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91. What is the minimum percentage of signed authorization cards needed by Louis, a union organizer, before the
National Labor Relations Board holds 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
ANSWER:
c
92. 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
ANSWER:
c
93. 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
ANSWER:
c
94. Under the Taft-Hartley Act, if a newly certified union is unable to obtain a labor agreement within a year of winning
its certification election, then
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.
ANSWER:
d
95. Which of the following employer actions is absolutely prohibited under federal labor law?
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
ANSWER:
d
96. Under 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.
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d.
review union authorization cards.
ANSWER:
b
97. 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.
ANSWER:
b
98. The National Labor Relations Board (NLRB) will not set up bargaining units based on
a.
wages.
b.
training.
c.
job duties.
d.
age of employees.
ANSWER:
d
99. If the employer and the union cannot agree on the basis on which employees should be in the bargaining unit, then
a.
the affected employees vote to determine the unit.
b.
the unit is determined by the parties using job classifications as the standard.
c.
the National Labor Relations Board (NLRB) will determine the “appropriate unit.”
d.
the union is given additional time to organize other employees.
ANSWER:
c
100. An employer has 150 employees in the bargaining unit. After certification, a representation election was held and
125 employees actually voted. To be granted exclusive representation over all bargaining unit members, the union must
receive at least __________ votes.
a.
38
b.
45
c.
63
d.
75
ANSWER:
c
101. An employer has 80 employees in the bargaining unit. After certification, a representation election was held and only
40 employees actually voted. At least __________ employees must vote “no” for the union to lose the election.
a.
18
b.
19
c.
20
d.
21
ANSWER:
d
102. After certification, the United Mine Workers (UMW) was seeking representation through an election at the McCoy
Coal Co. 200 employees were eligible to vote, but the vote was only 50 for and 25 against the UMW. According to the
process, the National Labor Relations Board (NLRB) should now
a.
order another election as neither side received the majority votes.
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b.
certify the union as the representative for the 50 employees voting for the UMW.
c.
leave it up to the parties to negotiate whether or not the UMW should represent the employees.
d.
grant the UMW exclusive representation as it was approved by a majority of the voters.
ANSWER:
d
103. Once a union becomes certified, the employer is required to
a.
sign a labor agreement.
b.
deduct union dues from the employees’ paychecks.
c.
begin negotiations leading toward a labor agreement.
d.
notify employees of the bargaining relationship.
ANSWER:
c
104. The legal right and responsibility to represent all bargaining unit members equally whether they join the union or not
is referred to as
a.
union check-off.
b.
exclusive representation.
c.
union certification.
d.
elective representation.
ANSWER:
b
105. Management generally claims exclusive rights to decisions on issues relating to subcontracting, work standards, and
job content. Management’s claim is properly called
a.
guaranteed rights.
b.
contracted provisions.
c.
provisional security.
d.
management prerogatives.
ANSWER:
d
106. Supervisor Hadley has suspended an employee covered by a typical labor agreement. In a grievance hearing, Hadley
will be called upon to demonstrate __________ supporting the suspension.
a.
just cause
b.
reasonable review
c.
complete fairness
d.
explainable opinions
ANSWER:
a
107. Unions such as the International Association of Machinists, the United Brotherhood of Carpenters, and the United
Association of Plumbers and Pipefitters are classified as __________ unions.
a.
apprentice
b.
mixed
c.
industrial
d.
craft
ANSWER:
d
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108. The United Auto Workers, United Steelworkers, and Office and Professional Employees International Union are all
classified as __________ unions.
a.
skilled
b.
mixed
c.
industrial
d.
craft
ANSWER:
c
109. Which of the following is a craft union?
a.
United Auto Workers
b.
United Steelworkers
c.
Office and Professional Employees International Union
d.
United Brotherhood of Carpenters
ANSWER:
d
110. Which of the following is an employee association?
a.
National Education Association
b.
United Steelworkers
c.
Office and Professional Employees International Union
d.
United Brotherhood of Carpenters
ANSWER:
a
111. In 2016, the National Labor Relations Board (NLRB) held 1,496 conclusive representation elections, of which
__________ resulted in union wins.
a.
59%
b.
68%
c.
74%
d.
85%
ANSWER:
b
112. __________ are labor organizations that represent various groups of professional and white-collar employees in
labor management relations.
a.
Craft unions
b.
Industrial unions
c.
Employee associations
d.
Management clubs
ANSWER:
c
113. According to Moser, the first step in the union organizing process is
a.
the initial organizational meeting.
b.
the formation of an in-house organizing committee.
c.
employee/union contact.
d.
the election petition and voting preparation.
