Labor Relations And Collective Bargaining! HRM Trivia Questions Quiz
This is an HRM quiz on the Labor Relations and Collective Bargaining! Employees have been known to join trade unions and labor unions so that they can increase their bargaining power at their place of work and get to be defended when it comes to some labor related issues. As an HRM you should understand these powers perfectly. Take the quiz and refresh your understanding!
Questions and Answers
- 1.
About ________% of people working in the United States belong to unions.
- A.
5
- B.
11
- C.
20
- D.
34
Correct Answer
B. 11Explanation
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.Rate this question:
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- 2.
Costco is primarily known as "the anti-Walmart" because the firm ________.
- A.
Negotiates contracts with unions
- B.
Pays above the minimum wage
- C.
Offers employees health benefits
- D.
Refuses to accept union contracts
Correct Answer
A. Negotiates contracts with unionsExplanation
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.Rate this question:
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- 3.
Which of the following best explains a major reason why union membership in the United States has fallen in the last 50 years?
- A.
Legislation provides workers with protections that were once exclusive to unions.
- B.
Union members earn less on average compared to non-union members.
- C.
Union membership is too expensive for most blue-collar workers.
- D.
Foreign-owned manufacturers will not hire union members.
Correct Answer
A. Legislation provides workers with protections that were once exclusive to unions.Explanation
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.Rate this question:
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- 4.
Which of the following is most likely a false statement about union membership?
- A.
Union members work in both blue-collar and white-collar industries.
- B.
Insurance plan benefits are better for union workers than for nonunion workers
- C.
Union workers receive more holidays and unpaid leave than nonunion workers do.
- D.
Employers prefer nonunion workers, so they pay them higher wages than union members
Correct Answer
D. Employers prefer nonunion workers, so they pay them higher wages than union membersExplanation
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.Rate this question:
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- 5.
Which of the following best describes the closed shop form of union security?
- A.
A company can hire nonunion people if they agree to join the union.
- B.
Union members receive higher wages than nonunion employees.
- C.
Union members receive preferential treatment in hiring.
- D.
A company can hire only union members.
Correct Answer
D. A company can hire only union members.Explanation
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.Rate this question:
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- 6.
The ________ form of union security means that the company can hire only union members.
- A.
Closed shop
- B.
Union shop
- C.
Agency shop
- D.
Preferential shop
Correct Answer
A. Closed shopExplanation
The correct answer is closed shop. In a closed shop, the company is allowed to hire only union members. This means that employees must be a part of the union in order to work for the company. The closed shop form of union security provides a high level of job security for union members and ensures that the union has a strong presence within the company.Rate this question:
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- 7.
Which type of union security was outlawed by Congress?
- A.
Agency shop
- B.
Closed shop
- C.
Union shop
- D.
Maintenance of membership
Correct Answer
B. Closed shopExplanation
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.Rate this question:
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- 8.
Which type of union security accounts for almost three-fourths of union contracts?
- A.
Maintenance of membership
- B.
Closed shop
- C.
Union shop
- D.
Agency shop
Correct Answer
C. Union shopExplanation
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.Rate this question:
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- 9.
The ________ form of union security means that the company can hire nonunion people, but those people must join the union within a prescribed period of time and pay dues.
- A.
Closed shop
- B.
Union shop
- C.
Agency shop
- D.
Open shop
Correct Answer
B. Union shopExplanation
A union shop is the correct answer because it allows the company to hire nonunion employees, but these employees are required to join the union and pay dues within a specific timeframe. This form of union security ensures that all employees eventually become union members and contribute financially to the union.Rate this question:
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- 10.
Which form of union security requires employees who do not belong to the union to pay union dues on the assumption that the union's efforts benefit all workers?
- A.
Union shop
- B.
Agency shop
- C.
Open shop
- D.
Maintenance of agreement
Correct Answer
B. Agency shopExplanation
An agency shop is a form of union security that requires employees who do not belong to the union to pay union dues. This is based on the assumption that the union's efforts benefit all workers, whether they are union members or not. In an agency shop, non-union employees are not required to join the union, but they are still required to contribute financially to the union's activities and representation. This helps to ensure that all workers share the costs of negotiating and enforcing the collective bargaining agreement, even if they choose not to be union members.Rate this question:
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- 11.
Which of the following best defines the preferential shop form of union security?
- A.
A company can hire nonunion people, but they must then join the union.
- B.
Union members must maintain membership for the contract period.
- C.
Employees who do not belong to the union must still pay dues
- D.
A company gives hiring advantages to union members.
