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Chapter 12 - Dealing with Union and Employee–Management Issues
309. As an advisor to a company setting up its sexual harassment policy, which of the
following tactics would you suggest?
A. Immediately making a sexual harassment claim public to every employee in the
company.
B. Asking the accuser and the accused to sit down, face to face, and participate in a verbal
discussion about what has occurred.
C. Make certain that there is a communication chain in place to immediately inform board
members and executives of the accusation, so as to keep the information from being
leaked to the news media.
D. Setting up a pro-active grievance procedure for quick action if and when there is an
accusation of sexual harassment.
Feedback: Setting up pro-active grievance procedures is a sound strategy for dealing with
sexual harassment accusations.
310. Last year, a retired schoolteacher moved her parents from Michigan to northern
Illinois to live with her. For the past year, she was traveling two times each month to
provide care for this eighty-six year old couple, including coordinating medical services
and meals. In conversations with her family members, the teacher remarked, "If I were not
already retired, I would have to quit my job to continue this way!" This retired teacher:
A. is in an unusual situation because there are more persons entering the workforce with
childcare issues than with taking care of aging Americans.
B. is like a growing number of families whose households are caring for aging parents and
relatives.
C. will benefit by all the affordable elder care facilities that cost about $20,000 per year.
D. should be advised that Medicare and Medicaid are covering all medical expenses for
person 65 years and older, so she should not be experiencing such a burden.
Feedback: Some workers may have to concern themselves with finding childcare many
workers will confront another problem: how to care for older parents and relatives. The
number of households with at least one adult providing elder care has tripled since 1992.
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311. Identify several laws that significantly influenced labor-management relations. Discuss
the major provisions of each law.
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312. Explain the difference between closed, open, union, and agency shop agreements.
What impact did the Taft-Hartley Act have on the use of closed and union shop
arrangements?
313.
Chapter 12 - Dealing with Union and Employee–Management Issues
Identify and describe the major tactics used by unions and management when collective
bargaining efforts break down.
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316.
Chapter 12 - Dealing with Union and Employee–Management Issues
12-119
Ima, Boyd, and their fellow employees at Endrun work on an assembly line and do not
have a specialized skill. If they are successful in their quest to set-up a union, they would
probably be represented by a(n) ________ union.
A. craft
B. industrial
C. freelance
D. traditional
Feedback: An industrial union consists of unskilled and semiskilled workers in mass-
production industries such as automobile manufacturing and mining.
317. The steps Ima, Boyd and their fellow workers must take to get the union legally
recognized as the authorized bargaining agent are parts of the __________ process.
A. accreditation
B. arbitration
C. certification
D. collective bargaining
Feedback: The process by which a union is recognized by the NLRB as the authorized
bargaining agent for a group of workers is known as certification.
318.
Chapter 12 - Dealing with Union and Employee–Management Issues
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After gaining union representation, any workers with complaints regarding promotions,
layoffs, and job assignments will file a(n) ________ with their shop steward.
A. grievance
B. arbitration request
C. injunction
D. yellow-dog contract
Feedback: A grievance is a charge by employees that management is not abiding by or
fulfilling the terms of the negotiated labor-management agreement.
319. The plant where Ima and Boyd work is located in Illinois, which does not have a right-
to-work law. If the workers approve the union as their bargaining agent, Boyd wants to get
the greatest union membership that is legally possible. Boyd is likely to push for a(n):
A. closed shop.
B. agency shop.
C. union shop.
D. sweatshop.
Feedback: Although a closed shop used to be the strongest type of union security, the Taft-
Hartley Act declared this type of arrangement illegal in 1947. The strongest union security
arrangement that is permitted under the Taft-Hartley Act is a union shop. In a union shop,
workers do not have to belong to a union before they are hired, but they do have to join the
union within a specified time to keep their jobs. Union shops are legal in all states except
those that have passed right-to-work laws.
320.
Chapter 12 - Dealing with Union and Employee–Management Issues
Ty Runt has always taken a hard line against unionization efforts. Two years ago, when
workers at his previous company tried to obtain union representation, the company closed
down the plant and refused to let employees work until they abandoned their efforts to
form a union. This management tactic is called a(n):
A. management strike.
B. secondary boycott.
C. injunction.
D. lockout.
Feedback: The lockout is a management tactic designed to put pressure on workers by
temporarily closing the business.
321. If management tries to threaten or punish Ima and Boyd for their efforts to gain union
representation, the two workers could ask the ____________ to investigate these unfair
labor practices.
A. National Labor Relations Board
B. Bureau of Labor-Management Relations
C. Department of Justice
D. Federal Trade Commission
Feedback: The National Labor Relations Board was established by the Wagner Act to oversee
labor-management relations and the union certification (and decertification) process. The
NLRB is empowered to investigate allegations of unfair treatment of workers who participate
in union activities.
