Union-Management Relations
Chapter Exam Questions
Course Introduction
Union-Management Relations explores the dynamic interactions between labor unions and organizational management. The course examines the historical context, legal framework, and key processes of collective bargaining, grievance resolution, and contract negotiations. Students analyze the roles, rights, and responsibilities of both unions and employers, considering contemporary challenges such as globalization, workforce diversity, and changing labor laws. Through case studies and practical simulations, the course emphasizes strategies for fostering cooperative relationships, resolving conflicts, and promoting productive work environments.
Recommended Textbook Labor Relations and Collective Bargaining 9th Edition by Michael
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Page 2
R. Carrell
Chapter 1: The American Labor Movement
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Q1) Which of the following equalizes the balance between labor and management?
A) National union bylaws
B) The AFL-CIO
C) The Taft-Hartley Amendments
D) The Wagner Act
Answer: C
Q2) Under Title VII of the Civil Service Reform Act of 1978, the government is prohibited from all of the following except:
A) Encouragement of union membership.
B) Coercion of employees who exercise their organizational rights.
C) Negotiating a collective bargaining agreement
D) Sponsorship of a labor organization.
Answer: C
Q3) Which of the following topics was mentioned frequently around the nation in the speeches of Eugene Debs?
A) Karl Marx's "Das Kapital"
B) Years of strikebreaking by hired thugs
C) Debs's objection to the U.S. entry into World War I
D) Government troops breaking up the Pullman Strike
Answer: C
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Chapter 2: The Changing Workplace
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Q1) Unions' response to work teams has been almost universally positive.
A)True
B)False
Answer: False
Q2) In recent years, the North American hotel and lodging industry has become a target for union organizing.
A)True
B)False
Answer: True
Q3) Which of the following is not a reason why union membership has not grown as a percentage of the labor force?
A) Heavily unionized industries have experienced slow growth or even decline in their number of employees.
B) Laws requiring minimum wage, overtime pay, worker's compensation, etc. have lessened the need for unions.
C) Unions have not courted younger workers, women, and minorities.
D) Unions have generally successfully organized service industries.
Answer: D
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4
Chapter 3: Establishing a Bargaining Process
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Q1) The National Labor Relations Act does not forbid federal government employees from collective bargaining.
A)True
B)False
Answer: True
Q2) The NLRB would be least likely to exercise any jurisdiction when:
A) There is a dispute among union officials.
B) There is a dispute over wages.
C) A strike occurs.
D) Labor complains of unfair labor practices.
Answer: A
Q3) Employees of a common work site who do not fit the criteria of any craft or industrial union of that site will likely be:
A) Considered management.
B) Added to the smallest craft union.
C) Combined into a residual unit.
D) Denied entry into a bargaining unit.
Answer: C
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Chapter 4: Organizational Campaigns
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Sample Questions
Q1) Unions have filed ___% of all unfair labor practice charges filed with the FLRA.
A) 95
B) 85
C) 65
D) 55
Q2) Prior to the National Labor Relations Act, no federal law protected the basic rights of employees to join together.
A)True
B)False
Q3) In a dual-motive discrimination legitimate case, the employer puts forth two explanations for the action of which there was a complaint.
A)True
B)False
Q4) Which of the following union activities would not be an unfair labor practice under the Taft-Hartley Act?
A) Causing an employer to discriminate against an employee.
B) Threats of violence against relatives of employees.
C) Picketing that restrains others from entering a work site.
D) Compelling an employee to join the union in a union shop.
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Chapter 5: The Negotiation Process
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Q1) Any portion of the contract that conflicts with state or federal law is declared null and void without affecting other provisions is which of the following?
A) Lateral bid
B) Jurisdictional strike
C) Job bidding
D) Separability clause
Q2) Union leaders may want their membership to reject a contract proposal to give them increased bargaining leverage.
A)True
B)False
Q3) The outcome of the PATCO strike of 1981 was:
A) Almost all workers were eventually rehired.
B) All striking workers were fired, but most were rehired.
C) All striking workers lost several weeks pay and seniority.
D) No striking workers were rehired during Republican presidencies.
Q4) Fact-finding is less successful at resolving impasses in the public sector than in the private sector.
A)True
B)False
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Chapter 6: Collective Bargaining: Strategies and Tactics
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Q1) The initial working sessions of collective bargaining are no more than monologues in which both parties present their list of demands and provide data and arguments to support their positions.
A)True
B)False
Q2) If a negotiator must give the first opening offer, or choose to do so for strategic reasons, then they should choose the most extreme offer, which can logically be defended and then carefully gauge the reaction to the offer.
A)True
B)False
Q3) ________ is often referred to as a "win-win" approach.
