HRM CH 14

What is the minimum percent of employees in a bargaining unit who must sign authorization cards for the NLRB to hold a union representation election? A. 30 percent B. 51 percent C. 20 percent D. 10 percent E. 55 percent

A. 30 percent At the start of an organizing process, union representatives make contact with employees, present their message about the union, and invite them to sign an authorization card. For the organization process to continue, at least 30 percent of the employees must sign an authorization card.

Which of the following decisions in labor relations involves day-to-day activities in which union members and the organization's managers may have disagreements? A. Administering contracts B. Formulating labor relations strategy C. Lobbying for labor law changes D. Negotiating contracts E. Implementing labor laws

A. Administering contracts Decisions regarding administering of contracts involve day-to-day activities in which union members and the organization's managers may have disagreements. Issues include complaints of work rules being violated or workers being treated unfairly in particular situations. A formal grievance procedure is typically used to resolve these issues.

Which of the following is a union security arrangement that requires the payment of union dues but not union membership? A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

A. Agency shop The agency shop is a union security arrangement which requires the payment of union dues but not union membership.

Which of the following statements is true of trends in union membership in the U.S. in relation to trends in other countries? A. In Western Europe, it is common to have union coverage rates of 80 to 90 percent. B. Coverage rates within the United States are much higher than in most other countries. C. U.S. employees tend to have a larger, more formal role in organizational decision making than in Western European countries. D. Worker representatives on boards of directors are much more common in the United States than in Western European countries. E. The union membership rate in the U.S. is second only to that of Denmark.

A. In Western Europe, it is common to have union coverage rates of 80 to 90 percent. The percentage of U.S. workers who belong to unions is lower than in many other countries. More dramatic is the difference in coverage—the percentage of employees whose terms and conditions of employment are governed by a union contract, whether or not the employees are technically union members. In Western Europe, it is common to have coverage rates of 80 to 90 percent, so the influence of labor unions far outstrips what membership levels would imply

Which of the following laws allows the states to pass so-called right-to-work laws? A. The Taft-Hartley Act B. The Sarbanes-Oxley Act C. The Landrum-Griffin D. The Hatch Act E. The Maguire Act

A. The Taft-Hartley Act The Taft-Hartley Act allows the states to pass so-called right-to-work laws, which make union shops, maintenance of membership, and agency shops illegal. The idea behind such laws is that requiring union membership or the payment of union dues restricts the employees' right to freedom of association.

What is society's goal for unions? A. To ensure that workers have a voice in how they are treated by their employers B. To influence the way pay and promotions are determined C. To make up for the wages the workers lose during a strike D. To retain as much control as they can over work rules and schedules E. To limit individual employees' bargaining power

A. To ensure that workers have a voice in how they are treated by their employers Society's goal for unions is to ensure that workers have a voice in how they are treated by their employers.

A contract provision under which the employer, on behalf of the union, automatically deducts union dues from employees' paychecks is known as a(n): A. checkoff provision. B. deductible-at-source provision. C. maintenance of membership provision. D. agency shop provision. E. union shop provision.

A. checkoff provision. Under a checkoff provision, the employer, on behalf of the union, automatically deducts union dues from employees' paychecks.

In _____ arbitration, the arbitrator must choose either management's or the union's last offer for each issue or for the contract as a whole. A. final-offer B. interest C. rights D. conventional E. vested

A. final-offer In "final-offer arbitration," the arbitrator must choose either management's or the union's final offer for each issue or for the contract as a whole.

From the point of view of employees, the grievance procedure is an important means of: A. getting fair treatment in the workplace. B. settling negotiations between unions and government agencies. C. interpreting contract terms. D. facilitating the negotiation process. E. preventing major delays in production.

A. getting fair treatment in the workplace. From the point of view of employees, the grievance procedure is an important means of getting fair treatment in the workplace. Its success depends on whether it provides for all the kinds of problems that are likely to arise, whether employees feel they can file a grievance without being punished for it, and whether employees believe their union representatives will follow through.

In the context of the three levels of decisions involved in labor relations, which of the following management decisions relates to whether the organization will work with unions or develop (or maintain) nonunion operations? A. Negotiating contracts B. Formulating labor relations strategy C. Engaging in corporate governance D. Administering contracts E. Relationship management

B. Formulating labor relations strategy For management, the decision pertaining to labor relations strategy involves whether the organization will work with unions or develop (or maintain) nonunion operations. For unions, the decision involves whether to fight changes in how unions relate to the organization or accept new kinds of labor-management relationships.