ANSWER:
c
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114. The employees at Wegners Market are in the process of a union organizing campaign. At this point, the NLRB has
certified the union as the legal bargaining representative of the employees. Where are they in Moser’s progression of steps
leading to unionization?
a.
Initial organizational meeting
b.
Contract negotiations
c.
Election petition and voting preparation
d.
Formation of in-house organizing committee
ANSWER:
b
115. __________ represent the interests of union members in their relations with their immediate supervisor and other
members of management.
a.
Union leaders
b.
Business representatives
c.
Union stewards
d.
Mediators
ANSWER:
c
116. As an organizing tactic, a union that makes use of political or community groups to boycott the product of a targeted
company is using what technique?
a.
Organizer training
b.
Corporate campaign
c.
Neutrality agreement
d.
Political involvement
ANSWER:
a
117. As an organizing tactic, a union was able to secure a binding commitment from Wegners Market that the firm would
not express any opinions for or against the union during the campaign. The union used what technique?
a.
Organizer training
b.
Corporate campaign
c.
Political involvement
d.
Neutrality agreement
ANSWER:
d
118. Strikes, boycotts, lockouts, and plant closures are techniques used by labor or management as economic pressure in
a.
the collective bargaining process.
b.
compulsory binding arbitration.
c.
negotiation preparation.
d.
public sector bargaining.
ANSWER:
a
119. Developing likely union proposals, a list of management demands, and a contingency plan for operating in the event
of a strike are part of
a.
a union’s bargaining strategy.
b.
an employer’s bargaining strategy.
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c.
compulsory binding arbitration.
d.
good faith bargaining.
ANSWER:
b
120. Which act requires an employer to negotiate in good faith with the union’s representatives over conditions of
employment?
a.
Wagner Act
b.
NLRB Act
c.
Taft-Hartley Act
d.
Occupational Health and Safety Act
ANSWER:
c
121. In a neutrality agreement
a.
both the employer and the employee agree to binding arbitration.
b.
the employer agrees not to campaign against or disparage the union.
c.
labor and management submit to organizer training.
d.
labor agrees to bring all grievances to a mediator.
ANSWER:
b
122. Good faith bargaining requires that
a.
each side’s negotiators meet at any time and place to discuss issues.
b.
each side’s negotiators meet at any time and a reasonable place to discuss issues.
c.
each side’s negotiators meet at a reasonable time and reasonable place to discuss issues.
d.
an agreement be reached within a reasonable amount of time.
ANSWER:
c
123. Interest-based bargaining is based upon
a.
the area within which union and management are willing to concede.
b.
the identification and resolution of mutual interests.
c.
a give-and-take philosophy.
d.
suspicion and compromise.
ANSWER:
b
124. The creation of a relationship for the future based on trust, understanding, and mutual respect is the basis of
a.
the Federal Mediation and Conciliation Service.
b.
traditional bargaining.
c.
interest-based bargaining.
d.
good faith bargaining.
ANSWER:
c
125. The union representing the workers at Wegners Market wants to strengthen its position by exercising its bargaining
power. One way it could do this is by
a.
legal injunction.
b.
lockout.
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c.
striking.
d.
union merger.
ANSWER:
c
126. Pickets may prevent trucks and railcars from entering a struck business because
a.
the union has a legal right to obstruct the business of the employer they are striking against.
b.
picketing during a strike carries a legal obligation on the part of the employer to cease operations, including
delivery of goods and materials.
c.
operators of trucks and railcars must get permission from the picketing union to enter the premises.
d.
unions often refuse to cross another union’s picket line.
ANSWER:
d
127. The workers union at Wegners Market took out a number of radio and newspaper ads to discourage consumers from
shopping at Wegners. This is
a.
an unfair labor practice.
b.
a bargaining zone.
c.
a boycott.
d.
picketing.
ANSWER:
c
128. The employees at Wegners Market are threatening to strike. To counter this threat, the weapon Wegners would most
likely wield is
a.
the legal right to hire replacement workers.
b.
the legal injunction.
c.
the lockout.
d.
a work slowdown.
ANSWER:
a
129. Luis is a third-party neutral who resolves labor disputes. When he issues a final decision, both sides must accept it.
Luis is
a.
a mediator.
b.
an arbitrator.
c.
a union steward.
d.
a conciliator.
ANSWER:
b
130. Management rights within a labor agreement refer to
a.
the legal injunction.
b.
the authority to set pay rates and hours of work.
c.
the authority to discharge union employees under “employment-at-will.”
d.
the conditions of employment over which management is able to exercise exclusive control.
ANSWER:
d
131. Union organizers making use of social media as an organizing tool are using which aggressive organizing tactic?
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a.
Corporate campaigns
b.
Information technology
c.
