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1. “Codified relationship” encourages the union steward to bypass the first-line supervisor in the grievance process.
a.
True
b.
False
ANSWER:
False
2. In nonunion settings, the authority of managerial policies and actions often goes unchallenged.
a.
True
b.
False
ANSWER:
True
3. Placing grievances down in writing creates a written record and increases the likelihood that the employee or union
representative is serious about the grievance.
a.
True
b.
False
ANSWER:
True
4. Regardless of motives for filing grievances, management must process them through the grievance procedure even if it
feels the employee’s motives are illegitimate or improper.
a.
True
b.
False
ANSWER:
True
5. When labor and management officials negotiate a labor agreement, they are mainly concerned with agreement over the
minor issues.
a.
True
b.
False
ANSWER:
False
6. A common union tactic is to file several grievances over a particular issue to buttress and document union demands
during negotiation of the subsequent labor agreement.
a.
True
b.
False
ANSWER:
True
7. In unionized firms, employees often have unique concerns that are neither addressed in collective bargaining nor
explicitly covered in the labor agreement.
a.
True
b.
False
ANSWER:
True
8. Grievance mediation is a process in which an outside neutral assists the parties in resolving grievances without the use
of arbitration.
a.
True
b.
False
ANSWER:
True
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9. Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the
precision of every labor agreement provision.
a.
True
b.
False
ANSWER:
False
10. An important principle of contract administration is that the first-line supervisor and union steward are organizational
“equals” in grievance handling.
a.
True
b.
False
ANSWER:
True
11. The Labor-Management Relations Act (LMRA) containd explicit provisions obligating the union to represent fairly all
bargaining unit employees.
a.
True
b.
False
ANSWER:
False
12. Management should deny an employee’s grievance if they believe the employee is merely trying to get something for
nothing.
a.
True
b.
False
ANSWER:
False
13. Employees who file a grievance for termination are entitled to a jury trial if monetary losses (back pay) are claimed.
a.
True
b.
False
ANSWER:
True
14. The third-and-one-half step in the grievance procedure is settled “without prejudice to either party’s position,” thereby
increasing the likelihood of subsequent grievances on the issue.
a.
True
b.
False
ANSWER:
True
15. A union satisfies its fair representation obligation if it demonstrates that it considered the interests of all members and
takes its ultimate position honestly, in good faith, and without hostility or arbitrary discrimination.
a.
True
b.
False
ANSWER:
True
16. Employers are not typically concerned about the fair representation issue since the union assumes full liability when it
breaches this obligation.
a.
True
b.
False
ANSWER:
False
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17. The union’s fair representation obligation requires the union to take a grievance to arbitration if the grievant so
requests.
a.
True
b.
False
ANSWER:
False
18. Written grievances tend to increase emotions present in many employee concerns.
a.
True
b.
False
ANSWER:
False
19. Power relationships typically begin when both steward and supervisor are encouraged by their superiors to be attentive
to problems in the department.
a.
True
b.
False
ANSWER:
True
20. Unions must be careful because swapping grievances that are clearly meritorious may constitute a violation of the
union’s duty of fair representation.
a.
True
b.
False
ANSWER:
True
21. Employees who file grievances are older, more active in their unions, and more satisfied with their job, supervisor,
and union.
a.
True
b.
False
ANSWER:
False
22. Conflicting power relationships develop in situations where the supervisor and union stewards pursue the same
interests or goals.
a.
True
b.
False
ANSWER:
False
23. The goal of directive or results-oriented mediation is to bring the parties to a certain agreement that the mediator
believes is the final word.
a.
True
b.
False
ANSWER:
False
24. Codified relationships stress the rights and privileges of union stewards and first-line supervisors established through
the labor agreement and various union and management publications.
a.
True
b.
False
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ANSWER:
True
25. Empathetic relationships occur between individuals when each is aware of the other’s position and is guided by an
understanding appreciation.
a.
True
b.