Which of the following is a union security arrangement that requires employees to join the union within a certain amount of time (30 days) after beginning employment? A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

B. Union shop A legal membership arrangement that supports the goals of labor unions is the union shop, an arrangement that requires an employee to join the union within a certain time (30 days) after beginning employment.

The NLRB has two major functions: to prevent unfair labor practices and to: A. conduct periodic onsite inspections of union and company financial records. B. conduct and certify representation elections. C. make rules and regulations for union-management relations. D. levy punitive charges on violators. E. monitor and regulate labor relations in small, local businesses.

B. conduct and certify representation elections. The NLRB has two major functions: to conduct and certify representation elections and to prevent unfair labor practices. It does not initiate either of these actions but responds to requests for action.

Right-to-work laws are: A. federal laws that protect employees' right to lifetime employment. B. state laws that make union shops, maintenance of membership, and agency shops illegal. C. laws that protect the right of unions to insist that the employer hire only union members. D. laws that allow terminating an existing contract and striking for a new one without notifying the employer. E. federal laws that ensure that all union members get pension benefits.

B. state laws that make union shops, maintenance of membership, and agency shops illegal. The Taft-Hartley Act allows the states to pass so-called right-to-work laws, which make union shops, maintenance of membership, and agency shops illegal. The idea behind such laws is that requiring union membership or the payment of union dues restricts the employees' right to freedom of association.

Which of the following is a reason for the decline in union membership in the U.S.? A. Much recent job growth has occurred among men and younger workers, who are less likely than women and middle-aged workers to join unions B. Human resource practices that result in lower pay for unionized than for nonunionized workers C. Management efforts to control costs in response to international competition D. Much recent business growth has been in the North, where workers are less likely to join unions E. Government regulation banning unionization

C. Management efforts to control costs in response to international competition On average, unionized workers receive higher pay than their nonunionized counterparts, and the pressure to control costs is greater because of international competition, resulting in a steady decline in union membership.

Which of the following is a federal law passed in 1935 that supports collective bargaining and sets out the rights of employees to form unions? A. The Landrum-Griffin Act B. The Civil Rights Act C. The Wagner Act D. The Taft-Hartley Act E. The Sarbanes-Oxley Act

C. The Wagner Act Perhaps the most dramatic example of labor laws' influence is the 1935 passage of the Wagner Act (also known as the National Labor Relations Act, or NLRA ), which actively supported collective bargaining.

(n) _____ is a union security arrangement under which a person must be a union member before being hired. A. agency shop B. union shop C. closed shop D. maintenance of membership provision E. checkoff provision

C. closed shop The strongest union security arrangement is a closed shop, under which a person must be a union member before being hired. Under the National Labor Relations Act, closed shops are illegal.

A labor union all of whose members have a particular skill or occupation is known as a(n) _____ union. A. common B. industrial C. craft D. regional E. employer's

C. craft Unions may be either craft or industrial unions. The members of a craft union all have a particular skill or occupation. Examples include the International Brotherhood of Electrical Workers for electricians and the United Brotherhood of Carpenters and Joiners of America for carpenters.

The process for resolving union-management conflicts over interpretation or violation of a collective bargaining agreement is known as a _____. A. complaint protocol B. chain of command C. grievance procedure D. protest procedure E. corporate campaign

C. grievance procedure Contract administration includes carrying out the terms of the agreement and resolving conflicts over interpretation or violation of the agreement. Under a labor contract, the process for resolving these conflicts is called a grievance procedure. This procedure has a key influence on success in contract administration.

What is typically the first step in a grievance procedure initiated by an employee? A. The grievance is put in writing and submitted to a line manager. B. The union steward meets with a management representative. C. Additional local or national union officers are involved. D. Employee discusses problem with supervisor. E. Management puts response to grievance in writing.

D. Employee discusses problem with supervisor. For grievances launched by an employee, in the first step, the employee talks to his or her supervisor about the problem. If this conversation is unsatisfactory, the employee may involve the union steward in further discussion.

