Labor Relations and Collective Bargaining! HRM Trivia Questions Quiz

Discriminatory treatment is an illegal bargaining item because it goes against the principles of fair and equal treatment in negotiations. Bargaining items should focus on issues such as wages, working conditions, and benefits, rather than promoting discrimination or unequal treatment based on factors such as race, gender, or age. Discriminatory treatment is not a legitimate topic for negotiation and is prohibited by laws and regulations that promote equal employment opportunities.

A sympathy strike refers to a strike that occurs when one union goes on strike to support another union. This type of strike is a show of solidarity between unions and is typically done to put pressure on an employer or to express support for a specific cause or demand. Unlike other types of strikes, such as wildcat strikes or economic strikes, sympathy strikes are not directly related to the union's own labor dispute but rather aim to support another union's struggle.

The Wagner Act, also known as the National Labor Relations Act, was established in 1935. It created the National Labor Relations Board (NLRB) as an independent federal agency responsible for enforcing labor laws and protecting the rights of employees to organize and bargain collectively with their employers. The NLRB oversees union elections, investigates unfair labor practices, and provides a forum for resolving labor disputes. The establishment of the NLRB was a significant step in promoting and protecting workers' rights in the United States.

The closed shop form of union security means that a company can only hire individuals who are already members of the union. This means that nonunion people are not eligible to be hired by the company unless they agree to join the union.

The term "right to work" refers to statutory or constitutional provisions that prohibit employers from requiring employees to join a union or pay union dues as a condition of employment. This means that individuals have the right to choose whether or not to join a union, and cannot be discriminated against or denied employment based on their decision. The concept of "right to work" aims to protect individual freedom and promote a more open and competitive labor market.

Jeff should most likely examine the grievants' personnel records. By doing so, he can gather relevant information about the employees who have filed the grievance. This examination will help Jeff understand if there are any patterns or issues related to the employees' performance, behavior, or history that may have led to the implementation of the plant rule. It will provide Jeff with a comprehensive understanding of the situation and help him make an informed decision on how to address the grievance effectively.

Union members employed by a firm must maintain union membership for the contract period. This means that they are required to remain members of the union for the duration of the contract between the union and the firm. Once the contract period is over, they may have the option to renew their membership or choose not to continue as union members.

Union salting is a tactic used by unions to place union members on nonunion job sites with the intention of organizing those workplaces. These union members, known as salters, infiltrate the workplace as regular employees and work towards promoting unionization among their colleagues. By actively participating in the workplace and advocating for unionization, salters aim to gain support and ultimately organize the employees into a union. This tactic is often used to counteract anti-union efforts by employers and is a strategic way to expand union membership.

The correct answer is "Legislation provides workers with protections that were once exclusive to unions." This answer suggests that the decline in union membership can be attributed to the fact that legislation has now provided workers with protections that were previously only available through unions. This implies that workers no longer see the need to join unions in order to secure these protections, leading to a decrease in union membership over the years.

Good faith bargaining involves both parties actively participating in negotiations and making counterproposals. This characteristic demonstrates a willingness to engage in a constructive dialogue and find common ground. By making counterproposals, both parties can express their interests and concerns, leading to a more balanced and fair agreement. It shows a commitment to finding a mutually beneficial solution rather than imposing one's own demands or bypassing the other party.

Impasse refers to a collective bargaining situation where the parties involved are unable to make any further progress towards reaching a settlement. It signifies a deadlock or a stalemate in negotiations, where neither side is willing to compromise or make concessions. In such a situation, the parties may seek the assistance of a mediator or arbitrator to help facilitate a resolution.

The Wagner Act, also known as the National Labor Relations Act (NLRA), was passed in 1935 to amend the Norris-LaGuardia Act. It was a significant piece of legislation that aimed to protect the rights of workers to organize and bargain collectively. The act established the National Labor Relations Board (NLRB) to oversee labor disputes and ensure fair labor practices. It also prohibited unfair labor practices by employers, such as interfering with workers' rights to join unions. The Wagner Act played a crucial role in promoting labor rights and strengthening the labor movement in the United States.

