Chapter 11

Approximately _____ percent of all collective bargaining agreements include binding arbitration as the final step in the grievance process. 55 60 80 87 98

98

Grievance mediation is Illegal. Final and binding. Generally follows arbitration. A process in which a neutral third party assists the parties in reaching their own settlement of the dispute before going to arbitration. More expensive than arbitration.

A process in which a neutral third party assists the parties in reaching their own settlement of the dispute before going to arbitration.

The first step in the grievance process usually involves: An employee talking to company lawyers for contract clarification. An employee discussing the complaint with a shop steward or the supervisor. The requirement that the employee put the grievance in writing. A meeting with an arbitrator. A meeting with top management.

An employee discussing the complaint with a shop steward or the supervisor.

Which of the following is a true statement? Mediation is typically more costly than arbitration. Mediation on average takes twice as long to reach a settlement as arbitration. Both sides report high dissatisfaction with the mediation process. Many participants report that mediation aids in resolving future grievances because the communication process was improved.

Many participants report that mediation aids in resolving future grievances because the communication process was improved.

Most grievances are settled: When an employee discusses the complaint with a shop steward or the supervisor. Once a grievance is put into writing After arbitration. After mediation. After a meeting with the company grievance committee.

Once a grievance is put into writing

When evaluating misconduct cases, arbitrators consider all of the following EXCEPT: Management's consistency in enforcing the relevant rules. Management's compliance with the disciplinary procedures outlined in the contract. The employee's work history. The employee's length of service with the company. The number of grievances the employee has filed in the past.

The number of grievances the employee has filed in the past.

An employer may discharge an employee for working a second job if a labor contract includes a provision prohibiting it. True or False?

True

In the day-to-day administration of a contract, the majority of time is spent on handling grievances. True or False?

True

The most common source of grievance is the union's honest belief that management has violated a provision of the existing contract. True or False?

True

The objective of a progressive discipline system is to inform an employee of inappropriate behavior and give the employee an opportunity to correct the behavior. True or False?

True

Union members may be encouraged to file grievances on certain matters so that there will be evidence for the need to change the contract during the next negotiation. True or False?

True

Which of the following is NOT one of the 5 W's usually answered in a written grievance? What When Who Where Wages

Wages

Which of the following is generally accepted by arbitrators as a reason for immediate discharge? Damage to company property Violation of the dress code Rude behavior Gambling by participating in a sports pool Sleeping during a lunch break

Damage to company property

An employee who has committed a serious offense must first be warned that such behavior is inappropriate, and then only if he or she commits a second offense can he or she be terminated. True or False?

False

Approximately 98% of contracts call for mediation as the final step in the grievance process. True or False?

False

In the public sector, strikes are a more powerful tool for settling disputes than the grievance system. True or False?

False

Mediation is more costly than arbitration. True or False?

False

Union stewards can be discipline for providing assistance to an employee who wants to file a grievance. True or False?

False

Which of the following statements is true regarding the public sector? Strikes are more effective than a grievance procedure in settling disputes. Clarity of the contract results in a reduction in the number of grievances filed. Public sector employees have more constitutional rights regarding discipline and dismissal than private sector employees. Grievance rates tend to decline when management is combative during negotiations.

Public sector employees have more constitutional rights regarding discipline and dismissal than private sector employees.