Which of the following is true of craft unions? A. It represents many different occupations. B. Membership in the union is the result of working for a particular employer in the industry. C. Changing employers is not very common. D. It is often responsible for training members through apprenticeships. E. It consists of members who are linked by their work in a particular industry.

D. It is often responsible for training members through apprenticeships. The members of a craft union all have a particular skill or occupation. Craft unions are often responsible for training their members through apprenticeships and for supplying craft workers to employers.

Which of the following defines labor relations? A. It is an association that seeks to advance the shared interests of its member unions at the national level. B. It is the election of an employee by union members to represent them in ensuring that the terms of the labor contract are enforced. C. It is a contract provision under which the employer, on behalf of the union, automatically deducts union dues from employees' paychecks. D. It is the field that emphasizes skills that managers and union leaders can use to minimize costly forms of conflict and seek win-win solutions to disagreements. E. It is an alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining.

D. It is the field that emphasizes skills that managers and union leaders can use to minimize costly forms of conflict and seek win-win solutions to disagreements.

_____ rules do not require union membership but do require that employees who join the union remain members for a certain period of time, such as the length of the contract. A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

D. Maintenance of membership Maintenance of membership rules do not require union membership but do require that employees who join the union remain members for a certain period of time, such as the length of the contract.

John works at a factory of a large manufacturing company and is a member of the local chapter of a national industrial union. He believes his supervisor is not living up to the terms of the recently negotiated contract. In order to seek resolution to his grievance, John should first contact: A. the regional office of his labor union. B. law enforcement officials. C. the AFL-CIO. D. his union steward. E. the local Chamber of Commerce.

D. his union steward. Most of workers' contact in a local union is with the union steward, an employee elected by union members to represent them in ensuring that the terms of the contract are enforced. The union steward helps to investigate complaints and represents employees to supervisors and other managers when employees file grievances alleging contract violations.

Which of the following is covered by the National Labor Relations Act (NLRA)? A. A worker employed as a supervisor B. A person working for a parent C. An independent contractor D. An worker employed by an employer subject to the Railway Labor Act E. A worker going out on strike to secure better working conditions

E. A worker going out on strike to secure better working conditions The following activities are among those protected under the NLRA: union organizing, joining a union, whether recognized by the employer or not, going out on strike to secure better working conditions, refraining from activity on behalf of the union

Which of the following should a supervisor do to discourage unions? A. Promise employees that they will receive favorable terms or conditions of employment if they forgo union activity B. Threaten employees with harsher terms and conditions of employment or employment loss if they engage in union activity C. Limit direct contact with employees D. Interrogate employees about pro-union or anti-union sentiments that they or others may have E. Report any direct or indirect signs of union activity to a core management group

E. Report any direct or indirect signs of union activity to a core management group In order to discourage unions, supervisors should report any direct or indirect signs of union activity to a core management group.

Which of the following is true of the goals of labor unions? A. Labor unions try to consider employees as individuals so that pay and promotion decisions relate to performance differences. B. Labor unions have the goals of obtaining pay and working conditions that satisfy the management. C. They try to not have any pay differences based on seniority. D. Where workers are represented by a union, it is common for all employees in a particular job classification to be paid according to their appraisals. E. Unions focus on equal pay for equal work.

E. Unions focus on equal pay for equal work. Unlike management, which tries to consider employees as individuals so that pay and promotion decisions relate to performance differences, unions try to build group solidarity and avoid possible arbitrary treatment of employees. To do so, unions focus on equal pay for equal work. They try to have any pay differences based on seniority, on the grounds that this measure is more objective than performance evaluations.

Organizations formed for the purpose of representing their members' interests in dealing with employers are known as: A. employee guilds. B. sororities. C. lobbies. D. member clubs. E. labor unions.

E. labor unions. Labor unions are organizations formed for the purpose of representing their members' interests and resolving conflicts with employers.

A union steward: A. influences the way pay and promotions are determined. B. deducts union dues from employees' paychecks. C. is the strongest union security arrangement. D. is employed as an independent contractor. E. represents employees when they file grievances alleging contract violations.

E. represents employees when they file grievances alleging contract violations. Most of workers' contact in a local union is with the union steward, an employee elected by union members to represent them in ensuring that the terms of the contract are enforced. The union steward helps to investigate complaints and represents employees to supervisors and other managers. When the union deals with several employers, as in the case of a craft union, a business representative performs some of the same functions as a union steward.

