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!
Wildcat strike
Economic strike
Bargaining strike
Sympathy strike
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A company can hire nonunion people if they agree to join the union.
Union members receive higher wages than nonunion employees.
Union members receive preferential treatment in hiring.
A company can hire only union members.
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Termination at will
Right to work
Open shop
Free labor
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Labor Management Relations Board
National Labor Relations Board
Knights of Labor
AFL-CIO
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Until the union disbands
Until negotiations are over
For the contract period
For at least one year
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Legislation provides workers with protections that were once exclusive to unions.
Union members earn less on average compared to non-union members.
Union membership is too expensive for most blue-collar workers.
Foreign-owned manufacturers will not hire union members.
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Overlooking bargaining items
Making counterproposals
Bypassing the union representative
Imposing unreasonable conditions
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Impasse
Picketing
Arbitration
Wildcat strike
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Discuss the case privately with the union steward.
Agree to make informal changes to the rules.
Examine the grievants' personnel records.
Make special arrangements with grievants.
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Taft-Hartley Act
New Deal Act
Wagner Act
Landrum-Griffin Act
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High unemployment rates
Significant economic boom
Major shifts in the workforce
Numerous union strikes
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Featherbedding
Union salting
Logrolling
Picketing
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Wildcat
Economic
Sympathy
Unfair labor practices
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Agency shop
Closed shop
Union shop
Maintenance of membership
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Bribing employees
Using company spy systems
Requiring yellow dog contracts
Moving businesses to avoid unionization
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Obtaining authorization cards from employees
Making initial contact with employees
Holding an initial organization hearing
Campaigning for employee votes
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Fact finding
Mediation
Binding arbitration
Non-binding arbitration
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Shutting down the affected area until the strike ends
Continuing operations with supervisors filling in
Hiring temporary replacement workers
Hiring permanent replacement workers
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Union members work in both blue-collar and white-collar industries.
Insurance plan benefits are better for union workers than for nonunion workers
Union workers receive more holidays and unpaid leave than nonunion workers do.
Employers prefer nonunion workers, so they pay them higher wages than union members
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Maintenance of membership
Closed shop
Union shop
Agency shop
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Recruitment
Selection
Dismissal
Appraisals
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Establishing branches in right-to-work states
Negotiating contracts on behalf of local unions
Investigating unfair labor practice charges
Overseeing the establishment of local unions
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Coercing
Padding
Ballooning
Featherbedding
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20
30
40
50
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Subjecting the employee to union rules
Stating that the employee has applied for membership
Enabling employers to modify employment conditions
Designating the union as a bargaining representative
Hyper-Tech managers prohibited union representatives from soliciting employees who were on duty
Hyper-Tech managers intervened when pro-union employees solicited other employees while both were on duty.
Hyper-Tech managers barred nonemployee union representatives from entering the firm's building
Hyper-Tech managers prohibited distribution of union literature in the company cafeteria.
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Union salting
Featherbedding
Decertification
Collective bargaining
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Certification
Union salting
Featherbedding
Collective bargaining
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Informing the public about a labor dispute
Increasing the likelihood of a lockout
Gathering sympathy from employers
Encouraging union certification
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5
11
20
34
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Subcommittees are forming to create alternatives.
Each side is trading some of its demands.
Each side is checking terms with superiors.
Each side is presenting its demands.
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Lockout
Inside games
Illegal negotiation
Corporate campaign
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Negotiates contracts with unions
Pays above the minimum wage
Offers employees health benefits
Refuses to accept union contracts
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As a condition of employment, an employee agrees not to picket
Employers agree to give union members preference in hiring.
As a condition of employment, an employee agrees to not join a union.
Employers agree to abide by the guidelines of the local labor unions.
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Cafeteria prices
Severance pay
Scope of bargaining unit
Pension benefits for retired employees
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Inside games
Lockouts
Injunctions
Strikes
Voluntary federation of national and international labor unions
Local union for automobile workers in Detroit, Michigan
Federation of firms that fight unionization in their plants
Regional branch of the National Labor Relations Board
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Group bargaining items
Permissible bargaining items
Conditional bargaining items
Benefits-related bargaining items
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Landrum-Griffin Act
Norris-LaGuardia Act
Taft-Hartley Act
Wagner Act
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Guaranteeing each employee the right to bargain collectively free from interference and coercion
Banning unions from preventing employees from exercising their guaranteed bargaining rights
Allowing secret-ballot elections for determining whether a firm's employees would unionize
Making it illegal for a union to refuse to bargain in good faith with the employer
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Two
Three
Four
Five
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Employee security
Profit-sharing plans
Indemnity bonds
Employee drug testing
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Assisting the principals in reaching an agreement
Studying the issues and making a public recommendation
Interpreting and analyzing existing contract terms
Communicating assessments of the likelihood of a strike
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Closed shop
Union shop
Agency shop
Preferential shop
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Bargaining unit
Mediating group
Negotiating team
Grievance committee
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Geographic area with low percentage of union workers
High unemployment in the geographic area
A large portion of workers voting
Small bargaining units
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Fact finding
Mediation
Binding arbitration
Picketing
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Collective bargaining
Court injunction
Grievance procedure
Arbitration method
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