An economic strike is a strike that occurs when workers are unable to reach an agreement with their employer regarding the terms of a contract, such as wages and benefits. This type of strike is focused on economic issues and is a result of the disagreement over financial matters. It is different from other types of strikes, such as wildcat strikes, sympathy strikes, or strikes related to unfair labor practices, which have different motivations or causes.

The passage of the Taft-Hartley Act is most likely due to numerous union strikes. This act, passed in 1947, was a response to the growing power and influence of labor unions in the United States. It aimed to regulate and restrict the activities of unions, such as prohibiting certain types of strikes and giving more power to employers. The act was a result of concerns about the disruptive effects of strikes on the economy and the desire to maintain a balance between the rights of workers and the interests of businesses.

The first step in the union drive process is making initial contact with employees. This step involves reaching out to employees to inform them about the union drive, explain its purpose, and gauge their interest and support. It is important to establish communication and build relationships with employees before proceeding with other steps such as obtaining authorization cards, holding organization hearings, or campaigning for employee votes.

The Wagner Act, also known as the National Labor Relations Act, was passed in 1935 to protect workers' rights to organize and bargain collectively. It prohibited unfair labor practices by employers that interfered with employees' rights. Bribing employees, using company spy systems, and moving businesses to avoid unionization were all designated as unfair labor practices under the Wagner Act. However, requiring yellow dog contracts, which are agreements that prohibit employees from joining unions, was not designated as an unfair labor practice by the Wagner Act. Yellow dog contracts were only made illegal under the Norris-LaGuardia Act in 1932, prior to the passage of the Wagner Act.

In order for a union to petition the NLRB for an election, a minimum of 30% of eligible employees in a bargaining unit must sign authorization cards. This means that if at least 30% of the employees express their support for the union by signing these cards, the union can proceed with the petition. The percentage required ensures that there is a significant level of support among the employees before the union can take further action.

This statement is most likely false because employers generally prefer nonunion workers as they can negotiate wages and benefits directly with them, without the involvement of a union. Union members often have collective bargaining agreements that determine their wages and benefits, which may be lower or higher than those of nonunion workers depending on the specific industry and agreement.

Closed shop is the type of union security that was outlawed by Congress. A closed shop is a workplace where only union members are allowed to be hired, and non-union workers are excluded. This practice was made illegal by Congress because it was seen as a violation of workers' rights and freedom of association. It prevented non-union workers from being able to find employment in certain industries or companies, limiting their job opportunities.

Featherbedding refers to an unfair labor practice in which a union requires an employer to pay an employee for services not performed. This term is used to describe situations where unions negotiate contracts that create unnecessary jobs or impose excessive work restrictions, resulting in the employer having to pay for unproductive or redundant labor. This practice is considered unfair because it increases costs for the employer and may hinder productivity and efficiency.

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This answer supports the argument by the NLRB that Hyper-Tech has conducted unfair labor practices because by prohibiting the distribution of union literature in the company cafeteria, Hyper-Tech managers are preventing employees from accessing information about the union and potentially discouraging them from joining. This can be seen as an attempt to hinder the unionization efforts and restrict employees' rights to make informed decisions about union membership.

Decertification is the process of legally terminating a union's right to represent employees. This typically occurs when a majority of employees no longer wish to be represented by the union or when the union has engaged in misconduct. It involves a formal petition and vote by the employees to remove the union as their representative. Once decertified, the union loses its bargaining rights and the employer is no longer obligated to negotiate with them.

Mediation is a third-party intervention that involves the use of a neutral third party to assist the parties involved in reaching an agreement. The mediator facilitates communication and negotiation between the principals, helping them to identify common interests and find mutually acceptable solutions. Unlike arbitration, where a decision is imposed on the parties, mediation focuses on empowering the parties to make their own decisions and reach a voluntary agreement. Mediation is often used in situations where there is a need for ongoing relationships between the parties or when preserving the relationship is important.

Employers dealing with an unfair labor practice strike can use various responses to address the situation. They may choose to shut down the affected area until the strike ends, continue operations with supervisors filling in, or hire temporary replacement workers. However, hiring permanent replacement workers is not an appropriate response in this context. This is because permanent replacement workers are intended to permanently replace striking workers, which can be seen as an unfair labor practice and may further escalate the conflict.