False
ANSWER:
True
26. The union steward and first-line supervisor both compete for the grievant’s attention. Which one of the following
relationships between the union steward and the first line supervisor best applies?
a.
Power relationship.
b.
Empathetic relationship.
c.
Codified relationship.
d.
Dependent relationship.
e.
Sympathetic relationship.
ANSWER:
a
27. A supervisor who believes an employee’s grievance is not a contractual violation should:
a.
Accept the employee’s grievance, and then answer the grievance in accordance with provisions of the labor
agreement.
b.
Assist the employee in writing the grievance so that it conforms to the specifications of the grievance form and
the labor agreement.
c.
Refuse to accept the employee‘s grievance.
d.
Consult with the union shop steward and demand proof of a contractual violation.
e.
Consult with the company’s labor attorney before accepting the grievance.
ANSWER:
a
28. The AFL-CIO Manual for Shop Stewards strongly urges union stewards to present their grievances directly to whom?
a.
Union representative.
b.
Regional supervisor
c.
First-line supervisor.
d.
Administrative supervisor.
e.
Human resources supervisor.
ANSWER:
c
29. Grievance procedures in nonunion firms:
a.
Are non-existent.
b.
Do not frequently have an employee‘s grievance decided by a third-party neutral.
c.
Usually have arbitration as its final step.
d.
Permit the use of wildcat strikes among dissatisfied employees.
e.
Usually have arbitration as its final step and permit the use of wildcat strikes among dissatisfied employees.
ANSWER:
b
30. The procedures which vary in terms of steps, time limits for processing, and participants, can raise several
administrative complexities and often appear inflexible, although they also serve as the arena for the dynamic social
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relationships between management and union officials, are called:
a.
Open-door procedures.
b.
Peer review procedures.
c.
Codified procedures.
d.
Grievance procedures.
e.
Neutral evaluation procedures.
ANSWER:
d
31. The employee (with or without the union steward) discusses the alleged grievance with his or her first-line supervisor.
Which step of a typical grievance procedure is this an example of?
a.
The first step
b.
The second step
c.
The arbitration
d.
The third step
e.
The fourth step
ANSWER:
a
32. The relationship which occurs between individuals when each is aware of the other’s position and is guided by an
understanding appreciation is called the:
a.
Power relationship.
b.
Empathetic relationship.
c.
Codified relationship.
d.
Dependent relationship.
e.
Common relationship.
ANSWER:
b
33. First line supervisor answers employee grievance in writing. Which step of a typical grievance procedure is this an
example of?
a.
Physical evidence.
b.
Documentary evidence.
c.
Demonstrative evidence.
d.
Video evidence.
e.
Testimonial evidence.
ANSWER:
e
34. A process to resolve grievances with the assistance of a neutral third party is called:
a.
Empathetic resolution.
b.
Codified resolution.
c.
Alternative dispute resolution (ADR).
d.
Power resolution.
e.
Grievance resolution.
ANSWER:
c
35. During which step of grievance procedure are the union grievance committee members and management’s labor
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relations representative brought in to discuss the supervisor’s first-step grievance answer?
a.
The first step.
b.
The second step.
c.
The arbitration step.
d.
The third step.
e.
The fourth step.
ANSWER:
b
36. During the third and one-half step meetings in the grievance procedure:
a.
The arbitrator is given two separate chances to hear the grievance.
b.
The supervisors are encouraged to resolve grievances at the lower level.
c.
The union is discouraged from solving grievances.
d.
Management and union representatives meet to discuss several grievances which are scheduled for arbitration.
e.
All grievances are heard and decided upon.
ANSWER:
d
37. The second step written grievance answer is usually furnished by the:
a.
The industrial relations representative.
b.
Union steward.
c.
First-line supervisor.
d.
The plant manager.
e.
The international union representative.
ANSWER:
a
38. The swapping of grievances:
a.
Occurs before the first step in the grievance procedure.
b.
Occurs just prior to arbitration.
c.
Occurs after the first step and before the second step in the grievance procedure.
d.
Occurs after the second step and before the third step in the grievance procedure.
e.
