Module 5 Sections 7 - 10

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  • 1/26 Questions

    The NLRA is also known as the:

    • Norris-LaGuardia Act
    • Weingarten Rights
    • Wagner Act
    • Clayton Act
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Module Quizzes & Trivia
About This Quiz

This quiz, titled 'Module 5 Sections 7 - 10,' assesses knowledge on key U. S. Labor laws including the Wagner Act, Civil Service Reform Act, and Railway Labor Act. It covers concepts like union shops, double breasting, and collective bargaining rights, crucial for understanding employee and employer rights and obligations.

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  • 2. 

    What is it called when a common owner operates a union business and a non-union business:

    • Yellow Dogging

    • Double Breasting

    • Featherbedding

    • Salting

    Correct Answer
    A. Double Breasting
    Explanation
    Double Breasting refers to the practice where a common owner operates both a unionized business and a non-unionized business. This allows the owner to take advantage of the benefits of having a unionized workforce in one business while avoiding the costs and restrictions associated with unions in the other business. This practice can be seen as a way for the owner to maintain control and flexibility over their operations while minimizing labor costs and potential labor disputes.

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  • 3. 

    What did the Civil Service Reform Act Do?

    • Extended collective bargaining rights to federal employees

    • Extended collective bargaining rights to private employees

    • Protected rights of employees to organized unhampered by management

    Correct Answer
    A. Extended collective bargaining rights to federal employees
    Explanation
    The Civil Service Reform Act extended the collective bargaining rights specifically to federal employees. This means that it gave federal employees the ability to negotiate and bargain with their employers, the government, for better working conditions, wages, and benefits. This act aimed to ensure that federal employees have a voice in their workplace and can advocate for their rights and interests through collective bargaining.

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  • 4. 

    A clause that states when workers take jobs in a specific bargaining unit, they must join the union within a certain period of time is a:

    • Closed Shop

    • Union Shop

    • Open Shop

    • Yellow Dog

    Correct Answer
    A. Union Shop
    Explanation
    A clause that states when workers take jobs in a specific bargaining unit, they must join the union within a certain period of time is called a "Union Shop." In a Union Shop, although workers are not required to join the union before being hired, they must become union members after a specified timeframe. This type of arrangement allows the union to have a strong presence and influence within the workplace, ensuring that all employees eventually become union members.

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  • 5. 

    The Railway Labor Act, as amended in 1936, covers what industry workers:

    • Railroad employees only

    • Railroad and interstate trucking company employees

    • Railroad and airline employees

    • Railroad and coal mining employees

    Correct Answer
    A. Railroad and airline employees
    Explanation
    The correct answer is "Railroad and airline employees." The Railway Labor Act, amended in 1936, specifically covers employees in the railroad and airline industries. This act provides regulations and procedures for labor relations, including collective bargaining and dispute resolution, in these industries.

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  • 6. 

    What percent of eligible employees in a prospective bargaining unit must sign authorization cards b/t the NLRB will order an election?

    • 25%

    • 30%

    • 33%

    • 51%

    Correct Answer
    A. 30%
    Explanation
    In order for the National Labor Relations Board (NLRB) to order an election, a certain percentage of eligible employees in a prospective bargaining unit must sign authorization cards. The correct answer is 30%, indicating that at least 30% of the eligible employees need to sign the authorization cards for the NLRB to proceed with ordering an election.

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  • 7. 

    A contract b/t a union and an employer under which the employer agrees not to oppose a union's attempt to organize its workforce is a:

    • Right to Work agreement

    • Gag rule

    • Collective bargaining agreement

    • Neutrality agreement

    Correct Answer
    A. Neutrality agreement
    Explanation
    A neutrality agreement is a contract between a union and an employer where the employer agrees not to resist or oppose the union's efforts to organize its workforce. This agreement allows the union to carry out its organizing activities without interference from the employer, creating a more cooperative environment for the union. It is different from a collective bargaining agreement, which outlines the terms and conditions of employment for the organized workforce. A right to work agreement refers to laws that prohibit mandatory union membership as a condition of employment. A gag rule refers to a restriction on speech or communication.