Correct Answer
D. A company gives hiring advantages to union members.Explanation
The preferential shop form of union security is a situation where a company gives hiring advantages to union members. This means that while the company can still hire nonunion people, they must then join the union in order to receive certain benefits or advantages in terms of employment. This form of union security encourages employees to join the union by offering them preferential treatment in the hiring process.Rate this question:
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- 12.
With the maintenance of membership arrangement of union security, how long must union members employed by a firm maintain union membership?
- A.
Until the union disbands
- B.
Until negotiations are over
- C.
For the contract period
- D.
For at least one year
Correct Answer
C. For the contract periodExplanation
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.Rate this question:
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- 13.
The term ________ describes statutory or constitutional provisions banning the requirement of union membership as a condition of employment.
- A.
Termination at will
- B.
Right to work
- C.
Open shop
- D.
Free labor
Correct Answer
B. Right to workExplanation
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.Rate this question:
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- 14.
Right to work laws inhibit union formation by ________.
- A.
Banning any form of union security
- B.
Making union membership a requirement
- C.
Leaving the question of union affiliation up to each company
- D.
Leaving the question of union security up to each company
Correct Answer
A. Banning any form of union securityExplanation
Right to work laws inhibit union formation by banning any form of union security. This means that these laws prohibit agreements between employers and unions that require employees to join or financially support the union as a condition of employment. By banning union security, right to work laws make it more difficult for unions to organize and maintain membership, as employees are not obligated to join or financially support the union even if it represents them in collective bargaining. This weakens the power and influence of unions in the workplace.Rate this question:
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- 15.
In which human resource activity does a typical labor agreement NOT give the union a role?
- A.
Recruitment
- B.
Selection
- C.
Dismissal
- D.
Appraisals
Correct Answer
D. AppraisalsExplanation
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.Rate this question:
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- 16.
Which of the following best describes the AFL-CIO?
- A.
Voluntary federation of national and international labor unions
- B.
Local union for automobile workers in Detroit, Michigan
- C.
Federation of firms that fight unionization in their plants
- D.
Regional branch of the National Labor Relations Board
Correct Answer
A. Voluntary federation of national and international labor unionsExplanation
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.Rate this question:
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- 17.
Which of the following best describes a "yellow dog" contract?
- A.
As a condition of employment, an employee agrees not to picket
- B.
Employers agree to give union members preference in hiring.
- C.
As a condition of employment, an employee agrees to not join a union.
- D.
Employers agree to abide by the guidelines of the local labor unions.
Correct Answer
C. As a condition of employment, an employee agrees to not join a union.Explanation
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.Rate this question:
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- 18.
Prior to 1930, employers attempted to limit the influence of unions using all of the following methods EXCEPT ________.
- A.
Spying on workers
- B.
Firing union agitators
- C.
Requiring yellow dog contracts
- D.
Engaging in collective bargaining
Correct Answer
D. Engaging in collective bargainingExplanation
Employers attempted to limit the influence of unions through various methods prior to 1930. They would spy on workers to monitor their activities and discourage unionization. They would also fire union agitators, individuals who actively promoted unions among the workers. Employers would also require yellow dog contracts, which prohibited employees from joining or supporting unions. However, engaging in collective bargaining refers to the process of negotiating with unions to reach agreements on wages, working conditions, and other employment terms. This method would not be used by employers to limit union influence, as it involves recognizing and working with unions rather than opposing them.Rate this question:
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- 19.
Which of the following guaranteed each employee the right to bargain collectively without interference, restraint, or coercion?
- A.
National Labor Relations Act
- B.
Norris-LaGuardia Act
- C.
Davis-Bacon Act
- D.
Taft-Hartley Act
Correct Answer
B. Norris-LaGuardia ActExplanation
The Norris-LaGuardia Act guaranteed each employee the right to bargain collectively without interference, restraint, or coercion. This act was passed in 1932 and aimed to protect the rights of workers to form and join labor unions, as well as to engage in collective bargaining. It prohibited federal courts from issuing injunctions in labor disputes, which had previously been used to suppress union activities. The act was an important milestone in the development of labor rights in the United States and helped to establish the foundation for fair labor practices.Rate this question:
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- 20.
Which of the following bans five unfair labor practices and provides for majority rule and secret ballot elections?
- A.
Landrum-Griffin Act
- B.
Norris-LaGuardia Act
- C.
Taft-Hartley Act
- D.
Wagner Act
Correct Answer
D. Wagner ActExplanation
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.Rate this question:
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- 21.
Which of the following was established by the Wagner Act?
