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1. The employer must file a list of names and addresses of all eligible voters with the regional director of the NLRB
within thirty days after the regional director of the NLRB has approved a consent election.
a.
True
b.
False
ANSWER:
False
2. Employers agree that signed authorization cards are accurate predictors of the number of votes for the union in
elections.
a.
True
b.
False
ANSWER:
False
3. A simple majority of employees that vote in a union representation election is required in order for employees to win
union representation.
a.
True
b.
False
ANSWER:
True
4. Illegal discharge of employees who are union advocates usually does not decrease the probability of a successful
unionization.
a.
True
b.
False
ANSWER:
False
5. Management is allowed to present “captive audience” speeches on the day of the election.
a.
True
b.
False
ANSWER:
False
6. Union instrumentality is a concept meaning employees perceive the union as instrumental in attaining desired
outcomes, such as higher wages.
a.
True
b.
False
ANSWER:
True
7. The “captive audience” rule states that an employer who presents a “captive audience” speech must allow the union the
opportunity to conduct its own “captive audience” speech.
a.
True
b.
False
ANSWER:
False
8. Employer questioning of an employee to discern union sentiment is an automatic violation of NLRA section 8 (a)(1).
a.
True
b.
False
ANSWER:
False
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9. A company may be ordered to recognize and bargain with a union if employees’ signatures on authorization cards were
obtained under threat or coercion.
a.
True
b.
False
ANSWER:
False
10. Unions are attractive to the many employees concerned about job security regardless of their skill level.
a.
True
b.
False
ANSWER:
True
11. The NLRB prohibits the showing of films to discourage employees from joining a union.
a.
True
b.
False
ANSWER:
False
12. The union organizer typically creates job dissatisfaction in the work force before the campaign begins.
a.
True
b.
False
ANSWER:
False
13. The company may actively assist employees who are interested in launching a decertification campaign.
a.
True
b.
False
ANSWER:
False
14. If employees choose to decertify their union, there cannot be another representation election for twelve months.
a.
True
b.
False
ANSWER:
True
15. The union must obtain signed authorization cards from a majority of the bargaining unit employees before the NLRB
will hold an election.
a.
True
b.
False
ANSWER:
False
16. The NLRB has upheld the right of the union to discipline union members who actively participate in the campaign to
decertify the union as long as the action does not affect employment status.
a.
True
b.
False
ANSWER:
True
17. In the last decade, decertification elections have nearly doubled.
a.
True
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b.
False
ANSWER:
False
18. Employees’ previous experience with a union is a strong predictor of their attitudes toward unions and their decision to
join one.
a.
True
b.
False
ANSWER:
True
19. After a decertification petition is filed with the NLRB, the employer must still bargain with the union until the
question of representation is resolved.
a.
True
b.
False
ANSWER:
True
20. Professional employees provide a challenge to a union’s desire to increase membership due to the issue of
compatibility of unionism with professionalism.
a.
True
b.
False
ANSWER:
True
21. One of the reasons employees become alienated from their work is their loss of involvement in their work when the
machine dominated.
a.
True
b.
False
ANSWER:
True
22. In forming and joining a union, employees mainly consider whether the union will improve their personal situations in
terms of wages and benefits, promotional opportunities, and job security.
a.
True
b.
False
ANSWER:
True
23. As a result of significant changes in the workforce, unions are investing funds in training union organizers.
a.
True
b.
False
ANSWER:
True
24. Positive human resource management practices, such as job enrichment/enlargement, internal promotions, learning
opportunities, bonus and merit pay, and employee involvement programs, seem to increase nonunion workers’ desire to
vote for a union in a representation election.
a.
True
b.
False
ANSWER:
False
25. Surface Bargaining, is where the company “goes through the motions” of negotiating a contract with the intention of
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reaching an agreement.
a.
True
b.
False
ANSWER:
False
26. The NLRB rule which specifies that a valid, signed agreement for a fixed period of three years or less will bar any
representation election for the life of the agreement is called the:
a.
Excelsior rule.
b.
Employee free choice act.
c.
Contract bar doctrine.
d.
Mandatory Secret Ballot Protection Act.
e.
Taft-Hartley Act.
ANSWER:
c
27. Unions are improving their organizing capabilities through the training of union organizers at the ___________.
a.
Campaign and Election Tactics Program (CETP) Center.
b.
Institute for Unions
c.
George Meany Center.
d.
Union Training Association.
e.
Union Hall.
ANSWER:
c
28. Whenever employees believe that the union is not representing the interests of the majority, employees may initiate a:
a.
Reelection process.
b.
Decertification process.
c.
Deunionization.
d.
“Raid” election.
e.
Sit-down strike.
ANSWER:
b
29. Which of the following is not an action by employer to encourage unionization?
a.
Ability to inform employees of the possibility of improvement without cost and without the creation of a new
bureaucracy.
b.
Difficulty to communicate with management.
c.
Use of the fact that most people find the thought of substantial change in their lives frightening.
d.
Internal promotions.
e.
Poor work environment.
ANSWER:
d
30. The following is NOT a method or procedure in organizing unions:
a.
NLRB directives.
b.
Secret-ballot elections.
c.
Voluntary recognition
d.
Sit-down strikes.
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e.
Card Check Procedure.
ANSWER:
d
31. What percent of the anticipated bargaining unit is needed to conduct a representation election?
a.
30%
b.
20%
c.
40%
d.
50%
e.
greater than 50%
ANSWER:
a
32. Which of the following employer tactic(s) has(ve) a negative effect (union loses) on election outcome?
a.
Small group meetings
b.
House calls
c.