Organizer training
d.
Political involvement
ANSWER:
b
132. The AFL-CIO’s Organizing Institute is an example of what aggressive organizing tactic?
a.
Political involvement
b.
Corporate campaigns
c.
Organizer training
d.
Information technology
ANSWER:
c
133. The union representing the workers at Wegners Market wants to strengthen its position by exercising its bargaining
power. One way it could do this is by
a.
plant closures.
b.
lockout.
c.
boycott.
d.
replacement workers.
ANSWER:
c
134. Labor and management at Wegners Market are in a dispute. One way that management could exercise its bargaining
power is by
a.
boycotts.
b.
strikes.
c.
pickets.
d.
lockouts.
ANSWER:
d
135. Unions have a legal obligation to provide assistance to members who are pursuing grievances under
a.
the Wagner Act.
b.
the Taft-Hartley Act.
c.
the fair representation doctrine.
d.
the right-to-work statute.
ANSWER:
c
136. In a dispute, it is the arbitrator’s responsibility to
a.
ensure each side receives a fair hearing.
b.
decide the case without passing judgment.
c.
interpret the intent of the labor agreement.
d.
get the parties to work together to solve their differences.
ANSWER:
a
137. The factors that arbitrators use when deciding cases are the wording of the labor agreement, the submission
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agreement, the testimony and evidence offered, and
a.
arbitration of witnesses.
b.
the concept of reasonable doubt.
c.
arbitration criteria or standards.
d.
the ability to set precedent.
ANSWER:
c
138. Which of the following is NOT a contemporary challenge to labor organizations?
a.
The increased threat of foreign competition
b.
The presence of an increase in employee diversity
c.
Technological advantages
d.
A decrease in union membership
ANSWER:
b
139. Trixie is a letter carrier for the U.S. Postal Service. She is in a union. Her union is
a.
a craft union.
b.
an employee association.
c.
a white-collar union.
d.
an industrial union.
ANSWER:
d
140. “Energized organizing” to stem the overall decline in union membership involves
a.
capitalizing on technological advances.
b.
targeting ignored worker groups, such as low-wage tier service workers and immigrants.
c.
participative management and empowerment.
d.
consolidation of national unions under the AFL-CIO.
ANSWER:
b
141. Ned is in an industrial union. Which of the following unions might he be in?
a.
The United Auto Workers
b.
The International Association of Machinists
c.
The United Brotherhood of Carpenters
d.
The Air Line Pilots Association
ANSWER:
a
142. Currently, union membership is approximately __________ of American workers.
a.
5 percent
b.
10 percent
c.
15 percent
d.
20 percent
ANSWER:
b
143. Statistics show that between 2001 and 2013, the U.S. lost __________ jobs to China.
a.
1.2 million
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b.
2.2 million
c.
3.2 million
d.
4.2 million
ANSWER:
c
144. Fred is in an employee association. Which of the following might he belong to?
a.
United Auto Workers
b.
International Association of Machinists
c.
American Federation of State, County, and Municipal Employees
d.
American Nurses’ Association
ANSWER:
d
145. Neutrality agreements secure a binding commitment from the __________ to remain neutral during the organization
drive.
a.
employees
b.
local government
c.
employer
d.
national or international union
ANSWER:
c
146. Briefly discuss what occurs in an arbitration hearing and the role of the arbitrator.
ANSWER:
Arbitration hearings have the appearance of a court hearing but without many of the formalities of a court
proceeding. The process begins with the swearing-in of witnesses and the introduction of the submission
agreement. The submission agreement is a statement of the problem to be resolved. The parties will then make
opening statements, followed by the presentation of facts and evidence, and the oral presentation of witnesses.
The hearing will conclude with each side making summary statements that are arguments in support of its
position.
In arbitrating a dispute, it is the responsibility of the arbitrator to ensure that each side receives a fair hearing
during which it may present all of the facts it considers pertinent to the case. The primary purpose of the
hearing is to assist the arbitrator in obtaining the facts necessary to resolve a human relations problem rather
than a legal one. The arbitrator, therefore, has a right to question witnesses or to request additional facts from
either party. After conducting the hearing and receiving post-hearing briefs (should the parties choose to
submit them), the arbitrator customarily has 30 days in which to consider the evidence and render an award. In
most labor contracts, the costs of arbitration are shared equally by the parties.
147. Briefly discuss some of the aggressive organizing tactics that unions sometimes employ.
ANSWER:
1. Political involvement. Unions have become more selective in their support of public officials, giving
union funds to candidates who specifically pledge support for prolabor legislation.
2. Neutrality agreements. Neutrality agreements secure a binding commitment from the employer to
remain neutral during the organizing drive.
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