A) Collective bargaining
B) Process bargaining
C) Distributive bargaining
D) Interest-based bargaining
Q4) Proposals and counterproposals will be made on typed copies as reasonable and will be signed and dated by the appropriate party.
A)True
B)False
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Chapter 7: Compensation Issues
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Q1) In 2004, the U.S. Department of Labor issued new regulations to determine if an employee is classified as exempt.
A)True
B)False
Q2) The average cents-per-hour increase of a 5% across-the-board increase would be:
A) 44¢.
B) 46¢.
C) 48¢.
D) 53¢.
Q3) Unions are entitled to company financial information.
A)True
B)False
Q4) The classification method of job evaluation is primarily designed for large organizations with one location.
A)True
B)False
Q5) Management prefers a system of pay ranges versus a standard rate for each job.
A)True
B)False
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Chapter 8: Employee Benefits
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Q1) Concession bargaining generally involves:
A) Reduced seniority rights.
B) Arbitration of a settlement.
C) Reduced employment of union members.
D) Reduced wages and/or benefits.
Q2) A "25 and out" pension eligibility requirement refers to:
A) The employee must have 25 years of service.
B) Employees must earn $25,000 per year to retire.
C) Employees must work 25 continuous quarters to retire.
D) Employees at age 70 with 25 years of service can retire.
Q3) Comprehensive dental care plans do not require the employee to pay a deductible for covered services.
A)True B)False
Q4) Vesting refers to a plan that meets standards set by the IRS.
A)True
B)False
Q5) Wellness programs are a form of negotiated benefits.
A)True
B)False
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Chapter 9: Seniority Rights
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Q1) A ____ is a set of rules governing the allocation of economic benefits and opportunities on the basis of service with one employer.
A) Seniority system
B) Superseniority
C) Promotion
D) Lateral bid
Q2) When two companies merge, the Length-of-Service Principle of combining seniority lists prescribes that:
A) Employees' length of service is considered regardless of which company they worked for previously; the two lists are combined as one.
B) Employees are given rank positions on the merged lists equal to their rank position on their prior list.
C) Employees of the acquired company are added to the bottom of the list of the acquiring company.
D) Employees are allowed to continue previously earned seniority on separate seniority lists.
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Chapter 10: Contract Implementation
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Q1) The NLRB may invalidate a contract if it finds that the union acted without majority representation.
A)True
B)False
Q2) In March 2003, the United Farm Workers UFM) union in California announced a historic boycott of Sonoma, a subsidiary of E & J Gallo Winery.
A)True
B)False
Q3) For federal government employees, ________ of the Civil Services Reform Act requires that any agreement must be incorporated into a written document if either party requests it.
A) Title VIII
B) Title VII
C) Title VI
D) Title V
Q4) Under the "residual rights theory" management retains all rights not surrendered under the labor agreement.
A)True
B)False
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Chapter 11: Grievance and Disciplinary Procedures
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Q1) The first person contacted when the employee has a grievance is usually the:
A) Shop steward.
B) Foreman.
C) Union's labor attorney.
D) Department head.
Q2) _____% of all nonmanufacturing contracts include "misconduct" as a reason for immediate dismissal.
A) 20
B) 34
C) 11
D) 61
Q3) When the shop steward and supervisor cannot resolve the grievance, then it may be appealed to the Supreme Court.
A)True
B)False
Q4) Which of the following is a disciplinary procedure?
A) Conflict management resolution
B) Agreement clarification
C) Due process
D) Explain company rules
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Chapter 12: The Arbitration Process
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Q1) The power to determine whether arbitration is proper, the breadth of contractual issues, and whether any other issues limit the ability of an arbitrator to resolve a dispute may be called:
A) Arbitrability.
B) Arbitrator's opinion.
C) Tripartite arbitration board.
D) Rules of evidence.
Q2) The most important qualification of an arbitrator is probably impartiality.
A)True
B)False
Q3) The <U>Federal Arbitration Act</U> governs commercial arbitration situations such as business-business, employer-employer, and buyer-seller.
A)True
B)False
Q4) Arbitrators have the right to reinstate fired employees if they feel a lack of "just cause."
A)True
B)False
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Chapter 13: Comparative Global Industrial Relations
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Q1) IFAs have not been proven to be a good way to promote workers rights in a global arena.
A)True
B)False
Q2) Wal-mart, the U.S. retailer with a history of antiunion policies, allowed unions in stores in China.
A)True
B)False
Q3) Much of Italy's industrial relations are due to its constitution, the EU, Acts of Parliament, regional laws, and customs.
A)True
B)False
Q4) The election of many social democratic governments and coalitions in the mid 1990s created a climate that was conducive to:
A) Strikes.
B) Collective bargaining.
C) Activism in social causes including employment.
D) Protectivist laws created by many nations.
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