CHAPTER 14—THE DYNAMICS OF LABOR RELATIONS
TRUE/FALSE
1. Labor laws passed in the 1920s and 1930s favored the growth and stability of labor organizations.
2. Union seniority provisions may eliminate management’s ability to direct and control HRM functions.
3. The primary purpose of the Railway Labor Act (RLA) is to avoid service interruptions resulting from
disputes between railroads and their operating unions.
4. The fundamental purpose of the Norris-LaGuardia Act was to remove the state courts from the area of
industrial relations.
5. The Norris-LaGuardia Act created the National Labor Relations Board.
6. The Wagner Act created the National Labor Relations Board.
7. In the field of labor relations, unfair labor practices (ULPs) involve violations of safety practices.
8. Unfair Labor Practices (ULPs) are often unknowingly committed by employers or their managers.
9. The agency responsible for administering and enforcing the Wagner Act is the Department of Labor.
10. The two purposes of the National Labor Relations Board are (1) to prevent and investigate unfair labor
practices and (2) to hold secret ballot representation elections.
11. The Taft-Hartley Act was passed to place certain restraints on union practices.
12. The Federal Mediation and Conciliation Service was created by the Wagner Act to resolve negotiating
disputes.
13. The Landrum-Griffin Act was passed in 1959 in an effort by Congress to safeguard Union member
rights and prevent racketeering and other similar practices by employers and union officers.
14. The Bill of Rights of Union Members gives every union member the right to attend and participate in
union meetings, but not to vote on union business, which is an assigned duty of union officers.
15. Injunctions are now prohibited to be granted in labor disputes.
16. Employees are most likely to seek unionization if they believe that doing so will achieve results that
they cannot achieve acting individually.
17. Joining a union is a way for employees to put leadership skills to use.
18. The agency responsible for administering and enforcing the Wagner Act is the National Labor
Relations Board.
19. The first step in organizing begins when employees and union officials meet to explore the possibility
of unionization.
20. A union wishes the National Labor Relations Board to hold a representation election. The NLRB will
hold the election only if the union has 50 percent of signed authorization cards collected.
21. In about 25% of unionizing campaigns, unions are unable to secure a contract after winning a
representation election.
22. To reenergize the labor movement, some union funds are given to political candidates who specifically
pledge support for pro labor legislation.
23. Employers are violating federal labor law if, during the election campaign, they express negative
views emphasizing the disadvantages of being represented by the union.
24. The majority of research on why employees unionize comes from the study of white-collar employees
in the private sector.
25. Supervisors can legally attend union meetings.
26. The “bargaining unit” is that group of employees who have similar working conditions and are
grouped together for collective bargaining purposes.
27. Job rotations lead to increased employee satisfaction.
28. When the NLRB certifies a union as the bargaining representative, the union is certified for a period of
at least three years.
29. NLRB election statistics show that currently unions win approximately 30 percent of representation
elections.
30. The two types of representation elections held by the NLRB are the (1) certification on a card check
election and the (2) authorization election.
31. Unionization may restrict the freedom of management in many areas.
32. Unionization restricts the freedom of management to formulate HR policy unilaterally.
33. Management prerogatives are those decisions over which management claims exclusive rights.
34. Unions that represent skilled workers are called craft unions.
35. Unions that represent various groups of professional and white-collar workers are called industrial
unions.
36. Employee associations may function in the same way as unions, being just as aggressive in organizing
and representing their members.
37. Labor organizations are diverse in type and in structure; therefore, each may have its own mode of
governance and objectives.
38. The AFL-CIO, essentially a federation that represents a united front for organized labor, holds
approximately 80 percent of union members in its ranks.
39. Unions affiliated with the AFL-CIO pay per capita dues of about 50 cents per member per month to
support the federation’s activities.
40. During the recent labor dispute, one of the primary complaints NFL players had against the owners
was that they would not open their books to the players so they could see how much money the owners
were actually making and how much they had to allocate to the players.
41. Most organizing campaigns are begun by employees rather than by union organizers.
42. Union stewards are full-time employees at the workplace and generally are not paid by the union.
43. The term “business unionism” can be applied to the goals of the American labor organizations.
44. Public sector collective bargaining falls within the separate jurisdiction of each state.
45. Public employee unions contend that denying their legal right to strike reduces their power during
collective bargaining.
46. The collective bargaining process may include activities such as strikes and boycotts.
47. Employers can express their views about the disadvantages of being represented by a union.
48. During collective bargaining, each side normally places only their primary negotiator at the table.
49. An employer’s bargaining strategy must include a contingency plan in the event of a strike.
50. Good faith bargaining requires that employers and union counterparts be willing to meet at any time
and reasonable place to discuss proposals.
51. Mandatory bargaining subjects include pay, conditions of employment, and any other issue both
parties agree to discuss.