A union steward is a person hired by management to monitor union activity and report violations, if any.

FALSE A union steward is an employee elected by union members to represent them in ensuring that the terms of the labor contract are enforced.

Contrary to public perception, services industries such as finance, insurance, and real estate have higher union representation than manufacturing.

FALSE Services industries such as finance, insurance, and real estate have lower union representation than manufacturing.

The AFL-CIO is by far the largest labor union in the U.S.

FALSE The AFL-CIO is not a labor union but an association that seeks to advance the shared interests of its member unions at the national level.

Associate union membership is linked to an employee's workplace.

FALSE Associate union membership is not linked to an employee's workplace and does not provide representation in collective bargaining.

In their labor relations, managers prefer to increase wages and benefits and to give maximum control to workers over work rules and schedules.

FALSE Managers continue to prefer to keep the organization's operations flexible, so they can adjust activities to meet competitive challenges and customer demands. Therefore, in their labor relations managers prefer to limit increases in wages and benefits and to retain as much control as they can over work rules and schedules.

Mediation is the most formal and least used method of conflict resolution.

FALSE Mediation is a conflict resolution procedure in which a mediator hears the views of both sides and facilitates the negotiation process but has no formal authority to dictate a resolution. It is the least formal and most widely used of these procedures. A mediator hears the views of both sides and facilitates the negotiation process. The mediator has no formal authority to dictate a resolution, so a strike remains a possibility.

Right-to-work laws grant both the employee and employer the right to terminate the employment relationship at any time with or without cause or notice.

FALSE Right-to-work laws are state laws that make union shops, maintenance of membership, and agency shops illegal. The idea behind such laws is that requiring union membership or the payment of union dues restricts the employees' right to freedom of association.

Under a checkoff provision, a person must be a union member before being hired.

FALSE Under a checkoff provision, the employer, on behalf of the union, automatically deducts union dues from employees' paychecks.

A craft union's bargaining power depends greatly on the control it can exercise over the supply of its workers.

TRUE A labor union whose members all have a particular skill or occupation are known as craft unions. Craft unions are often responsible for training their members through apprenticeships and for supplying craft workers to employers. A craft union's bargaining power depends greatly on its control over the supply of its workers.

Most studies have found that union workers are more productive than nonunion workers.

TRUE Although there is evidence that unions have both positive and negative effects on productivity, most studies have found that union workers are more productive than nonunion workers

Courts generally avoid reviewing arbitrators' decisions and focus only on whether the grievance involved an issue that is subject to arbitration under the contract.

TRUE If a grievance reaches arbitration, the arbitrator makes the final ruling in the matter. Based on a series of Supreme Court decisions, courts generally avoid reviewing arbitrators' decisions and focus only on whether the grievance involved an issue that is subject to arbitration under the contract.

Joining a union, whether recognized by the employer or not, is an activity protected under the NLRA.

TRUE Joining a union, whether recognized by the employer or not, is an activity protected under the NLRA.

On average, unionized workers receive higher pay than their nonunionized counterparts.

TRUE On average, unionized workers receive higher pay than their nonunionized counterparts.

Originally, the NLRA did not list any unfair labor practices by unions.

TRUE Originally, the NLRA did not list any unfair labor practices by unions. In later amendments to the NLRA—the Taft-Hartley Act of 1947 and the Landrum-Griffin Act of 1959—Congress established some restrictions on union practices deemed unfair to employers and union members.

The relative bargaining power of labor and management during contract negotiations depends on each party's ability to withstand a strike.

TRUE The outcome of a contract negotiation between labor and management depends partly on the relative bargaining power of each party. That power, in turn, depends on each party's ability to withstand a strike, which costs the workers their pay during the strike and costs the employer lost production and possibly lost customers.

Under the National Labor Relations Act, the union has a duty of fair representation, which means the union must give equal representation to all members of the bargaining unit, whether or not they actually belong to the union.

TRUE Under the National Labor Relations Act, the union has a duty of fair representation, which means the union must give equal representation to all members of the bargaining unit, whether or not they actually belong to the union.

Unlike union membership for workers in businesses, union membership among government workers has remained strong.

TRUE Unlike union membership for workers in businesses, union membership among government workers has remained strong. Union membership in the public sector grew during the 1960s and 1970s and has remained steady ever since.