Occurs after the fourth step in the grievance procedure.
ANSWER:
b
39. During which step of grievance procedure are the labor relations manager and other management officials involved?
a.
The first step.
b.
The second step.
c.
The arbitration step.
d.
The third step.
e.
The fourth step.
ANSWER:
d
40. In fair representation cases, the burden of proof of establishing that the union breached its fair representation
obligation in on:
a.
The employee.
b.
The union.
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c.
The employer.
d.
The government.
e.
The industrial relations representative.
ANSWER:
a
41. During which step of grievance procedure do the parties negotiate the inclusion of an alternative dispute resolution
(ADR) provision which provides for the assistance of a neutral third party?
a.
The first step.
b.
The second step.
c.
The arbitration step.
d.
The third step.
e.
The fourth step.
ANSWER:
e
42. A Supreme Court decision related to judicial examination of union performance stressed that:
a.
Stiff fines will be paid by anyone associated with a fair representation violation.
b.
“Wide latitude” should be given to union officials to perform their duties.
c.
Arbitrators are better than the courts in assessing breaches of fair representation.
d.
“Perfunctory conduct” of a union does not constitute a breach of fair representation.
e.
Arbitrators are better than the courts in assessing breaches of fair representation, but stiff fines will be paid by
anyone associated with a fair representation violation.
ANSWER:
b
43. What percent of collective bargaining agreements contain mediation as a step in the grievance procedure?
a.
2 percent.
b.
4 percent.
c.
20 percent.
d.
27 percent.
e.
60 percent.
ANSWER:
b
44. Which of the following might indicate that unions have not fulfilled their fair representation obligations?
a.
Keeping member informed about an arbitration award that affects members’ seniority rights.
b.
Providing adequate defense of the grievant at an arbitration hearing.
c.
Informing the grievant that the union accepted a different remedy than that asked for by the grievant.
d.
Delaying grievance processing until the time limits in the grievance procedure have expired.
e.
Including the duty of fair representation in union steward training programs.
ANSWER:
d
45. The relationship which suggests that first-line supervisors should have authority for resolving grievances at the first
step of the procedure to give the employee a prompt response is called a:
a.
Power relationship.
b.
Empathetic relationship.
c.
Codified relationship.
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d.
Dependent relationship.
e.
Grievance relationship.
ANSWER:
c
46. The approach where the goal is to bring the parties to a certain agreement that the mediator believes is appropriate and
achievable is the:
a.
Evaluative mediation.
b.
Results-oriented mediation.
c.
Collaborative mediation.
d.
Watertight approach.
e.
Grievance relationship.
ANSWER:
b
47. The term defined as an employee’s (or employer’s) alleged violation of one or more provisions of the labor agreement
that is submitted to the grievance procedure for resolution by the union representative and employer representative is a:
a.
Complaint.
b.
Grievance.
c.
Protest.
d.
Bargaining issue.
e.
Grievance relationship.
ANSWER:
b
48. The alternative dispute resolution (ADR) approach where workers with complaints are invited to raise them with their
immediate supervisor is called the:
a.
Nonunion mediation approach.
b.
Open-door policy approach.
c.
Peer review systems approach.
d.
Early neutral evaluation approach.
e.
Grievance relationship.
ANSWER:
b
49. The alternative dispute resolution (ADR) approach where a program involving the appointment of an employee within
the company to serve the role of consulting with employees who have problems and advocating on their behalf is called
the:
a.
Nonunion mediation approach.
b.
Open-door policy approach.
c.
Ombudsperson program.
d.
Early neutral evaluation approach.
e.
Watertight approach.
ANSWER:
c
50. The alternative dispute resolution (ADR) approach which involves the appointment of a committee composed of a
majority of rank-and-file employees, who are led by a human resources staff person as the facilitator is called the:
a.
Peer reviews approach.
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b.
Open-door policy approach.
c.
Ombudsperson program.
d.
Early neutral evaluation approach.
e.
Watertight approach.
ANSWER:
a