52. Traditional labor-management negotiations are adversarial.
53. Traditional labor-management negotiations lead to suspicion and compromise.
54. Interest-based bargaining leads to suspicion and compromise.
55. The petition to hold representation elections usually is initiated by the union.
56. Bargaining power consists of economic, political, and social influence to achieve demands.
57. A strike vote by union members does not mean that a strike will actually take place.
58. Pickets may further disrupt an employer’s business because one union member, such as a truck driver,
may refuse to cross the other’s picket line.
59. A boycott is a refusal to cross a union picket line.
60. An employer’s bargaining power may rest on its ability to continue its operations despite a strike by its
workers.
61. During a strike, employers have a legal right to hire replacement workers.
62. A lockout occurs when employers hire replacement workers for striking employees.
63. Arbitration is the process of creating a collective bargaining agreement.
64. Management rights might include any provision, not restricted by law, that is agreed to by the union.
65. Management rights include any labor agreement clauses that are interpreted as ambiguous.
66. Compulsory membership provisions and dues checkoff are forms of union security.
67. Once the union is certified, the employer is obligated to begin negotiations leading toward a labor
agreement.
68. Agency shops provide for voluntary union membership, but require all bargaining unit members to pay
union dues and fees.
69. A grievance procedure is a formal representation process that is often considered the heart of a
bargaining agreement.
70. A union will not usually take a weak case to arbitration for fear of losing member support.
71. Grievance handling is more successful when supervisors are trained formally in resolving grievances.
72. Rights arbitration is provided for the determination of conflicting interests.
73. The fair representation doctrine settles disputes over the meaning of contract terms.
74. It is the arbitrator’s responsibility to ensure that each side receives a fair hearing.
75. Arbitration hearings are formal court proceedings, held in a court of law.
76. An arbitration award should include not just a decision, but the rationale for it, in order to provide
guidance for future interpretation.
77. Technological advances in computer technology and automated operating systems have lowered the
demand for certain types of employees that have traditionally been unionized.
78. Recent statistics show total union membership to be about 33 percent of the civilian labor force.
79. In an attempt to increase unionism, unions are now targeting low-wage service workers.
80. “Energized organizing” is resulting in unions targeting immigrants, among other ignored work groups.
MULTIPLE CHOICE
1. The first federal law pertaining to labor relations was:
a.
Norris-LaGuardia Act
b.
Railway Labor Act
c.
Taft-Hartley Act
d.
Wagner Act
2. If a railroad union reaches an impasse during its negotiations, which federal agency is used to mediate?
a.
National Labor Relations Board under the NLRA
b.
National Mediation Board under the Railway Labor Act
c.
Federal Mediation and Conciliation Service under the Taft-Hartley Act
d.
National Labor Disputes Board under the Taft-Hartley Act
3. Which federal agency is charged under the Railway Labor Act to hold secret ballot union certification
elections?
a.
National Labor Relations Board
b.
National Mediation Board
c.
Federal Mediation and Conciliation Service
d.
National Labor Disputes Board
4. Which law severely restricts the ability of employers to obtain injunctions in labor relations?
a.
Norris-LaGuardia Act
b.
Conflict-Reduction Act
c.
Landrum-Griffin Act
d.
Cooperative Labor-Management Act
5. Which act is also known as the Anti-Injunction Act?
a.
Norris-LaGuardia Act
b.
Conflict-Reduction Act
c.
Landrum-Griffin Act
d.
Cooperative Labor-Management Act
6. In order for injunctions to be issued in labor disputes:
a.
a strike must continue for at least seven days
b.
the union must show that lack of an injunction will cause greater harm to the employer
than to the union
c.
employers must show that lack of an injunction will cause greater harm to the employer
than to the union
d.
employers must show that lack of an injunction will cause greater harm to the union than
to the employer
7. Illegal acts by either employers or unions are called:
a.
discrimination complaints.
b.
violation and resolve charges.
c.
unfair labor practices.
d.
representation charges.
8. Which act covering most private-sector employers guarantees employees the right to organize and lists
five unfair labor practices of employers?
a.
Wagner Act
b.
Railway Labor Act
c.
Sherman Act
d.
Landrum-Griffin Act
9. Which act created the National Labor Relations Board?
a.
Wagner Act
b.
Railway Labor Act
c.
Taft-Hartley Act
d.
Landrum-Griffin Act
10. ____ of the National Labor Relations Act lists the unfair labor practices of employers.
a.
Section 4
b.
Section 7
c.
Section 8
d.
Section 9
11. Which act was passed to balance the rights and duties of labor and management in collective
bargaining?
a.
Wagner Act
b.
Railway Labor Act
c.
Taft-Hartley Act
d.
Landrum-Griffin Act
12. Which act covering most private-sector employers prohibits certain unfair labor practices, such as a
union’s refusal to bargain in good faith and a union’s persuading an employer to discriminate against an
employee?
a.
