Chapter 15: Test your Knowledge

A _____ restricts employees and outsiders from distributing literature promoting union membership on company premises. yellow dog policy no-solicitation policy no-salting policy closed-shop policy

no-solicitation policy

In the 1950s, unions grew to represent over _____ of workers in the United States. two-thirds one-third one-fourth one-half

one-third

If an election is held for a bargaining unit of 200 employees and only 100 people vote, then: at least 75 people must vote no in order to keep the union from being named as the representative of all 200 people. only 51 people need to vote yes for the union to be named as the representative of all 200 people. an insufficient number of people voted to allow the union to be named as the representative of all 200 people. all 100 people must vote yes for the union to be named as the representative of all 200 people.

only 51 people need to vote yes for the union to be named as the representative of all 200 people.

An election to determine if a union will represent employees is supervised by _____ for private-sector organizations. selected employees officials of the union the head the of HR department the National Labor Relations Board (NLRB)

the National Labor Relations Board (NLRB)

A _____ is a formal association of workers that promotes the interests of its members through collective action. closed shop yellow dog contract union concerted activity

union

In a typical employee grievance procedure, an employee discusses a grievance with a supervisor and a _____, who is a representative of the union on the job. union attorney grievance officer union steward grievance counselor

union steward

_____ are nonprofit organizations that provide worker advocacy, lobbying, legal advice, and training services. Yellow dog associations Worker centers Credit unions State labor boards

Worker centers

In the context of a bargaining impasse between the labor and management of an organization, in which of the following does a neutral third party make a decision? Arbitration Mediation Conciliation Ratification

Arbitration

Employees attempting to oust a union must obtain decertification authorization cards signed by at least _____ of the employees in the bargaining unit before an election may be held. 51 percent 40 percent 30 percent 50 percent

30 percent

In recent years, unions have declined to represent less than _____ of workers in the private sector in the United States. 33 percent 18 percent 8 percent 25 percent

8 percent

Which of the following is true of collective bargaining in unionization? It is the process whereby representatives of management and workers discuss and decide whether to certify or decertify a union. The power relationship in collective bargaining excludes conflict. It is the first step in the process of unionization. A collective bargaining agreement will typically be in force for several years.

A collective bargaining agreement will typically be in force for several years.

Which of the following is true of resolving disputes between employers and employees? The typical division of responsibilities between the HR unit and operating managers for handling grievances remains the same across organizations, even among unionized firms. A formal grievance procedure provides a valuable communication tool for organizations, whether a union is present or not. Dispute resolution techniques such as mediation, panel assessments, open-door policies, and peer reviews are ineffective. When employees are represented by a union, peer review is used to resolve problems.

A formal grievance procedure provides a valuable communication tool for organizations, whether a union is present or not.

In the context of collective bargaining issues, which of the following is NOT an example of a union security provision? A profit-sharing program Union membership A dues checkoff clause A no-layoff policy

A profit-sharing program

_____ are established by companies for their employees and are usually built around protected status factors such as race, gender, or religion. Worker centers Labor unions Affinity groups Microunits

Affinity groups

In the context of employee unions in the United States, which of the following statements is true about bargaining units? Bargaining units are composed of all employees eligible to select a union to represent and bargain collectively for them. Bargaining units are made up of a cross section of employees from multiple departments and job types. Bargaining units are made up of a handful of employee representatives and supervisors. At an airline, pilots, flight attendants, and mechanics would probably be included in the same bargaining unit.

Bargaining units are composed of all employees eligible to select a union to represent and bargain collectively for them.

In the context of employee unions, which of the following is NOT one of the four possible stages of the collective bargaining process involved in negotiating a contract? Closed or open shop Negotiations Preparation and initial demands Settlement or impasse

Closed or open shop

In the context of the classification of bargaining issues, which of the following is NOT a mandatory issue? Work assignments Bonuses Closed-shop provisions Grievance procedures

Closed-shop provisions

Which of the following working conditions is least likely to increase workers' desire for unionization? Inadequate benefits Constant voluntary overtime Inadequate staffing Arbitrary decision-making by employers

Constant voluntary overtime

In the context of employee unions, which of the following statements regarding decertification is NOT true? Current regulations allow employers to initiate and support union decertification. If a majority of those voting in an election vote to remove a union, the decertification effort succeeds. Employees attempting to oust a union must obtain decertification authorization cards signed by at least 30 percent of the employees in the bargaining unit before an election may be held. One reason that employees might decide to vote out a union is that the image of the union has declined.