- A.
Labor Management Relations Board
- B.
National Labor Relations Board
- C.
Knights of Labor
- D.
AFL-CIO
Correct Answer
B. National Labor Relations BoardExplanation
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.Rate this question:
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- 22.
Which of the following was passed in 1935 to amend the Norris -LaGuardia Act?
- A.
Taft-Hartley Act
- B.
New Deal Act
- C.
Wagner Act
- D.
Landrum-Griffin Act
Correct Answer
C. Wagner ActExplanation
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.Rate this question:
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- 23.
Which of the following best describes a main purpose of the Wagner Act?
- A.
Guaranteeing each employee the right to bargain collectively free from interference and coercion
- B.
Banning unions from preventing employees from exercising their guaranteed bargaining rights
- C.
Allowing secret-ballot elections for determining whether a firm's employees would unionize
- D.
Making it illegal for a union to refuse to bargain in good faith with the employer
Correct Answer
C. Allowing secret-ballot elections for determining whether a firm's employees would unionizeExplanation
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.Rate this question:
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- 24.
The National Labor Relations Board was primarily established for the purpose of ________.
- A.
Establishing branches in right-to-work states
- B.
Negotiating contracts on behalf of local unions
- C.
Investigating unfair labor practice charges
- D.
Overseeing the establishment of local unions
Correct Answer
C. Investigating unfair labor practice chargesExplanation
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.Rate this question:
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- 25.
Which of the following was NOT designated an unfair labor practice by the Wagner Act?
- A.
Bribing employees
- B.
Using company spy systems
- C.
Requiring yellow dog contracts
- D.
Moving businesses to avoid unionization
Correct Answer
C. Requiring yellow dog contractsExplanation
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.Rate this question:
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- 26.
Which of the following is the most likely reason for the passage of the Taft-Hartley Act?
- A.
High unemployment rates
- B.
Significant economic boom
- C.
Major shifts in the workforce
- D.
Numerous union strikes
Correct Answer
D. Numerous union strikesExplanation
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.Rate this question:
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- 27.
The Taft-Hartley Act amended the Wagner Act in all of the following ways EXCEPT by ________.
- A.
Prohibiting unfair labor practices
- B.
Enumerating the rights of employers
- C.
Limiting the power of the National Labor Review Board
- D.
Allowing the U.S. President to bar national emergency strikes
Correct Answer
C. Limiting the power of the National Labor Review BoardExplanation
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.Rate this question:
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- 28.
Which of the following terms refers to an unfair labor practice in which a union requires an employer to pay an employee for services not performed?
- A.
Coercing
- B.
Padding
- C.
Ballooning
- D.
Featherbedding
Correct Answer
D. FeatherbeddingExplanation
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.Rate this question:
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- 29.
The Taft-Hartley Act prohibits all of the following union labor practices EXCEPT ________.
- A.
Forcing an employer to fire a worker for failing to attend union meetings
- B.
Refusing to bargain in good faith with an employer about wages and hours
- C.
Restraining or coercing employees from exercising their guaranteed bargaining rights
- D.
Demanding an employer fire a worker who fails to pay union dues in a closed shop
Correct Answer
D. Demanding an employer fire a worker who fails to pay union dues in a closed shopExplanation
The Taft-Hartley Act prohibits all of the listed union labor practices except demanding an employer fire a worker who fails to pay union dues in a closed shop. The Act allows closed shops, which are workplaces where employees are required to join a union or pay union dues as a condition of employment. Therefore, demanding the firing of a worker who fails to pay union dues in a closed shop is not prohibited by the Taft-Hartley Act.Rate this question:
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- 30.
You are a manager at a manufacturing facility, and you tell your subordinates that unions are dangerous to the economy. Which law protects your right to express these views?
- A.
Wagner Act
- B.
Taft-Hartley Act
- C.
Norris-LaGuardia Act
- D.
Landrum-Griffin Act
Correct Answer
B. Taft-Hartley ActExplanation
The Taft-Hartley Act protects the manager's right to express their views about unions being dangerous to the economy. This act, also known as the Labor-Management Relations Act, was passed in 1947 and amended the Wagner Act. It provides certain rights and protections for employers, including the right to express their opinions about unions without fear of retaliation or discrimination. The act also imposes certain restrictions on unions, such as prohibiting unfair labor practices and allowing states to enact right-to-work laws. Overall, the Taft-Hartley Act aims to balance the rights and interests of both employers and employees in labor relations.Rate this question:
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- 31.
Which law sought to protect union members from possible wrongdoing on the part of their unions?