Sherman Act
b.
Railway Labor Act
c.
Taft-Hartley Act
d.
Landrum-Griffin Act
13. Parties to a negotiating deadlock in the private sector would use which government agency for
assistance?
a.
the Governmental Agency for Collective Bargaining
b.
the Federal Mediation and Conciliation Service
c.
the Federal Labor Relations Impasse Service
d.
the National Labor Relations Board
14. Unlike the National Labor Relations Board, the Federal Mediation and Conciliation Service:
a.
has no enforcement powers
b.
was created by the Wagner Act
c.
was created to prevent unfair labor practices
d.
must administer and enforce the Wagner Act
15. Which act contains a “Bill of Rights of Union Members” and requires unions to submit financial
reports to the Secretary of Labor?
a.
Wagner Act
b.
Railway Labor Act
c.
Taft-Hartley Act
d.
Landrum-Griffin Act
16. The Bill of Rights of Union Members guarantees union members all of the following rights except:
a.
nominate candidates for union office
b.
vote in union elections
c.
union representation and arbitration for grievances
d.
participate in union meetings and vote on union business
17. Around _____ of the unfair labor practice cases filed with the NLRB prove that labor rights have been
violated.
a.
4 percent
b.
21 percent
c.
36 percent
d.
51 percent
18. Which of the following is not a major reason employees desire to unionize?
a.
political issues
b.
economical needs
c.
dissatisfaction with management
d.
social and status concerns
19. A provision, where permitted, of a labor agreement that requires employees to join the union as a
condition of employment is called:
a.
a closed shop
b.
a union shop
c.
an agency shop
d.
union checkoff
20. The strongest reason to join a union appears to be:
a.
favoritism shown by supervisors in promotions, shift assignments, and transfers.
b.
the need to fraternize with similar employees and assert personal leadership skills.
c.
dissatisfaction with wages, benefits, and working conditions.
d.
personal preference for a union and social pressure to join.
21. Which of the following are considered the “bread and butter” issues of collective bargaining?
a.
rules and regulations that govern working conditions
b.
wages and benefits
c.
status and social needs of employees
d.
safety and health standards
22. On average, the NLRB wins more than _____ of the cases that it takes to court.
a.
30 percent
b.
50 percent
c.
75 percent
d.
90 percent
23. Most organizing campaigns are begun by:
a.
union organizers.
b.
employees.
c.
rival unions.
d.
the AFL-CIO Department of Organizing.
24. Terry Moser, an organizer for the Teamsters, gives five progressive steps that can lead to unionization.
At which step do labor organizers seek specific information about the employer’s finances, supervisory
styles, and management practices?
a.
employee/union contact
b.
initial organizational meeting
c.
formation of in-house organizing committee
d.
election petition and voting preparation
25. _____ of the National Labor Relations Act grants employees the legal right to organize and bargain
with the employer collectively.
a.
Section 4
b.
Section 7
c.
Section 8
d.
Section 9
26. Employees indicate their willingness to be represented by a union by signing a/an:
a.
stipulation card.
b.
agreement card.
c.
authorization card.
d.
selection card.
27. Louis, a union organizer, needs what minimum percentage of signed authorization cards before the
National Labor Relations Board will hold a representation election?
a.
50 percent of all eligible employees
b.
25 percent of all eligible employees
c.
30 percent of all eligible employees
d.
75 percent of all eligible employees
28. Louis, a union organizer, seeks to organize a firm with 120 truck drivers. What minimum number of
signed authorization cards will Louis need before the National Labor Relations Board will hold a
representation election?
a.
60
b.
30
c.
36
d.
61
29. In about one out of ____ union campaigns, unions are unable to secure a first contract after winning a
representation election.
a.
two
b.
three
c.
four
d.
five
30. If a newly certified union is unable to obtain a labor agreement within a year of winning its
certification election, under the Taft-Hartley Act:
a.
the union is decertified
b.
the union representatives must be replaced with newly elected officials
c.
employees must accept arbitration for every grievance until an agreement is reached
d.
employees are allowed to vote the union out through a decertification election
31. According to federal labor laws, which of the following employer acts is absolutely prohibited?
a.
expressing views about the disadvantages of unions
b.
stressing the favorable employee-employer relationship in the past without a union
c.
presenting unfavorable publicity the organizing union has received concerning corruption
d.
threatening employees with the loss of their jobs if they vote to unionize
32. According to federal labor law, employers can:
a.
attend union meetings
b.
publicly emphasize unfavorable aspects of unionism
c.
change working conditions of employees who work for the union
d.
review union authorization cards
33. A bargaining unit consists of:
a.
employees being recruited by the union.
b.
employees to be covered by the agreement.
c.
hourly employees.
d.
employees below the management level.