing industries. c. Consumers have gained because of lower prices. d. National economies have gained because of increased economic efficiency. e. Workers in developing nations have gained from increased wages and employment.

Workers in developed economies, such as the U.S., have benefited from increased employment in the high-paying manufacturing industries

Which of the following offenses results in a discharge on the first offense? a. Unauthorized absence. b. Sleeping on duty. c. Gambling during working hours. d. Working while intoxicated. e. Failure to observe safety rules.

Working while intoxicated