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  • 8. 

    Any union can attempt to organize at any company:

    • True

    • False

    Correct Answer
    A. True
    Explanation
    The statement implies that any labor union has the right to try to organize workers in any company. This means that there are no restrictions or limitations on which unions can attempt to organize workers in a particular company. Therefore, the correct answer is "True."

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  • 9. 

    An Excelsior List is a listing of:

    • Union officials eligible to vote

    • The highest ranking officials of a company

    • Names and addresses of all eligible bargaining unit employees

    • Organizations that campaign against unions

    Correct Answer
    A. Names and addresses of all eligible bargaining unit employees
    Explanation
    An Excelsior List is a listing of names and addresses of all eligible bargaining unit employees. This list is used in the context of labor unions and is typically requested by the union during a representation election or when they are seeking to represent a particular group of employees. The Excelsior List helps the union to communicate with and reach out to the employees who are eligible to vote or be represented by the union.

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  • 10. 

    In all industries except healthcare, how many days b/f expiration of a current contract must a decertification petition be filed:

    • B/t 0 and 30 days

    • B/t 30 and 60 days

    • B/t 60 and 90 days

    • B/t 60 and 120 days

    Correct Answer
    A. B/t 60 and 90 days
    Explanation
    In all industries except healthcare, a decertification petition must be filed between 60 and 90 days before the expiration of a current contract.

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  • 11. 

    The purpose of recognitional picketing is done to:

    • Induce employees to accept the union as their representation

    • Recognize companies who campaign against unions

    • Truthfully advise the public that an employer is nonunion

    • Obtain employer's recogniation of the union as their bargaining representative

    Correct Answer
    A. Obtain employer's recogniation of the union as their bargaining representative
    Explanation
    Recognitional picketing is a form of protest conducted by a union to persuade an employer to recognize the union as the official representative for collective bargaining purposes. By engaging in picketing, the union aims to gain the employer's acceptance and acknowledgment of their role in negotiating on behalf of the employees. This form of picketing is not focused on recognizing companies that campaign against unions or informing the public about an employer's nonunion status. Its primary objective is to secure the employer's recognition of the union as the bargaining representative.

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  • 12. 

    The NLRB will bar a petition for an election for all of the following reasons except:

    • A valid CBA already exists

    • A union has been initially certified during the previous 12 months

    • Too many lawsuits have been filed against the company

    • A ULP affecting the proposed bargaining unit is pending

    Correct Answer
    A. Too many lawsuits have been filed against the company
    Explanation
    The NLRB will not bar a petition for an election based on the reason that too many lawsuits have been filed against the company. This means that even if there are multiple lawsuits pending against the company, it will not prevent the employees from filing a petition for an election to form a union. The other three options mentioned in the question - a valid CBA already exists, a union has been initially certified during the previous 12 months, and a ULP affecting the proposed bargaining unit is pending - are valid reasons that can potentially bar a petition for an election.

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  • 13. 

    What percentage of votes are required for a union to be certified?

    • A simple majority of those casting a ballot

    • 51% of those casting a ballot

    • A simple majority of those eligible to vote

    • 51% of those eligible to vote

    Correct Answer
    A. A simple majority of those casting a ballot
    Explanation
    A simple majority of those casting a ballot refers to the requirement that more than half of the votes cast in a union certification election must be in favor of the union in order for it to be certified. This means that if there are 100 votes cast, at least 51 votes must be in favor of the union for it to be certified. The percentage of votes required may vary depending on the specific rules and regulations of the organization or jurisdiction.

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  • 14. 

    The Taft-Hartley Act:

    • Prohibits employers from engaging in ULPs

    • Prohibits unions from engaging in ULPs

    • Was created by Senator Taft and Bob Hartley

    • Protected freedom of speech

    Correct Answer
    A. Prohibits unions from engaging in ULPs
    Explanation
    The Taft-Hartley Act prohibits unions from engaging in ULPs (Unfair Labor Practices). This means that the act restricts certain actions that unions can take during labor disputes or negotiations, such as coercive tactics or unfair treatment of employers or employees. The act was created by Senator Taft and Bob Hartley, and one of its aims was to balance the power between unions and employers. By prohibiting unions from engaging in ULPs, the act helps maintain a fair and balanced labor environment. It does not directly address employers' engagement in ULPs or protect freedom of speech.