Current regulations allow employers to initiate and support union decertification.

_____ is a process whereby a union is removed as the representative of a group of employees. Decertification Arbitration Deauthorization Conciliation

Decertification

Identify a working condition that is least likely to increase workers' desire for unionization. Lack of recognition Democratic leadership Inequitable pay raises Job insecurity

Democratic leadership

Which of the following statements regarding National Labor Relations Board (NLRB) rulings is NOT true? Employees must hold campaigns for at least six weeks before union elections. Board guidance has condoned the use of profanity by employees when talking to their bosses. Employees were granted the right to use company e-mail systems to organize a union and communicate with coworkers about wages and working conditions during nonworking hours. A company cannot forbid employees from discussing work-related issues on social media.

Employees must hold campaigns for at least six weeks before union elections.

Which of the following is a basic provision of the Wagner Act (National Labor Relations Act)? Employees shall have the right to self-organization, to form, join, or assist labor organizations. Employers are prohibited from having a closed shop. Employees shall have the right to bargain collectively through representatives of their employers. Employers are prohibited from asking their employees to sign yellow dog contracts.

Employees shall have the right to self-organization, to form, join, or assist labor organizations.

Which of the following statements regarding contingent workers and joint employer status is NOT true? Even if a primary employer's workforce is unionized, contingent workers are not eligible to become union members. A controversial decision by the National Labor Relations Board (NLRB) treats temporary or contract workers as part of a primary employer's workforce. Since many employers have added contingent workers instead of full-time employees, unions have tried to target part-time, temporary, and other employees who are not standard full-time workers. Joint employer status means that a company that uses temporary workers bears as much responsibility for complying with employment laws as the temporary agency that actually employs the workers.

Even if a primary employer's workforce is unionized, contingent workers are not eligible to become union members.

Irene files a grievance about a pay discrimination issue. In the context of a typical grievance procedure, what should be the next step in resolving the grievance? Irene's manager, the HR, and the union steward should discuss the grievance in Irene's absence. Irene should discuss the grievance with her manager and the union steward. Irene should meet the union members of her organization and discuss the issue with them. Irene should forward the grievance to federal authorities for quick action.

Irene should discuss the grievance with her manager and the union steward.

Which of the following has contributed to the decline of U.S. union membership? Lack of foreign competition The shift in U.S. jobs from service industries to manufacturing industries Lack of individual support Decreased use of temporary workers

Lack of individual support

The _____ was passed in 1959 to protect the democratic rights of union members. Taft-Hartley Act (Labor Management Relations Act) Norris-LaGuardia Act Landrum-Griffin Act (Labor Management Reporting and Disclosure Act) Wagner Act (National Labor Relations Act)

Landrum-Griffin Act (Labor Management Reporting and Disclosure Act)

Which of the following group of workers is most likely to be successfully targeted by worker unions? Workers in well-paid jobs Immigrant workers in high-skill jobs Low-skilled workers in industries noted for their heavy work Workers who work in jobs that are considered highly desirable

Low-skilled workers in industries noted for their heavy work

_____ are rights reserved so that an employer can manage, direct, and control its business. Protected concerted activities Union security provisions Management rights Mandatory issues

Management rights

_____ are negotiation topics and collective bargaining issues identified specifically by labor laws or court decisions as subject to bargaining. Protected concerted activities Union security provisions Management rights Mandatory issues

Mandatory issues

Which of the following is a challenge faced by unions in organizing white-collar workers? Many white-collar workers view unions as a threat to the service industry. Many white-collar workers fear that unions advocate equal wages for all employees, thus limiting their potential to earn high wages. Many white-collar workers view unions as being receptive to change. Many white-collar workers tend to view unions as being oriented primarily toward blue-collar workers.

Many white-collar workers tend to view unions as being oriented primarily toward blue-collar workers.

