Unlock document.
This document is partially blurred.
Unlock all pages and 1 million more documents.
Get Access
209. Mandatory vesting under ERISA means that an employee:
a. must retire at a company-appointed time
b. must retire at the first sign of major illness
c. may not receive benefits unless he has worked for no other employer during the course of his working life
d. is unable to leave the employ of the person holding her vested interest
e. none of the other choices
210. under ERISA is when an employee becomes the owner of his retirement proceeds.
a. Mandatory vesting
b. Permanent vesting
c. Buying out
d. Executive vesting
e. none of the other choices are correct
211. Which of the following is an option for an employee under the mandatory vesting established by ERISA:
a. to have 100 percent vesting after 10 years of employment
b. to have 25 percent vesting after five years, then 5 percent vesting a year for five years, then 10 percent
vesting a year for five years, to achieve 100 percent vesting in 15 years
c. vesting under the rule of 45
d. all of the other specific choices are correct
e. none of the other specific choices are correct
212. The National Labor Relations Act was enacted in parts. Which law(s) is(are) part of it?
a. the Landrum-Griffin Act
b. the Magnuson-Moss Act
c. the Wagner Act
d. the Landrum-Griffin Act and the Wagner Act
e. the Landrum-Griffin Act and the Wagner Act and the Magnuson-Moss Act
213. The National Labor Relations Act was enacted in parts. Which law(s) is(are) part of it?
a. the Landrum-Griffin Act
b. the Taft-Hartley Act
c. the Wagner Act
d. the Landrum-Griffin Act and the Wagner Act
e. the Landrum-Griffin Act and the Wagner Act and the Taft-Hartley Act
214. The Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act make up the:
a. National Labor Relations Act
b. National Worker Regulations Act
c. National Employment Regulations Act
d. Norris-La Guardia Act
e. National Workforce Regulation Act
215. The Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act make up the:
a. Norris-La Guardia Act
b. National Worker Regulations Act
c. National Employment Regulations Act
d. National Employee and Employer Relations Act
e. none of the other choices are correct
216. Which of the following is NOT part of the National Labor Relations Act:
a. the Wagner Act
b. the Taft-Hartley Act
c. the Landrum-Griffin Act
d. the Norris-La Guardia Act
e. all of the other specific choices are part of the National Labor Relations Act
217. Which of the following was the only major labor law passed before the National Labor Relations Act:
a. the Wagner Act
b. the Taft-Hartley Act
c. the Landrum-Griffin Act
d. the Norris-La Guardia Act
e. all of the other specific choices were passed before the National Labor Relations Act
218. The federal labor code, which consists of various major pieces of legislation is generally referred to as the:
a. Code of Federal Labor
b. Labor Management Code
c. National Labor Relations Act
d. Griffin-Hartley Act
e. none of the other choices
219. About of public sector employees belong to unions.
a. 20%
b. 7%
c. 5%
d. 38%
e. 48%
220. About of private sector employees belong to unions.
a. 20%
b. 7%
c. 5%
d. 38%
e. 48%
221. Before the Norris-La Guardia Act, federal courts:
a. could not interfere in labor-management relations
b. showed no interest in labor-management relations
c. could issue injunctions to stop labor strikes
d. refused to interfere in labor-management disputes due to the Interstate Commerce Clause
e. none of the other choices
222. Which of the following actions by workers is subject to court action, such as an injunction being issued against the
workers:
a. when workers attempt to get other workers to join in picketing a company
b. when a union pays unemployment benefits to striking workers
c. when workers refuse to sign a contract, as a condition of employment, that they will not join a union
d. when workers talk to the media about the details of a labor dispute at a company
e. none of the other choices is likely to be subject to court involvement
223. The declared that every worker should "have full freedom of association, self-organization, and designation of
representatives of his own choosing, to negotiate terms and conditions of his employment."