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  • 15. 

    Which of the following is not a category of collective bargaining subjects?

    • Mandatory subjects

    • Reserved subjects

    • Voluntary subjects

    • Illegal subjects

    Correct Answer
    A. Reserved subjects
    Explanation
    Reserved subjects are not a category of collective bargaining subjects. Collective bargaining subjects can be categorized into mandatory subjects, voluntary subjects, and illegal subjects. Mandatory subjects refer to issues that must be negotiated by law, such as wages and working conditions. Voluntary subjects are topics that can be negotiated at the discretion of the parties involved, such as employee benefits. Illegal subjects are those that are prohibited by law, such as discrimination. Reserved subjects, however, do not fall into any of these categories and are not typically included in collective bargaining discussions.

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  • 16. 

    When more than one employer negotiates with the union, it is known as what type of collective bargaining?

    • Pattern

    • Coalition

    • Coordinated

    • Focused

    Correct Answer
    A. Coalition
    Explanation
    Coalition bargaining refers to a situation where multiple employers negotiate with a single union. In this type of collective bargaining, the employers form a coalition or alliance to negotiate collectively with the union, presenting a unified front. This approach allows the employers to pool their resources and bargaining power, increasing their leverage in negotiations with the union. By forming a coalition, the employers can present a united position and negotiate more effectively, potentially achieving better outcomes for their respective organizations.

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  • 17. 

    A union that concentrates on negotiations with one employer and then negotiates similar contracts with competitors is using what type of collective bargaining:

    • Pattern

    • Coalition

    • Coordinated

    • Focused

    Correct Answer
    A. Pattern
    Explanation
    A union that concentrates on negotiations with one employer and then negotiates similar contracts with competitors is using pattern collective bargaining. This approach involves establishing a standard agreement with one employer and then using it as a template to negotiate similar contracts with other employers in the same industry. By doing so, the union aims to achieve consistent terms and conditions for their members across multiple employers. This strategy allows the union to leverage its bargaining power and streamline negotiations, ultimately benefiting its members.

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  • 18. 

    When an employer bargains with several unions simultaneously, it is known as what type of collective bargaining?

    • Pattern

    • Coalition

    • Coordinated

    • Focused

    Correct Answer
    A. Coordinated
    Explanation
    When an employer bargains with several unions simultaneously, it is known as coordinated collective bargaining. In this type of bargaining, the employer negotiates with multiple unions at the same time, addressing the concerns and demands of each union separately but within an overall coordinated framework. This approach allows for a more efficient and cohesive negotiation process, as it ensures that the agreements reached with each union are consistent and compatible with the overall goals and strategies of the employer.

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  • 19. 

    What is "Bumping"?

    • Working in tight quarters and frequently touching your co-workers

    • Riding a forklift on an uneven surface

    • Allowing more senior workers whose jobs have been eliminated the right to transfer into jobs of less senior workers

    Correct Answer
    A. Allowing more senior workers whose jobs have been eliminated the right to transfer into jobs of less senior workers
    Explanation
    "Bumping" refers to the practice of allowing more senior workers whose jobs have been eliminated to transfer into jobs of less senior workers. This means that if a senior worker's position is eliminated, they have the right to take over a position held by a less senior worker, displacing them from their job. This practice is often used as a way to retain experienced employees and minimize layoffs during downsizing or restructuring.

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  • 20. 

    A company that wants to change an existing CBA must notify the other party how many days b/f the expiration of the contract?

    • 30

    • 60

    • 90

    • 120

    Correct Answer
    A. 60
    Explanation
    In order to change an existing Collective Bargaining Agreement (CBA), a company must notify the other party 60 days before the expiration of the contract. This allows both parties to have sufficient time to review and negotiate any proposed changes to the agreement before it expires.