Committees of employees
d.
Demonstration of solidarity
e.
Hiring a labor lawyer.
ANSWER:
e
33. A grouping of jobs or positions in which two or more employees share common employment and conditions and are at
the discretion of the NLRB is a/an:
a.
Craft shop.
b.
Union shop.
c.
Appropriate bargaining unit.
d.
Open shop.
e.
Closed shop
ANSWER:
c
34. The following are paths that workers may mobilize along to take collective action and support the union except:
a.
The ‘‘frustration’’ which results when workers try to act on their own behalf.
b.
The ‘‘threat’’ or an ‘‘attack’’ that results when the employer takes away or threatens to take away something
the workers already have.
c.
A ‘‘rational calculation,’’ which does not involve anger, but the workers become convinced that the benefits of
unionization outweigh its costs.
d.
Employee empowerment.
e.
Threats, attacks, and rational calculations.
ANSWER:
d
35. Under the NLRA, the group of employees that has a choice on whether to be included in a mixed bargaining unit is:
a.
Plant guards.
b.
Supervisors.
c.
Independent contractors.
d.
Professionals.
e.
Confidential employees.
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ANSWER:
d
36. The union pre-election campaign usually goes through the following stages except:
a.
Contacting employees for help or distribution of union literature.
b.
Airing grievances.
c.
Calling meetings.
d.
Identifying and educating leaders.
e.
Soliciting signatures on authorization cards.
ANSWER:
b
37. When the NLRB establishes an appropriate bargaining unit, it constitutes the “community of interests.” Which of the
following factors is NOT considered by the NLRB?
a.
History of bargaining
b.
Commonality of wages, working conditions, training, and skill
c.
Physical proximity of the world locations
d.
Transfers between facilities
e.
Employees in a single plant only.
ANSWER:
e
38. How long after a consent election must an employer file a list of names, mailing and e-mail addresses, and phone
numbers of all eligible voters?
a.
Two business days.
b.
24 hours
c.
14 business days.
d.
30 business days.
e.
60 business days.
ANSWER:
a
39. How long can the contract bar doctrine extend the 12-month statutory limitation on elections?
a.
Three years.
b.
24 months.
c.
48 months.
d.
Five years.
e.
Seventy-eight weeks.
ANSWER:
a
40. A valid, signed agreement for a period of up to three years will bar any representation election for the life of the
agreement is specified by the NLRB’s:
a.
Three-year election rule.
b.
Contract bar doctrine.
c.
Life-of-the-contract doctrine.
d.
Election time-out rule.
e.
Exclusionary election rule.
ANSWER:
b
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41. The legal duty of the exclusive bargaining agent after winning a representation election is to:
a.
Represent all employees who voted in the election.
b.
Represent fairly all employees in the bargaining unit.
c.
Represent all union members in the bargaining unit.
d.
Represent all employees of the Company.
e.
Represent all employees who voted in the election and all union members in the bargaining unit.
ANSWER:
b
42. Which of the following groups are not considered “employees” and may not be in any bargaining unit?
a.
Professional employees
b.
Craft employees
c.
Office employees
d.
Long-distance truck drivers
e.
Supervisors
ANSWER:
e
43. When employees are required to attend a meeting to hear a presentation by the employer during a pre-election union
campaign, the meeting is called a/an:
a.
Captive audience.
b.
Shop talk.
c.
Union discussion.
d.
Closed audience.
e.
Open audience.
ANSWER:
a
44. What percentage of the eligible voters usually vote in NLRB elections?
a.
50 percent.
b.
70 percent.
c.
90 percent.
d.
60 percent.
e.
80 percent.
ANSWER:
c
45. The book A Theory of the Labor Movement, in which the Scarcity Consciousness Theory is described was written by:
a.
Samuel Gompers
b.
Karl Marx
c.
George Meany
d.
Selig Perlman
e.
John L. Lewis
ANSWER:
d
46. The theory based on the belief that employees might seek collective action to relieve their feelings of alienation is
called the:
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a.
Scarcity Consciousness Theory.
b.
Alienation Theory.
c.
Theory of the Labor Movement.
d.
Laissez Faire Theory.
e.
Totality of Conduct Theory.
ANSWER:
b
47. The bill that if passed, will make it an unfair labor practice for an employer to recognize or bargain with a union that
has not been selected by a majority of employees in a secret ballot election is called the:
a.
Employee Free Choice Act.
b.
Secret Ballot Protection Act.
c.
Taft-Hartley Act.
d.
National Labor Relations Act.
e.
Employment Relations Act.
ANSWER:
b
48. The bill that required the NLRB to certify a union if the majority of employees signed union authorization cards,
stated a procedure for the invocation of the first collective bargaining agreement, and imposed penalties for employer
violations of certain unfair labor practices was called the:
a.
Employee Free Choice Act.
b.
Secret Ballot Protection Act.
c.
Taft-Hartley Act.
d.
National Labor Relations Act.
e.
Employment Relations Act.
ANSWER:
a
49. The union strategy that would place a union organizer in a job within a targeted company for the purpose of initiating
unionization is called:
a.
Canvassing.
b.
Solicitation strategy.
c.
Seeding.
d.
Union salts.
e.
Union enticer.
ANSWER:
d
50. The rules that are allowed in health care facilities when they are applied to patient’s rooms, sitting rooms, operating
rooms, and any other place patients receive treatment which affects the patients’ recovery are called:
a.
Solicitation rules.
b.
No-solicitation rules.
c.
Break-room rules.
d.
Meeting rooms rules.
e.
Canvassing rules.
ANSWER:
b
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