a. Wagner Act
b. Taft-Hartley Act
c. Landrum-Griffin Act
d. Norris-La Guardia Act
e. Free Labor Association Act
224. The intent of the Norris-La Guardia Act was to:
a. allow unions to name two representatives to the National Labor Relations Board
b. allow workers freedom of association and self-organization
c. let striking employers file for injunctions against striking workers
d. legalize all union tactics
e. none of the other choices
225. The intent of the Norris-La Guardia Act was to:
a. allow unions to name two representatives to the National Labor Relations Board
b. regulate internal finances of labor unions
c. let striking employers file for injunctions against striking workers
d. legalize all union tactics
e. none of the other choices
226. The Norris-La Guardia Act prohibits:
a. states from passing laws to restrict union activities
b. holding employers responsible for damages in wage disputes
c. workers from having full freedom of association and self-organization
d. federal courts from issuing injunctions in nonviolent labor disputes
e. none of the other choices
227. The Norris-La Guardia Act prohibits:
a. states from passing laws to restrict union activities
b. holding employers responsible for damages in wage disputes
c. workers from having full freedom of association and self-organization
d. union or closed shops
e. none of the other choices
228. Specific act(s) not subject to court injunctions under the Norris-La Guardia Act is (are):
a. striking or quitting work
b. belonging to a labor organization
c. paying strike benefits to labor dispute participants
d. publicizing the existence of a labor dispute
e. all of the other choices
229. Striking, belonging to a union, publicizing a labor dispute, picketing and peacefully assembling are all examples of
actions that:
a. are not subject to court injunctions under the Norris-La Guardia Act
b. are subject to court injunctions under the Norris-La Guardia Act
c. are subject to court injunctions under the Wagner Act
d. are illegal in many states
e. are subject to court injunctions at the discretion of the state
230. "Yellow-dog" contracts, in which employees agree not to join a union as a condition of employment, were made
unlawful by:
a. the Landrum-Griffin Act
b. the Norris-La Guardia Act
c. the Taft-Hartley Act
d. the Civil Rights Act of 1964
e. the Wagner Act
231. "Yellow-dog" contracts, in which employees agree not to join a union as a condition of employment, were made
unlawful by:
a. the Landrum-Griffin Act
b. the Wagner Act
c. the Taft-Hartley Act
d. the Civil Rights Act of 1964
e. none of the other choices
232. A contract signed by a worker agreeing not to join a union is called a(n):
a. exclusive employment agreement
b. primary boycott
c. yellow-dog contract
d. agency shop contract
e. none of the other choices
233. A contract signed by a worker agreeing not to join a union is called a(n):
a. exclusive employment agreement
b. primary boycott
c. right-to-work agreement
d. agency shop contract
e. none of the other choices
234. A yellow-dog contract is one in which:
a. an employee agrees to report other employees who join unions
b. an employee agrees to report other employees who are planning a strike
c. an employee agrees not to join a union
d. an employee agrees to be exempt from the Wagner Act
e. none of the other choices are correct
235. The first phase of the National Labor Relations Act is known as the:
a. Clayton Act
b. Taft-Hartley Act
c. Norris-La Guardia Act
d. Wagner Act
e. Landrum-Griffin Act
236. The first phase of the National Labor Relations Act is known as the:
a. Clayton Act
b. Taft-Hartley Act
c. Norris-La Guardia Act
d. Landrum-Griffin Act
e. none of the other choices
237. The main concern of the National Labor Relations Board is with:
a. employers assisting labor organization
b. employers that form unions for their employees
c. proper procedures used in relations between employers and employees
d. the substance contained in collective bargaining agreements
e. all of the other choices
238. The main concern of the National Labor Relations Board is with:
a. employers assisting labor organization
b. employers that form unions for their employees
c. the substance contained in collective bargaining agreements
d. all of the other specific choices are major concerns
e. none of the other choices
239. The was created to monitor unfair labor practices and assure that union representation elections are fair.
a. National Labor Relations Board
b. National Employee Relations Board
c. National Union Relations Board
d. National Workplace Relations Board
e. National Worker Relations Board
240. The was created to monitor unfair labor practices and assure that union representation elections are fair.
a. National Worker Relations Board
b. National Employee Relations Board
c. National Union Relations Board
d. National Workplace Relations Board
e. none of the other choices are correct
241. The Taft-Hartley Act does not outlaw which union actions?
a. coercing employees with respect to their collective bargaining rights
b. carrying out secondary boycotts
c. refusing to bargain in good faith with employers about wages and working conditions
d. forcing employers to pay for union member work not actually performed (featherbedding)
e. all of the other choices are outlawed
242. The Taft-Hartley Act does not prohibit unions from which activity:
a. coercing employees to support a union
b. refusing to bargain in good faith with employers about wages and working conditions
c. working to expand union activity to more bargaining units
d. secondary boycotts
e. all of the other choices are prohibited
243. Which of the following is not an unfair labor practice by a union:
a. refusing to bargain with employers about wages and working conditions
b. engaging in secondary boycotts
c. ordering workers to go on strike when a collective bargaining agreement is not reached
d. including in a collective bargaining agreement a term that requires the employer to pay a union leader a
salary even though the leader does no work for the company
e. all of the other choices are legal activities
244. Which of the following is an act prohibited by the Taft-Hartley Act:
a. coercing employees to support the union
b. refusing to bargain in good faith with employers about wages and working conditions
c. carrying out certain kinds of strikes, such as secondary boycotts; charging "excessive" union initiation fees or
dues; or engaging in featherbedding
d. going on strike during a 30-day "cooling-off" period or during a 60-day period ordered by the president
e. all of the other specific choices are prohibited by the Taft-Hartley Act
245. The main purpose of the Landrum-Griffin Act is to have:
a. the government issue back-to-work orders to postpone economically destructive strikes
b. state governments to have the ability to pass right-to-work laws if they want
c. more detailed regulation of internal union affairs
d. all of the other specific choices
e. none of the other choices
246. The Landrum-Griffin Act was intended to:
a. assure that union members are protected from improper actions by union leaders
b. assure that union leaders are protected from improper actions by union members
c. assure that union members are protected from improper actions by employers
d. assure that employers are protected from improper actions by union leaders
e. none of the other choices are correct
247. The Landrum-Griffin Act provides which of the following?
a. a Bill of Rights for employers
b. states the right to pass laws that prohibit agency shops
c. penalties for union officials who abuse the powers of their offices
d. prevents federal courts from issuing injunctions to prevent orderly labor disputes
e. all of the other choices
248. The Landrum-Griffin Act provides which of the following?
a. a Bill of Rights for employers
b. states the right to pass laws that prohibit agency shops
c. prevents federal courts from issuing injunctions to prevent orderly labor disputes
d. all of the other specific choices
e. none of the other choices
249. Under the Landrum-Griffin Act:
a. union finances are subject to federal review
b. reports are made available to union members so they know how their dues are being spent
c. employers may face penalties for bribing union officials
d. employers must report expenditures for attempting to influence collective bargaining
