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17-1
True / False Questions
1.
(p. 351)
The supervisor does not have the responsibility of informing employees of the
organization's rules and regulations.
Difficulty: 2 Medium
2.
(p. 351)
A formal discipline procedure usually begins with a written warning.
Difficulty: 2 Medium
3.
(p. 353)
When a supervisor is considering disciplining an employee, he or she should discipline the
employee and then look for evidence to support his or her decision.
Difficulty: 2 Medium
4.
(p. 354)
The supervisor is justified in exercising his or her right to suspend any employee pending a
full investigation, in view of the employee's alleged serious offence.
Difficulty: 2 Medium
5.
(p. 354)
A supervisor should warn employees of the consequences of repeated rule violation.
Difficulty: 1 Easy
6.
(p. 355)
A grievance usually begins with a formal complaint by an employee.
Difficulty: 2 Medium
7.
(p. 355)
Arbitration is usually one of the first steps in the grievance process.
Difficulty: 2 Medium
8.
(p. 356)
One of the reasons for the occurrence of a grievance is the failure of the union contract to
settle some of the unsure or unclear nature of the contract.
9.
(p. 358)
If necessary, the supervisor should try to interfere with the grievance process in order to
save his or her own reputation.
Difficulty: 1 Easy
10.
(p. 358)
The grievance procedure may act as a safety valve to prevent more costly employee
actions.
Difficulty: 2 Medium
11.
(p. 358)
The supervisor forms the primary link between the union members and the management.
Difficulty: 1 Easy
12.
(p. 359)
A prima facie contract is a court order prohibiting unions from striking.
13.
(p. 359)
The Sherman Antitrust Act of 1890 is applicable to businesses only.
Difficulty: 2 Medium
14.
(p. 359)
Management feels that unions contribute to inefficiency and reduced profits when present
in an organization.
Difficulty: 1 Easy
15.
(p. 360)
Right-to-work laws forbid unions from requiring a person to be a union member before
being hired, but they allow requiring an employee who has been working for a specified period of
time to become a member.
Difficulty: 1 Easy
16.
(p. 361)
The Labor-Management Reporting and Disclosure Act was primarily concerned with the
protection of the rights of individual union members.
17.
(p. 362)
An independent local union can join the AFL-CIO without belonging to a national or
international union.
Difficulty: 2 Medium
18.
(p. 362)
If management has been fair in dealing with its employees, they do not join unions.
Difficulty: 1 Easy
19.
(p. 364)
In a unionized organization, the supervisor's only responsibility is to the employer.
Difficulty: 2 Medium
20.
(p. 365)
Employee complaints against the union can be filed with the National Labor Relations
Board.
21.
(p. 350)
Employment-at-will means the employee:
Difficulty: 2 Medium
22.
(p. 351)
Identify the correct statement about maintaining good discipline and applying the
discipline procedure.
23.
(p. 352)
Who is responsible for proving infractions when a decision to discipline an employee is
questioned?
Difficulty: 1 Easy
24.
(p. 353)
Which of the following is LEAST likely to be reviewed by upper management?
25.
(p. 354)
Which of these situations would NOT justify a supervisor reprimanding an employee in
public?
Difficulty: 2 Medium
26.
(p. 355 Fig 17.3)
One recommended procedure to be followed by the supervisors when applying
discipline is to:
27.
(p. 355)
Through the grievance procedure, _______________.
Difficulty: 2 Medium
28.
(p. 355-356)
________________ is a process by which both the union and management agree to
abide by the decision of an outside party regarding the grievance.
Difficulty: 2 Medium
29.
(p. 358)
Pregrievance or early settlement of a complaint does NOT mean that:
Difficulty: 1 Easy
30.
(p. 359)
A yellow-dog contract is:
Difficulty: 2 Medium
31.
(p. 358)
Generally, the union philosophy concerning management is that:
32.
(p. 360)
A(n) ________________ requires that a person be a member of the union before he or she
can be hired by an employer.
Difficulty: 1 Easy
33.
(p. 361)
Which of the following acts was passed in 1959 and is primarily concerned with the
protection of the rights of individual union members?
34.
(p. 361)
Which of the following acts, issued in 1968, gave the U.S. secretary of labor the authority
to supervise union elections and investigate unfair labor practices in the public sector?
Difficulty: 2 Medium
35.
(p. 362)
Officers hired by the local union are responsible which of the following of its activities?
Difficulty: 3 Hard
36.
(p. 362)
One of the reasons an employee may NOT choose to join a union is:
Difficulty: 2 Medium
37.
(p. 363 Fig 17.9)
Which of the following is NOT typically a part of the union organization drive?
Difficulty: 3 Hard
38.
(p. 364)
According to the Labor-Management Relations Act passed in 1947, the supervisor must:
17-14
39.
(p. 365)
During a union organization drive, supervisors should:
Difficulty: 2 Medium
40.
(p. 365)
If the union has been successful in becoming the employees' representative, then the
supervisor:
Difficulty: 2 Medium
Short Answer Questions
41.
(p. 351)
What are the four steps used in a formal, progressive grievance procedure?
Difficulty: 1 Easy
42.
(p. 352-353)
List any two actions that should be taken by the supervisor in the prediscipline
Difficulty: 1 Easy
43.
(p. 354)
List any two offences that would justify immediate termination of an employee.
44.
(p. 355)
Who is a union steward?
Difficulty: 1 Easy
45.
(p. 355-356)
What is arbitration?
Difficulty: 1 Easy
46.
(p. 359)
Describe the Sherman Antitrust Act of 1890.
47.
(p. 360)
Describe right-to-work laws.
Difficulty: 1 Easy
48.
(p. 362)
What are the important reasons for people joining unions?
Difficulty: 1 Easy
49.
(p. 362)
Give three reasons why an employee may choose not to join a union.
50.
(p. 364)
Describe any three actions that would be classified as unfair labor practices that the
supervisor must avoid.