Which of the following statements regarding public-sector unionism is NOT true? Local laws may require alternatives to striking, such as arbitration, to resolve negotiation impasses. Granting public workers, such as policepersons and firefighters, the right to strike endangers public health and safety. Local government workers have the highest unionization percentage of any group in the U.S. workforce. More than 30 states in the United States have laws prohibiting public workers from joining unions.

More than 30 states in the United States have laws prohibiting public workers from joining unions.

The _____ was passed in the 1930s, giving unions a legal right to exist. Landrum-Griffin Act Taft-Hartley Act Wagner Act National Labor Relations Act (NLRA)

National Labor Relations Act (NLRA)

Area In the context of union-management relations, which of the following groups of employees would be part of the same bargaining unit? Nurses and nursing assistants working at a hospital Bank managers and security staff working at a bank Pilots and ground staff working for an airline company Store managers and cashiers working at a retail store unit

Nurses and nursing assistants working at a hospital

Which of the following is the first step in a typical unionization process? Earning certification Collective bargaining Filing a petition Organizing a campaign

Organizing a campaign

_____ are collective bargaining issues that are not required but might relate to certain jobs or practices. Permissive issues Union security provisions Illegal issues Mandatory issues

Permissive issues

In the context of unfair labor practices, which of the following words is NOT represented by a letter of the acronym TIPS, which concisely represents the actions employers cannot engage in during a campaign? Spy Interrogate Threaten Promote

Promote

Which of the following statements regarding union membership in the public and private sectors is true? Public employees are two times more likely to be union members than employees in the private sector. Employees in the private sector are more than three times more likely to be union members than public employees. Public employees are more than five times more likely to be union members than employees in the private sector. Public employees and private sector employees are equally likely to be union members.

Public employees are more than five times more likely to be union members than employees in the private sector.

The _____ gave railroad employees "the right to organize and bargain collectively through representatives of their own choosing." Taft-Hartley Act (Labor Management Relations Act) Pacific Railway Act of 1862 Railway Labor Act of 1926 Wagner Act (National Labor Relations Act)

Railway Labor Act of 1926

In the context of employee unions, which of the following is NOT an option when negotiations reach an impasse in the collective bargaining process? Arbitration Mediation Conciliation Ratification

Ratification

_____ is a process by which union members vote to accept the terms of a negotiated labor agreement. Arbitration Mediation Conciliation Ratification

Ratification

_____ prohibit requiring employees to join unions as a condition of obtaining or continuing employment. Blanket confidentiality policies Right-to-organize laws Right-to-work laws No-solicitation policies

Right-to-work laws

__________ is a practice in which unions hire and pay people to apply for jobs at certain companies to begin organizing efforts. Conciliation Salting Mediation Bargaining

Salting

Which of the following describes a situation in which an employer and union bargaining representatives are NOT negotiating in good faith? Sending representatives who have no authority to make a decision Showing a willingness to compromise Scheduling meetings at convenient hours Speaking in a professional and nonconfrontational manner

Sending representatives who have no authority to make a decision

Passed to offset pro-union legislation, a primary feature of the _____ was the identification of unfair labor practices that might be committed by unions. Taft-Hartley Act (Labor Management Relations Act) Norris-LaGuardia Act Landrum-Griffin Act (Labor Management Reporting and Disclosure Act) Wagner Act (National Labor Relations Act)

Taft-Hartley Act (Labor Management Relations Act)

Section 14(b) of the _____ allows states to pass laws that restrict compulsory union membership. Taft-Hartley Act (Labor Management Relations Act) Norris-LaGuardia Act Landrum-Griffin Act (Labor Management Reporting and Disclosure Act) Wagner Act (National Labor Relations Act)

Taft-Hartley Act (Labor Management Relations Act)

Which of the following statements regarding national emergency strikes is NOT true? Only after the declared cooling-off period can union members strike if a settlement has not been reached. A national emergency strike is one that would impact an industry or a major part of it in such a way that the national economy would be significantly affected. The Landrum Griffin Act allows the president of the United States to declare that a strike constitutes a national emergency. The president of the United States may declare an 80-day cooling-off period during which the union and management continue negotiations.

The Landrum Griffin Act allows the president of the United States to declare that a strike constitutes a national emergency.