e. all of the other choices are provided for in the Act
250. A "bill of rights" for union members is included in:
a. the Griffin-Landrum Act
b. the Landrum-Griffin Act
c. the Wagner Act
d. the Union Bill of Rights Act
e. none of the other choices are correct
251. The Landrum-Griffin Act does which of the following in its "bill of rights" for union members:
a. ensures the right of members to nominate candidates for union offices
b. maintains fair election procedures
c. allows members to participate in union business
d. all of the other specific choices are correct
e. none of the other specific choices are correct
252. Which class of employees is not covered by the NLRA:
a. managers
b. independent contractors
c. government workers
d. managers and independent contractors
e. managers and independent contractors and government workers
253. The National Labor Relations Board:
a. has ten board members
b. is appointed by the Secretary of Labor
c. oversees the investigation of unfair labor practices
d. is headquartered in New York City
e. all of the other choices
254. The National Labor Relations Board:
a. has ten board members
b. is appointed by the Secretary of Labor
c. is headquartered in New York City
d. has members appointed for life
e. none of the other choices
255. The is an administrative agency charged with overseeing the National Labor Relations Act.
a. National Labor Relations Board
b. National Workers' Relations Board
c. National Union Relations Board
d. National Employment Board
e. National Labor Practice Board
256. The is an administrative agency charged with overseeing the National Labor Relations Act.
a. National Labor Practice Board
b. National Workers' Relations Board
c. National Union Relations Board
d. National Employment Board
e. none of the other choices are correct
257. The National Labor Relations Board has jurisdiction over labor cases involving:
a. employees working for businesses where a labor dispute would affect interstate commerce
b. employers engaged in interstate commerce
c. all government employees
d. employees working for businesses where a labor dispute would affect interstate commerce and employers
engaged in interstate commerce
e. employees working for businesses where a labor dispute would affect interstate commerce and employers
engaged in interstate commerce and all government employees
258. The concern(s) of the National Labor Relations Board is (are):
a. mediating collective bargaining agreements
b. negotiating labor contracts
c. monitoring unfair labor practices
d. mediating collective bargaining agreements and negotiating labor contracts
e. mediating collective bargaining agreements and negotiating labor contracts and monitoring unfair labor
practices
259. Most complaints filed with the National Labor Relations Board each year involve:
a. yellow-dog contracts
b. unfair labor practices
c. age discrimination
d. misuse of dues money by union leaders
e. substance abuse policy
260. Most complaints filed with the National Labor Relations Board each year involve:
a. yellow-dog contracts
b. substance abuse policy
c. age discrimination
d. misuse of dues money by union leaders
e. none of the other choices
261. Which of the following is an example employer conduct that impairs the goals of the National Labor Relations Act:
a. threatening employees with loss of jobs or benefits if they join or support a union
b. threatening to close a plant if employees vote for unionization
c. questioning employees about union activities
d. promising benefits to employees if they do not support a union
e. all of the other specific choices are correct
262. Which of the following is an example of union conduct that impairs the goals of the National Labor Relations Act:
a. threatening employees with loss of a job if they do not support the union
b. refusing to help employees with grievances who have criticized union leaders
c. engaging in picket line misconduct, such as threatening non strikers
d. striking over issues unrelated to employment terms and conditions
e. all of the other specific choices are correct
263. When an employer, union or employee files a labor practice complaint with the National Labor Relations Board it
goes to:
a. federal court for resolution if the NLRB staff finds there to be merit in the complaint
b. either federal or state court for resolution if the NLRB staff finds merit in the complaint
c. an administrative law judge for final resolution
d. an administrative law judge for resolution if the NLRB staff finds merit in the compliant
e. a panel of three NLBR members in Washington, D.C. for resolution
264. An unfair labor case is filed with the National Labor Relations Board and goes before an administrative law judge
for resolution. If one of the parties is unhappy with the decision of the judge, they may appeal to:
a. the National Labor Relations Board
b. U.S. Court of Appeals
c. the administrative appeals law judge
d. U.S. federal district court
e. no appeal is allowed
265. An unfair labor case is filed with the National Labor Relations Board and goes before an administrative law judge
for resolution. If one of the parties is unhappy with the decision of the judge, they may appeal to:
a. no one; no appeal is allowed
b. U.S. Court of Appeals
c. the administrative appeals law judge
d. U.S. federal district court
e. none of the other choices
266. An unfair labor case is filed with the National Labor Relations Board and goes before an administrative law judge
for resolution. If one of the parties is unhappy with the decision of the judge, they may:
a. file an exception
b. file a secondary complaint
c. file a remedial complaint
d. file a case with the U.S. Court of Appeals
e. none of the other choices are correct
267. An unfair labor practice case is decided by the National Labor Relations Board. If one of the parties to the case is
unhappy with the decision or refuses to comply with the order, the appeal will go to:
a. an administrative law judge
b. U.S. federal district court
c. U.S. magistrate
d. U.S. Court of Appeals
e. no appeal is allowed; enforcement is by U.S. marshal