The National Labor Relations Board was primarily established for the purpose of investigating unfair labor practice charges. This means that its main role is to investigate and address any violations or misconduct related to labor practices, ensuring that workers' rights are protected and upheld. The board serves as a neutral entity that investigates complaints, gathers evidence, and takes appropriate actions to resolve disputes and promote fair labor practices in the workplace.

When representatives of Ford's management and the autoworkers' union meet to negotiate a labor agreement, the most likely occurrence is collective bargaining. Collective bargaining refers to the process of negotiation between employers and employees, typically represented by a labor union, to determine the terms and conditions of employment. In this scenario, both parties are coming together to discuss and negotiate the labor agreement, which aligns with the concept of collective bargaining.

The primary purpose of picketing is to inform the public about a labor dispute. Picketing involves individuals or groups standing outside a workplace with signs, banners, and leaflets to raise awareness about the issues and grievances that workers are facing. It aims to gain public support and understanding for the workers' cause, putting pressure on the employer to negotiate and resolve the dispute. Picketing is a form of peaceful protest and serves as a way to communicate the workers' message to the wider community.

A "yellow dog" contract refers to a situation where an employee agrees, as a condition of their employment, to not join a union. This type of agreement is often used by employers to prevent their employees from organizing and forming a union to protect their rights and negotiate for better working conditions. By agreeing to not join a union, the employee essentially gives up their right to collective bargaining and solidarity with fellow workers. This practice has been widely criticized for undermining workers' rights and suppressing unionization efforts.

Approximately 11% of people working in the United States belong to unions. This means that out of the total workforce, only a small portion are union members. Unions are organizations that represent and advocate for the rights and interests of workers, so this percentage indicates that a relatively low number of workers in the US are actively involved in union activities and benefit from union representation.

Severance pay is not considered a permissible bargaining item because it is typically a one-time payment made to employees who are terminated or laid off. It is not a recurring benefit or condition of employment that can be negotiated between the employer and the union. In contrast, cafeteria prices, scope of bargaining unit, and pension benefits for retired employees are all examples of permissible bargaining items as they directly relate to the terms and conditions of employment for the workers.

In the first stage of collective bargaining, managers from Ford and representatives from United Auto Workers are most likely presenting their demands. This is the initial step where both sides communicate their desired benefits and wages. It is common for each side to present their demands at this stage before negotiations can proceed further.

Smithson management's refusal to provide union workers with work shifts after reaching an impasse during collective bargaining is best described as a lockout. A lockout occurs when an employer prevents employees from working in order to gain leverage in negotiations or to pressure them to accept certain terms. In this case, Smithson management is using the lockout as a tactic to exert control over the situation and force the union workers to comply with their demands.

A typical labor agreement does not give the union a role in the appraisals process. This is because appraisals are typically conducted by the employer to assess the performance of individual employees, and the union's role is generally focused on collective bargaining and representing the interests of the employees as a group. Therefore, the union does not typically have involvement or influence in the appraisal process.

Costco is primarily known as "the anti-Walmart" because the firm negotiates contracts with unions. This means that Costco engages in collective bargaining with labor unions to establish agreements regarding wages, working conditions, and other benefits for its employees. This approach is in contrast to Walmart, which has a history of resisting unionization and has been criticized for its treatment of workers. By actively negotiating contracts with unions, Costco demonstrates a more favorable stance towards workers' rights and fair labor practices.

Mandatory bargaining items refer to topics that employers and unions are required to negotiate during the collective bargaining process. Employee security, profit-sharing plans, and employee drug testing are all examples of mandatory bargaining items as they involve the terms and conditions of employment. However, indemnity bonds do not typically fall under mandatory bargaining items as they are financial instruments used to protect against potential losses or damages, and are not directly related to the terms and conditions of employment.

A union shop is a type of union security in which employees are not required to join the union when hired, but they must join within a certain period of time after starting their employment. This type of union security accounts for almost three-fourths of union contracts because it provides a balance between protecting workers' rights and allowing them the choice to join or not join the union. It allows unions to have a strong presence in the workplace and collect dues from all employees, ensuring financial stability and bargaining power.

