Chapter 12 – Dealing with Union and Employee–Management Issues
197. At one time, as a condition of employment, the employer could make the employee
sign a statement prohibiting the worker from joining a union. This was called a(n):
A. arbitrary agreement.
B. yellow-dog contract.
C. right-to-work contract.
D. employment at will agreement.
198. The __________ guaranteed the rights of individual union members when dealing
with their union.
A. Wagner Act
B. Landrum-Griffin Act
C. Norris-LaGuardia Act
D. Taft-Hartley Act
199. Which of the following acts gave more power to management in its relations with
organized labor?
A. Norris-LaGuardia Act
B. Landrum-Griffin Act
C. Wagner Act
D. Taft-Hartley Act
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203. The NLRB (National Labor Relations Board) consists of:
A. a five member panel appointed by the U.S. president.
B. an eight or ten member board consisting of an equal representation of union officials
and management personnel.
C. two large unions: the AFL and the CIO.
D. a congressional committee.
204. The Wagner Act is best described as a(n):
A. pro-management law.
B. pro-union law.
C. anti-communism law.
D. anti-collective bargaining law.
Feedback: The Wagner Act explicitly allowed for collective bargaining, a right long-sought
by labor unions. The Wagner Act also established the National Labor Relations Board to offer
legal protection to workers and to oversee the union certification process.
205.
Chapter 12 – Dealing with Union and Employee–Management Issues
John belongs to a labor union. He believes a few key people run the union by meeting
secretly and making decisions without informing other members or allowing them to fully
participate in the meetings. If John’s suspicions are correct, the union is violating
provisions of the __________ Act.
A. Landrum-Griffin
B. Fair Labor Standards
C. Taft-Hartley
D. Wagner
Feedback: The Landrum-Griffin Act guaranteed individual union members the right to attend
and participate in union meetings, nominate candidates for union office, vote in union
elections, and examine union records and accounts.
206. The Labor-Management Relations Act (or Taft-Hartley Act) can be best described as a
law which:
A. gave unions much more power and led to a rapid rise in union membership.
B. gave employees the right to serve on the board of directors of their company, thus
encouraging a more equitable treatment of workers.
C. eliminated the need for unions in many industries by providing workers with
widespread rights and protection against unfair labor practices by employers.
D. placed limitations on union activities and gave more power to management in dealing
with unions.
Feedback: The Taft-Hartley Act prohibited featherbedding (requiring payment for work not
performed), secondary boycotts, and closed shops. These restrictions were very unpopular
with unions. This act also allowed individual states to pass right-to-work laws prohibiting
union shops and established provisions for dealing with strikes that threaten the nation’s
health and safety. These restrictions gave more power to management in dealing with unions.
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213. Union leaders at the Baadfathe Corporation are furious. Although the union’s certified
by the NLRB, its negotiating team has had little success in getting management to meet
with them to work on a new labor contract. In fact, during the last 3 months, the
management team has agreed to meet only twice, once on a weekend, and the other time
after 8:00 p.m. Even during those two meetings, the management team was unwilling to
offer serious proposals. Baadfathe’s management team should review the legal rights of
union members to participate in collective bargaining, as provided under the:
A. Taft-Harley Act.
B. Norris LaGuardia Act.
C. Wagner Act.
D. Landrum-Griffin Act.
Feedback: The Wagner Act established a certification process by which a union was
recognized by the NLRB as the authorized bargaining agent for a group of workers. The act
required that once a union was certified, management must bargain at reasonable times and in
good faith with the union on issues such as wages, hours, and terms and conditions of
employment.
214. During the 1980s, unions became increasingly concerned with the issues of:
A. pay and fringe benefits.
B. stock option plans and profit sharing.
C. job security and union recognition.
D. worker training and education.
215.
Chapter 12 – Dealing with Union and Employee–Management Issues
Over the past several decades unions have:
A. always placed the greatest emphasis on increasing wages and benefits.
B. frequently changed objectives as the result of shifts in social and economic conditions.
C. frequently taken global competition into account.
D. consistently favored policies that would move the U.S. economy toward a command
system.
216. The __________ sets the tone and clarifies the terms and conditions under which labor
and management agree to function over a specific period of time.
A. negotiated labor-management agreement
B. right-to-work agreement
C. open shop agreement
D. bargaining zone
217. Under ________, workers are not required to join the union, but those who do not join
are still required to pay a union fee or regular dues to the union.
A. right-to-work laws
B. all union security clauses
C. agency shop agreements
D. Employee Stock Option Plans (ESOPs)
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227. Which of the following topics is generally covered in a negotiated labor-management
agreement?
A. Corporate pricing policy
B. Grievance procedures
C. Management fringe benefits
D. Management compensation
Feedback: A negotiated labor-management agreement typically includes the grievance
procedures such as the arbitration agreement and mediation procedures.
228. Union shops are illegal in the state of North Carolina. This means that North
Carolina:
A. is violating federal law.
B. has passed a right-to-work law.
C. allows firms to use yellow-dog contracts.
D. is taking advantage of a loophole in the National Labor Relations Act.
Feedback: The Taft-Hartley Act recognizes the union shop as a legal arrangement, but gives
individual states the power to outlaw union shops by passing right-to-work laws. Figure 12.5
shows NC as one of the states with right-to-work laws.
229.
Chapter 12 – Dealing with Union and Employee–Management Issues
In a union shop:
A. workers must join the union within a stipulated time period (usually 30, 60, or 90 days)
in order to keep their jobs.
B. workers must belong to the union before the company can hire them.
C. workers who do not join the union must pay a union fee.
D. workers are required to sign yellow-dog contracts.
Feedback: Under a union shop, workers do not have to belong to a union to be hired for a job,
but they do have to join the union within a prescribed period in order to keep their job.
230. The key difference between an agency shop agreement and an open shop agreement is
that in an agency shop:
A. workers must join the union within a stipulated time period (usually 30, 60, or 90 days)
in order to keep their jobs, but in an open shop the workers are not required to join the
union.
B. the union is restricted to a limited number of employees who perform specific types of
jobs, but in an open shop membership in the union is available to all workers.
C. workers who do not join the union must pay a fee or regular dues, while in an open
shop workers who choose not to join the union do not have to pay any union fees or dues.
D. workers must agree not to join a union in order to keep their jobs while in an open shop
workers are free to join a union if they wish, but they are not required to do so.
Feedback: In an agency shop workers are not required to join the union, but workers who
choose not to join are required to pay a fee to the union or regular union dues. In an open
shop, workers are free to join a union or not join, and those that do not join are not required to
pay any fees or dues.