- A.
Norris-LaGuardia Act
- B.
Taft-Hartley Act
- C.
Wagner Act
- D.
Landrum-Griffin Act
Correct Answer
D. Landrum-Griffin ActExplanation
The Landrum-Griffin Act sought to protect union members from possible wrongdoing on the part of their unions. This legislation, also known as the Labor-Management Reporting and Disclosure Act (LMRDA), was passed in 1959. It aimed to increase transparency and accountability within labor unions by imposing regulations on union officials and providing union members with certain rights and protections. The act required unions to file financial reports and disclose information about their operations, elections, and collective bargaining agreements. It also established safeguards for union members, such as the right to participate in union affairs and the right to sue for violations of their rights.Rate this question:
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- 32.
According to the Landrum-Griffin Act, national and international unions must elect officers at least once every ________ years.
- A.
Two
- B.
Three
- C.
Four
- D.
Five
Correct Answer
D. FiveExplanation
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.Rate this question:
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- 33.
What is the first step in the union drive process?
- A.
Obtaining authorization cards from employees
- B.
Making initial contact with employees
- C.
Holding an initial organization hearing
- D.
Campaigning for employee votes
Correct Answer
B. Making initial contact with employeesExplanation
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.Rate this question:
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- 34.
Which of the following is a union organizing tactic by which union members are placed on nonunion job sites?
- A.
Featherbedding
- B.
Union salting
- C.
Logrolling
- D.
Picketing
Correct Answer
B. Union saltingExplanation
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.Rate this question:
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- 35.
What percentage of eligible employees in a bargaining unit must sign authorization cards in order for the union to petition the NLRB for an election?
- A.
20
- B.
30
- C.
40
- D.
50
Correct Answer
B. 30Explanation
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.Rate this question:
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- 36.
Union authorization cards serve all of the following functions EXCEPT ________.
- A.
Subjecting the employee to union rules
- B.
Stating that the employee has applied for membership
- C.
Enabling employers to modify employment conditions
- D.
Designating the union as a bargaining representative
Correct Answer
C. Enabling employers to modify employment conditions -
- 37.
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belong to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts. Which of the following questions is LEAST relevant to the decision by Hyper-Tech to fight unionization efforts?
- A.
How many Hyper-Tech employees were hired within the last year?
- B.
What percentage of Hyper-Tech employees signed authorization cards?
- C.
What is the opinion of Hyper-Tech's shareholders and creditors regarding unionization?
- D.
What are the laws regarding what Hyper-Tech managers can and cannot do during a campaign?
Correct Answer
A. How many Hyper-Tech employees were hired within the last year?Explanation
The question about how many Hyper-Tech employees were hired within the last year is the least relevant to the decision by Hyper-Tech to fight unionization efforts. This information does not directly impact the company's decision to fight unionization. The number of employees hired within the last year may be important for other purposes, such as assessing growth or turnover rates, but it does not specifically relate to the decision to fight unionization.Rate this question:
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- 38.
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belong to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts. Which of the following, if true, best supports the argument that Hyper-Tech should contest the union's right to an election?
- A.
Managers believe that they may have inadvertently hired union salts, who most likely instigated the unionization movement at Hyper-Tech
- B.
The process outlined at Hyper-Tech for filing employee grievances differs from the grievance procedures at other firms in the same industry.
- C.
Hyper-Tech management believes that if employees are provided with additional information from the firm that they will revoke their authorization cards.
- D.
Hyper-Tech managers will soon be conducting annual employee performance appraisals and determining what salary adjustments to make.
Correct Answer
C. Hyper-Tech management believes that if employees are provided with additional information from the firm that they will revoke their authorization cards.Explanation
The answer supports the argument that Hyper-Tech should contest the union's right to an election because it suggests that the employees may have signed the authorization cards without fully understanding the implications of unionization. If the employees are provided with additional information from the firm, they may change their minds and revoke their authorization cards, which would weaken the union's support and reduce the likelihood of a successful election.Rate this question:
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- 39.
Which of the following terms refers to the group of employees the union will be authorized to represent?
- A.
Bargaining unit
- B.
Mediating group
- C.
Negotiating team
- D.
Grievance committee
Correct Answer
A. Bargaining unitExplanation
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.Rate this question:
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- 40.
The union becomes the employees' representative if it receives ________.
- A.
A majority of the votes cast by the bargaining unit
- B.
Signed authorization cards from 30% of employees
- C.
Written approval from the employer
- D.