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  • 21. 

    Which of the following may be a protected union activity:

    • Picketing

    • Wildcat strikes

    • Secondary boycotts

    • Shutdowns

    Correct Answer
    A. Picketing
    Explanation
    Picketing may be a protected union activity because it involves workers gathering outside a workplace to protest or demonstrate, usually by holding signs or banners. It is a form of peaceful protest that allows workers to express their grievances and put pressure on their employer to address their concerns. Picketing is often protected by labor laws as long as it is conducted peacefully and does not involve any illegal activities.

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  • 22. 

    What is a ULP?

    • Union Labor Practice

    • Unfair Labor Practice

    • Union Labor Policy

    • Unilateral Legal Procedure

    Correct Answer
    A. Unfair Labor Practice
    Explanation
    A ULP stands for Unfair Labor Practice. This term refers to any action or behavior by an employer or a labor organization that violates the rights of employees under labor laws. It includes actions such as interfering with employees' rights to form, join, or assist labor organizations, restraining or coercing employees in the exercise of these rights, or refusing to bargain in good faith with employee representatives. ULPs are regulated by labor laws and can lead to legal consequences and penalties.

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  • 23. 

    All of the following are examples of voluntary/permissive subjects except:

    • Benefits for retired members

    • Settlement of ULPs

    • Neutrality agreements

    • Vacations and Holidays

    Correct Answer
    A. Vacations and Holidays
    Explanation
    Vacations and Holidays are not examples of voluntary/permissive subjects because they are typically mandated by labor laws or employment contracts. They are not negotiable or subject to voluntary agreements between employers and employees. On the other hand, Benefits for retired members, Settlement of ULPs (Unfair Labor Practices), and Neutrality agreements are all examples of issues that can be voluntarily negotiated and agreed upon between employers and employees or their representatives.

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  • 24. 

    Hot cargo clauses were agreements that allowed union workers to:

    • Expedite the shipment of perishable nonunion goods

    • Refrain from picketing goods that were made by nonunion labor

    • Refrain from handling goods made by nonunion labor or plants on strike

    • Set up separate shipping entrances that would not be picketed

    Correct Answer
    A. Refrain from handling goods made by nonunion labor or plants on strike
    Explanation
    Hot cargo clauses were agreements that allowed union workers to refrain from handling goods made by nonunion labor or plants on strike. This means that if a union worker came across goods that were produced by nonunion labor or plants on strike, they were not obligated to handle or work with those goods. This clause provided a way for union workers to show solidarity with their fellow union members and support their strike actions by refusing to handle goods made by nonunion labor.

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  • 25. 

    An employer is required to displace workers hired on a temporary basis and reinstate striking workers when a strike:

    • Is a sympathy strike

    • Is the result of a ULP

    • Is declared illegal by the NLRB

    • Lasts less than 48 hours

    Correct Answer
    A. Is the result of a ULP
    Explanation
    When a strike is the result of an Unfair Labor Practice (ULP), the employer is required to displace workers hired on a temporary basis and reinstate striking workers. This means that if the strike is caused by the employer engaging in unfair labor practices, such as interfering with employee rights or refusing to bargain in good faith, the employer cannot hire replacement workers and must reinstate the striking workers once the strike is over.

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  • 26. 

    Unlawful circumvention refers to an employer's:

    • Refusal to provide relevant information for the negotiation process

    • Refusal to furnish information that would violate employee privacy

    • Attempt to discuss with employees any proposals not presented during negotiations

    • Attempt to go around the union by hiring temporary replacement workers

    Correct Answer
    A. Attempt to discuss with employees any proposals not presented during negotiations
    Explanation
    Unlawful circumvention refers to the act of trying to bypass or avoid the established negotiation process by discussing proposals directly with employees that were not presented during negotiations. This is considered unlawful because it undermines the collective bargaining process and the authority of the union. It is important for both parties to adhere to the negotiation process and not engage in tactics that undermine the bargaining power of the union.

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  • Current Version
  • Mar 22, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Nov 11, 2009
    Quiz Created by
    Kmixon

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