Which of the following statements is true of grievance arbitration? The U.S. Supreme Court has ruled that grievance arbitration decisions issued under labor contract provisions are enforceable and generally may not be overturned by the courts. Grievance arbitration is similar to contract arbitration and issues arbitration. Grievance arbitration is a process by which a third party facilitates dialogue between union and management negotiators to reach a voluntary settlement. Topic areas such as discipline and discharge, safety and health, and security are not under the purview of grievance arbitration.

The U.S. Supreme Court has ruled that grievance arbitration decisions issued under labor contract provisions are enforceable and generally may not be overturned by the courts.

Which of the following is NOT a key to federal court decisions allowing employee-involvement committees? The committees should only involve employees from the most dominant affinity group. The committees should be composed primarily of workers. The committees must not deal directly with traditional collective bargaining issues such as wages, hours, and working conditions. The committees must have broad authority to make operational suggestions and decisions.

The committees should only involve employees from the most dominant affinity group.

Which of the following statements regarding union authorization cards is NOT true? Some employers have taken a neutral approach and agree to recognize unions without elections if a majority of workers sign authorization cards. It is critical that employees understand that in some cases an authorization card is not simply a request to hold a representation election. The fact that an employee signs an authorization card necessarily means that the employee is in favor of a union. Some states have enacted laws for public-sector unionization without elections if more than 50 percent of eligible employees sign authorization cards.

The fact that an employee signs an authorization card necessarily means that the employee is in favor of a union.

Which of the following statements regarding a grievance procedure is NOT accurate? A typical grievance procedure has five steps. The goal of a grievance procedure is to precisely follow all steps in the formal procedure process before coming to a resolution. Grievance procedures can vary based on what is negotiated in the collective bargaining agreement. If Weingarten rights are violated during the process and an employee is dismissed, he or she usually will be reinstated with back pay.

The goal of a grievance procedure is to precisely follow all steps in the formal procedure process before coming to a resolution.

Which of the following issues has become a flashpoint between lawmakers and labor representatives in recent years? The high cost of child care The provision of medical insurance for all employees The high cost of retirement plans Overtime pay

The high cost of retirement plans

DeShawn files a grievance against unfair promotion policies in his company's grievance center. Following the filing of the grievance, a discussion is held between him, his manager, and the union steward. In the context of a typical grievance procedure, which of the following should be the next step in resolving the grievance? The union steward should discuss the grievance with the company's HR manager. A committee of union officers should discuss the grievance with the company's managers. DeShawn should discuss the grievance with an impartial third party. The representative of the national union should discuss the grievance with designated company executives.

The union steward should discuss the grievance with the company's HR manager.

Which of the following is true of the current trends in union-management negotiations? Unions in both public and private sectors are less likely to make concessions when negotiating with management. There has been an interest in cooperative arrangements between labor organizers and companies. An increase in union membership has increased interest in unions. The lack of availability of attractive options for handling employee issues has increased interest in unions.

There has been an interest in cooperative arrangements between labor organizers and companies.

Which of the following is a disadvantage of labor unions? They decrease the profitability of an organization. They fail to challenge the decision-making power of the management of an organization. They do not give employees an opportunity to provide feedback to their employers about their concerns. They decrease job tenure and employee performance.

They decrease the profitability of an organization.

Which of the following statements regarding labor unions is NOT true? Unionization leads to worse job performance. Unions function as a watchdog for workplace equity. Unionization often occurs when employees feel disrespected, unsafe, underpaid, and unappreciated. Union workers frequently receive higher compensation than nonunion workers.

Unionization leads to worse job performance.

Which of the following statements regarding industrial changes and union membership is true? Union representation of nongovernmental employees is heavily concentrated in professional and business services. New jobs have been added in financial services, where union membership is high. Private-sector union membership is concentrated in growing areas of the U.S. economy. Unions have had difficulty making inroads with the growing number of workers in service-related jobs.

Unions have had difficulty making inroads with the growing number of workers in service-related jobs.

In the context of disputes in organizations, which of the following statements accurately highlights a difference between a complaint and a grievance? A complaint originates from nonunion employees, while a grievance originates from union employees. A complaint originates from employees, while a grievance originates from employers. Unlike a complaint, a grievance is addressed to a federal authority. Unlike a complaint, a grievance is formally stated in writing.