A majority of the votes cast
Correct Answer
D. A majority of the votes castExplanation
The correct answer is "a majority of the votes cast". This means that in order for the union to become the employees' representative, it must receive more than 50% of the votes that are cast by the bargaining unit. This ensures that the majority of the employees have chosen the union to represent them in negotiations with the employer.Rate this question:
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- 41.
Which of the following situations would most likely improve a union's chances of winning a certification election at Apex Enterprises?
- A.
Geographic area with low percentage of union workers
- B.
High unemployment in the geographic area
- C.
A large portion of workers voting
- D.
Small bargaining units
Correct Answer
D. Small bargaining unitsExplanation
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.Rate this question:
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- 42.
All of the following increase the likelihood that an employer will lose an NLRB election EXCEPT ________.
- A.
Focusing primarily on wage and benefits issues
- B.
Appointing a committee to manage the campaign
- C.
Distributing employee need and attitude surveys
- D.
Delegating personnel relations issues to plant managers
Correct Answer
C. Distributing employee need and attitude surveysExplanation
Distributing employee need and attitude surveys does not increase the likelihood that an employer will lose an NLRB election. Surveys can help employers understand the concerns and attitudes of their employees, allowing them to address any issues and improve employee relations. This can actually decrease the likelihood of an NLRB election loss by addressing employee needs and concerns effectively. Therefore, this option is the exception among the given choices.Rate this question:
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- 43.
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belong to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts. Which of the following, if true, best supports the suggestion that Hyper-Tech will lose an NLRB election?
- A.
Hyper-Tech recently distributed employee surveys that indicated overall job satisfaction.
- B.
Hyper-Tech executives have decided that a committee should manage the campaign
- C.
Hyper-Tech managers have been told to share their opinions about unions with subordinates.
- D.
Hyper-Tech managers have been told to avoid making promises to their subordinates.
Correct Answer
B. Hyper-Tech executives have decided that a committee should manage the campaignExplanation
If Hyper-Tech executives have decided that a committee should manage the campaign against unionization, it suggests that they are taking the unionization efforts seriously and are actively organizing a campaign to fight against it. This indicates that they are aware of the potential for losing the NLRB election and are taking proactive measures to combat it.Rate this question:
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- 44.
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belong to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts. Which of the following, if true, supports the argument by the NLRB that Hyper-Tech has conducted unfair labor practices?
- A.
Hyper-Tech managers prohibited union representatives from soliciting employees who were on duty
- B.
Hyper-Tech managers intervened when pro-union employees solicited other employees while both were on duty.
- C.
Hyper-Tech managers barred nonemployee union representatives from entering the firm's building
- D.
Hyper-Tech managers prohibited distribution of union literature in the company cafeteria.
Correct Answer
D. Hyper-Tech managers prohibited distribution of union literature in the company cafeteria.Explanation
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.Rate this question:
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- 45.
________ is the process of legally terminating a union's right to represent employees.
- A.
Union salting
- B.
Featherbedding
- C.
Decertification
- D.
Collective bargaining
Correct Answer
C. DecertificationExplanation
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.Rate this question:
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- 46.
When representatives of Ford's management and the autoworkers' union meet to negotiate a labor agreement, which of the following is most likely occurring?
- A.
Certification
- B.
Union salting
- C.
Featherbedding
- D.
Collective bargaining
Correct Answer
D. Collective bargainingExplanation
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.Rate this question:
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- 47.
Which of the following is a characteristic of good faith bargaining?
- A.
Overlooking bargaining items
- B.
Making counterproposals
- C.
Bypassing the union representative
- D.
Imposing unreasonable conditions
Correct Answer
B. Making counterproposalsExplanation
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.Rate this question:
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- 48.
Which of the following terms refers to items in collective bargaining over which bargaining is neither illegal nor mandatory?
- A.
Group bargaining items
- B.
Permissible bargaining items
- C.
Conditional bargaining items
- D.
Benefits-related bargaining items
Correct Answer
B. Permissible bargaining itemsExplanation
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.Rate this question:
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- 49.
All of the following are examples of mandatory bargaining items EXCEPT ________.
- A.
Employee security
- B.
Profit-sharing plans
- C.
Indemnity bonds
- D.
Employee drug testing
Correct Answer
C. Indemnity bondsExplanation
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.Rate this question:
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- 50.
All of the following are examples of permissible bargaining items EXCEPT ________.
- A.
Cafeteria prices
- B.
Severance pay
- C.
Scope of bargaining unit
- D.
Pension benefits for retired employees
Correct Answer
B. Severance payExplanation
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.Rate this question:
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