Chapter 15 Labor Law
The Federal Labor Relations Authority
All of the choices are correct.
The Landrum-Griffin Act
All of the choices are correct.
The Landrum-Griffin Act includes a bill of rights for union members, which provides that union members have the right to:
All of the choices are correct.
Cordova has been involved in negotiations with the union representing her employees for over seven months. An agreement has not been reached on any issue, although Cordova has made concessions from her original position. She is unwilling to make further concessions. If no agreement is reached within a reasonable amount of time:
Cordova will not be liable for having committed an unfair labor practice, because the law does not require that an agreement be reached, only that the parties bargain in good faith.
NLRA protects employees in their right to engage in concerted activities, which includes
I, II, III.
Under the Landrum Griffin Act, it is an unfair labor practice for management to
None of the choices is correct.
The National Labor Relations Act is also known as the
Wagner Act
A union has failed to discharge its duty of fair representation when
a majority of the union members feel that is has negotiated a collective bargaining agreement that is too pro-management.
An employer commits an unfair labor practice
if he tries to help a particular candidate get elected to a union office.
The sector of the economy with the highest percentage of union members is
local government
The National Labor Relations Board enforces labor laws for
private sector employees.
Employers cannot do which of the following during union campaigns?
try to help employees form a union.
Big Time Manufacturing, Inc. was targeted for a union campaign. The union organizers have contacted Walter Dewberry, a bend employee, to assist them in the process of preparing to vote for union. Upon getting word that Walter was working with the union organizers, Big Time moved Walter to the night shift, working 12:00 a.m. to 8:00 a.m. with a skeleton crew of 12 employees. Big Time also instituted a new rule requiring employees to leave company property within 15 minutes of the end of their shift unless speaking with a member of management.
Big Time has committed an unfair labor practice.
Brian is a member of the union. His union leaders have decided to strike because management will not consider their demands for a salary increase. During the strike, management replaces the striking workers with new employees. When the strike is over:
Brian is not entitled to be reinstated.
The Steelworkers Local represents the employees at Cochran Tile Mfg. The union wishes to negotiate a collective bargaining agreement over the wages, hours, and working conditions at Cochran, but Cochran refuses to even speak to officials of the union:
Cochran is guilty of an unfair labor practice, for refusing to bargain over mandatory subjects of bargaining.
The court stated, On this state of things, we cannot perceive, that it is criminal for men to agree together to exercise their own acknowledged rights, in such a manner as best to subserve their own interests in
Commonwealth v. Hunt
Bolton Tire Manufacturing and the union came to an impasse during negotiation of the collective bargaining agreement. Specifically, they could not agree on the wage increase for the employees. The union representative reported this information to the employees, and they staged a strike without the unions authorization.
None of the choices are correct.
)Long Industries was negotiating a collective bargaining agreement with the union and the union representatives refused to consider the concessions on the table for discussion. The union threatened to strike if Long did not agree to its demands and refused to continue to bargain. Long refused to accept the unions proposals and the following day, locked the employees out.
The lockout was not a violation of the NLRA if done to get the union back to the bargaining table.
Gargantuan Industries has approached the union representatives about scheduling midterm negotiations in accordance with the collective bargaining agreement. The union refused to meet with management, claiming that there wasnt anything to negotiate.
The unions refusal to bargain with Gargantuan is an unfair labor practice.
A maquiladora is
a factory in Mexico that imports materials on a duty-free basis for assembly or manufacturing by cheap labor who often work in
The union at Binder Plumbing Factory has decided to strike because negotiations on wages and working conditions have broken down. Eight days into the strike, several of the strikers take possession of the factory to prevent Binder from hiring replacement workers. This is called
a sitdown strike.
The Technological Institute permits employees to use their work computers to send personal e-mail messages. The Institute also has a policy that prohibits any employee, whether or not a representative of the Union, from using the electronic mail to distribute any union literature or notice. Employees have sent personal email of jokes, poems and notices of community events, and on such topics as boredom, drugs, higher education, the IRS, mortality, philosophy, TV programs, religion, diseases, and words of wisdom. The Institute
committed the unfair labor practice of interfering with, restraining, or coercing employees in the exercise of their rights under the NLRA.
While building a new baseball park in Upper City, the Big League Concrete Company subcontracts with Cushy Seating to install the seats. The construction workers at Big League are represented by the International Union of Stadium Employees (IUSE). Cushy is a non-union employer and has rebuffed efforts by IUSE to get it to sign a collective bargaining agreement with the union. The IUSE sends email and letters to the workers of Big League asking them not to report to work until Cushy signs a union contract or Big League replaces Cushy with a union subcontractor. The IUSE has committed the unfair labor practice of
engaging in a secondary boycott.
Individuals in a bargaining unit who do not pay dues to the union and who do not join the union representing the unit are called:
free riders
In a state with a right-to-work law
it is prohibited for a union and an employer to enter into an agreement that requires union membership or payment of union dues or fees as a condition of employment.
PurrFect Litter Clay Mines employees are represented by a union. All of the employee mechanics who repair the companys equipment worked on the day shift, which meant that if the equipment broke down on one of the other shifts, PurrFect had to pay overtime or suffer lost production. PurrFect proposed to the union that the mechanics be divided among all three shifts to solve the problem but the union refused. Thereafter, PurrFect unilaterally changed the shift assignments in accordance with its proposals. The union filed an unfair labor practice charge and went on strike. PurrFect replaced the striking mechanics. Later, the NLRB found that PurrFect had committed an unfair labor practice. If the striking mechanics make an unconditional offer to return to work, PurrFect
must reinstate the mechanics because they were unfair labor practice strikers.
The following categories of workers are covered by the National Labor Relations Act.
nonsupervisory or nonmanagerial employees, including part-time workers.
A union can use its nonmember service fees for
political activities that are germane to collective bargaining.
A management security clause gives the employer the right to
run the business and make appropriate business decisions as long as management complies with applicable laws.
During a unionizing campaign, the employer is permitted to:
send letters to employee homes
Sharon is not required to join the union that represents coworkers at her place of employment, which happens to be an agency shop. This means that:
she must, nevertheless, pay union dues.
Madeline is a unionized civil servant, working for the U.S. International Revenue Commission, a federal agency. She believes that she and her coworkers have been the subject of an unfair labor practice on the part of their employer. Claims based on this belief are handled by:
the Federal Labor Relations Authority.
Laraine ORourke was the shop steward for the union at Capricorn Manufacturing. The union members discovered that Laraine had stolen $17,000 in union dues over a 10 year period. Laraine is guilty of a federal crime under
the Landrum-Griffin Act.
Preventing and addressing corruption in the operation of unions is the purpose of:
the Landrum-Griffin Act.
The most important difference between the public and private collective bargaining is that
the federal government and most state collective bargaining statutes do not contain the right of public employees to strike.
Yellow dog contracts:
were declared inconsistent with U.S. public policy and not enforceable by courts in the U.S. by the Norris-LaGuardia Act
The Norris-LaGuardia Act provided for each of the following except:
yellow dog contracts were directly outlawed.