Unlike a complaint, a grievance is formally stated in writing.

In the context of the classification of bargaining issues, which of the following is NOT a mandatory issue? Nature of jobs Wages Use of union labels Pensions

Use of union labels

The _____ prohibits employer-dominated labor organizations. Taft-Hartley Act (Labor Management Relations Act) Norris-LaGuardia Act Landrum-Griffin Act (Labor Management Reporting and Disclosure Act) Wagner Act (National Labor Relations Act)

Wagner Act (National Labor Relations Act)

The enforcement of the provisions of the pro-union _____ was assigned to the National Labor Relations Board (NLRB). Taft-Hartley Act (Labor Management Relations Act) Norris-LaGuardia Act Landrum-Griffin Act (Labor Management Reporting and Disclosure Act) Wagner Act (National Labor Relations Act)

Wagner Act (National Labor Relations Act)

Durbin Inc. decides to shut down operations during heated negotiations with a labor union over fear that disgruntled workers will sabotage company facilities or harm employees who continue to work. This is an example of: arbitration. a lockout. a strike. conciliation.

a lockout.

In 1936, _____ and their employees were added to those covered by the Railway Labor Act (RLA) of 1926. airlines hospitals shipping lines banks

airlines

Under the Landrum-Griffin Act, unions are required to do all of the following EXCEPT: provide union members with a bill of rights. make financial reports. establish bylaws. allow union members to hold a referendum to deauthorize the unions.

allow union members to hold a referendum to deauthorize the unions.

The National Labor Relations Board (NLRB) has five members, who are: elected by corporate stockholders. appointed by the president of the United States and confirmed by the U.S. Senate. elected by union-member workers and employees from the public sector. appointed by the heads of the five largest union organizations in the United States.

appointed by the president of the United States and confirmed by the U.S. Senate.

In _____, a third party facilitates the dialogue between the labor union and the management negotiators of an organization to reach a voluntary settlement but makes no proposals for solutions. arbitration mediation conciliation ratification

conciliation

To remain union free, companies must be proactive and do all of the following EXCEPT: offer fair, competitive compensation. earn employee trust. build supportive supervisory relationships with workers. discourage employee feedback.

discourage employee feedback.

A common union security provision is a(n) _____, which provides for the automatic deduction of union dues from the payroll checks of union members, thus enabling employers to transfer dues to unions through one comprehensive payment. no-dues policy union membership clause dues checkoff clause no-layoff policy

dues checkoff clause

Geographic changes affecting union membership in the United States include all of the following EXCEPT: government-provided tax incentives and a right-to-organize labor climate in the South. a significant number of low-skill jobs being offshored to the Philippines, China, Thailand, and Mexico. greatest job growth in the South, the Southwest, and the Rocky Mountains. the movement of many low-skill jobs outside the United States

government-provided tax incentives and a right-to-organize labor climate in the South.

If an employee who is represented by a union believes that the company has taken an action contrary to the collective bargaining agreement, and submits it in writing, then that complaint becomes a _____. strike grievance lockout protest

grievance

n the context of bargaining issues, negotiating for union members to be given preference when hiring is an example of a(n): management rights issue. illegal issue. permissive issue. mandatory issue.

illegal issue.

In the 1930s, company unions were formed by employers to: provide employees with a sense of belonging and involvement. give employees input on company policies. spy on employees. keep legitimate unions from organizing employees.

keep legitimate unions from organizing employees.

Unions may be established in a(n) _____ of a company, representing only one department or job category within the company. microunit open department closed department macrounit

microunit

In the context of union representation in grievance procedures, Weingarten rights give: unionized employees job security if they have been reported for disciplinary issues. unionized employees a right to have union representation during questioning by management if discipline may result. any employee a right to have a coworker present during questioning by management if discipline may result. a unionized employee assurance that all five steps of a grievance procedure will be followed for any grievance in which he or she is involved.

unionized employees a right to have union representation during questioning by management if discipline may result.

Before the Norris-LaGuardia Act, employers sometimes asked employees to sign _____, which were pledges by workers not to join a labor union. salting contracts open-shop contracts yellow dog contracts no-solicitation contracts

yellow dog contracts