The AFL-CIO is a voluntary federation of national and international labor unions. This means that it is an organization made up of various labor unions that have chosen to join together for the purpose of representing and advocating for the rights and interests of workers. The AFL-CIO does not represent a specific industry or region, but rather serves as a collective voice for workers across different sectors and regions.

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The Wagner Act allows for secret-ballot elections to determine if a firm's employees want to unionize. This means that employees can vote in private without any interference or coercion, ensuring a fair and unbiased process in determining unionization.

According to the Landrum-Griffin Act, national and international unions must elect officers at least once every five years. This requirement ensures that unions maintain a democratic process by regularly allowing their members to choose their leaders. It also helps prevent corruption and abuse of power by ensuring that leaders are held accountable and that fresh ideas and perspectives can be introduced regularly. By mandating regular elections, the Landrum-Griffin Act promotes transparency, accountability, and democratic principles within unions.

Permissible bargaining items refer to the items in collective bargaining that are neither illegal nor mandatory. These items are negotiable and can be discussed and agreed upon by both parties involved in the bargaining process. The term "permissible" implies that these items are within the bounds of the law and do not violate any legal regulations or restrictions.

Fact finding is a process that aims to resolve a deadlock or impasse by thoroughly examining the issues at hand and then providing a public recommendation based on the findings. This recommendation can help the parties involved in reaching an agreement by providing them with an impartial analysis of the situation and suggesting potential solutions. By studying the issues and making a public recommendation, fact finding attempts to facilitate a resolution and break the impasse.

A grievance procedure refers to the formal process for addressing any factor involving wages, hours, or conditions of employment that is used as a complaint against the employer. This procedure allows employees to raise concerns or complaints about their working conditions or treatment by their employer. It typically involves a series of steps, such as filing a complaint, meeting with management or a designated representative, and potentially escalating the issue to higher levels within the organization. The purpose of a grievance procedure is to provide a fair and structured way for employees to seek resolution and address any grievances they may have with their employer.

The Wagner Act is the correct answer because it is also known as the National Labor Relations Act (NLRA), which was enacted in 1935. The act prohibits employers from engaging in unfair labor practices, such as interfering with employees' rights to organize, form labor unions, and bargain collectively. It also establishes the National Labor Relations Board (NLRB) to enforce the provisions of the act and conduct secret ballot elections to determine whether employees want to be represented by a union. The act promotes majority rule by requiring employers to negotiate in good faith with the majority-selected representatives of their employees.

Small bargaining units would most likely improve a union's chances of winning a certification election at Apex Enterprises because it would be easier for the union to organize and mobilize a smaller group of workers. With a smaller bargaining unit, the union can focus its efforts and resources on a more concentrated group, making it more feasible to gain support and secure a majority vote in favor of union representation. Additionally, smaller bargaining units may also lead to more cohesive and unified worker interests, making it easier for the union to effectively advocate for their rights and negotiate with the employer.

Binding arbitration is the most definitive of all third-party interventions because it involves the use of a neutral third party who has the authority to make a final and binding decision on the disputed matter. Unlike fact finding, mediation, or picketing, binding arbitration provides a legally enforceable resolution to the conflict, as the parties involved are obligated to accept and abide by the arbitrator's decision. This method ensures a final and conclusive outcome, making it the most definitive intervention option.

Involving employees in program formation would most likely help Vaughn Manufacturing accomplish their goal of ensuring that their new methods are not perceived as sham unions. By including employees in the process of forming programs, it shows that their input and opinions are valued, and that decisions are not being made solely by management. This helps to create a sense of ownership and empowerment among employees, making it less likely for them to view the changes as a sham.

The Taft-Hartley Act amended the Wagner Act by prohibiting unfair labor practices, enumerating the rights of employers, and allowing the U.S. President to bar national emergency strikes. However, it did not limit the power of the National Labor Review Board.

A bargaining unit refers to the group of employees that a union is authorized to represent. This group typically shares common job characteristics, such as occupation, location, or function, and is eligible to participate in collective bargaining with the employer. The bargaining unit is the specific group of employees for whom the union negotiates employment terms, conditions, and benefits.