Employment Relations
Midterm Exam
Course Introduction
Employment Relations explores the dynamic relationship between employers, employees, and the institutions that shape the workplace environment. The course examines key concepts such as labor relations, collective bargaining, employment law, negotiation, conflict resolution, and the role of trade unions. Students analyze historical and contemporary issues affecting employment relationships, including globalization, technology, diversity, and changing forms of work. Through case studies and theoretical frameworks, the course provides insights into how employment relations impact organizational performance, worker rights, and broader social and economic outcomes.
Recommended Textbook
The Labor Relations Process 10th Edition by WH Holley
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14 Chapters
566 Verified Questions
566 Flashcards
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Page 2
Chapter 1: Union-Management Relationships in Perspective
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41 Verified Questions
41 Flashcards
Source URL: https://quizplus.com/quiz/15765
Sample Questions
Q1) The negotiation of compensation for and number of intervals for bus drivers reflects which technological component?
A) Tasks to be performed.
B) Equipment used.
C) The pace of work.
D) none of these
E) all of these
Answer: C
Q2) Public opinion of institutions in general is low in the United States.
A)True
B)False
Answer: True
Q3) An analysis of 40 years of The New York Times columns concerning labor unions found that the frequency of strikes has:
A) reached a record high.
B) been exaggerated.
C) remained relatively constant from one year to the next.
D) can't be determined since the required statistics were not kept until 1985.
E) widely fluctuated from one year to the next.
Answer: B
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Chapter 2: Evolution of Labor Management Relationships
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43 Verified Questions
43 Flashcards
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Sample Questions
Q1) The AFL represented:
A) one big union that eliminated the identify of unio0ns joining the AFL.
B) a Knights of Labor committee that handled the strategic planning duties.
C) a group that supported the basic philosophy of the IWW.
D) a federation or service organization that unions could join and still retain their separate identities and collective bargaining concerns.
E) a Knights of Labor committee that handled the strategic planning duties and a group that supported the basic philosophy of the IWW.
Answer: D
Q2) Employee Representation Plans (ERPs)were:
A) employer-originated alternative to unions.
B) affiliated with the Knights of Labor.
C) the earliest forms of employee health insurance.
D) affiliated with the American Federation of Labor.
E) fronts for radical labor ideologies.
Answer: A
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Chapter 3: Legal Influences
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) In what year did the Supreme Court declare the Wagner Act constitutional?
A) 1947
B) 1886
C) 1941
D) 1937
E) 1918
Answer: D
Q2) Which of the following powers does the NLRB possess?
A) power to effectively reinstate unfairly discharged employees
B) power to impose severe penalties
C) power to award punitive damages
D) constitutional penal powers
E) all of these
Answer: A
Q3) For employee activity to be protected under the LMRA,the concerted activity must be for a protected purpose described in Section 7 of the Act and engaged in using lawful means.
A)True
B)False
Answer: True
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Chapter 4: Unions and Management: Key Participants in the Labor Relations Process
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41 Verified Questions
41 Flashcards
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Sample Questions
Q1) In larger companies,at the operations or plant level,the plant manager and plant labor relations manager play the key roles in certain labor relations activities,such as contract administration,grievance handling,and monitoring labor relations activities.
A)True
B)False
Q2) Double-breasting is a practice employed by a company with a "union-avoidance" strategy.
A)True
B)False
Q3) Low attendance at union meetings should not be taken as the real measure of union participation because:
A) low attendance may just indicate members are not concerned with any of the Immediate issues facing the union.
B) much membership participation takes place at an informal level.
C) stewards regularly attend meetings and they maintain the link to the members They represent.
D) all of these
E) none of these
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Chapter 5: Why and How Unions Organized
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) 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
Q2) 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
Q3) 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) all of these
Q4) In the last decade,decertification elections have nearly doubled.
A)True
B)False
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Chapter 6: Negotiating the Labor Agreement
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) This hard-line approach developed by a labor relations manager at GE meant to circumvent the union was found to be an unfair labor practice:
A) Boulwarism
B) Gomperism
C) interdependent bargaining.
D) intensity bargaining.
E) mutual-gain bargaining.
Q2) Approaching the bargaining process as a mutual problem-solving exercise is a characteristic of distributive bargaining.
A)True
B)False
Q3) Under the bargaining power model,when is the union's bargaining power increased?
A) it costs more for management to disagree than agree with the union
B) it costs more for management to agree than to disagree with the union
C) it costs more for the union to agree than disagree with management
D) it costs less for the union to agree than disagree with management
E) it costs less for management to disagree than to agree with the union
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8
Chapter 7: Economic Issues
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) The relative influence of job evaluation can be seen in the ___________,which represents the internal distribution of the proposed or negotiated wages.
A) skill-based pay
B) skill pay differential
C) wage spread
D) management's ability to pay
E) skill-based pay and wage spread
Q2) Lump sum pay adjustments appeared in ____ percent of labor contracts in 2010.
A) 15%
B) 10%
C) 21%
D) 30%
E) more than 40%
Q3) The majority of union contracts include a pension plan that can best be described as a defined contribution plan.
A)True
B)False
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Chapter 8: Administrative Issues
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Which of the following individuals are protected under the Americans with Disabilities Act?
A) A person who is currently participating in a rehabilitation program and is no longer illegally using drugs.
B) A person who has successfully completed a drug rehabilitation program or who otherwise been rehabilitated and is no longer illegally using drugs.
C) A person who is erroneously regarded as illegally using drugs.
D) All of these
E) A person who is participating in or has successfully completed a drug rehabilitation program or who otherwise been rehabilitated and is no longer illegally using drugs.
Q2) Which one of the following decisions would not involve the use of job rights seniority?
A) job transfer
B) sick leave
C) promotion
D) layoff or recall
E) all of these would involve the use of job rights seniority
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Chapter 9: Resolving Negotiation Impasses and Contract
Ratification
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41 Verified Questions
41 Flashcards
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Sample Questions
Q1) _________ reduces the arbitrator's authority to "split the difference."
A) Grievance arbitration
B) Fact finding
C) Interest (contract arbitration)
D) Med-Arb
E) Final-offer total package arbitration
Q2) Mediation is distinguished from arbitration by:
A) mediators appointed by government agencies.
B) use of third-party neutrals.
C) no final and binding decision.
D) meetings where the parties present their issues to the neutral.
E) all of these
Q3) Fact-finding differs from arbitration in that:
A) it has a better record of producing a settlement.
B) it relies heavily on public display of fact-finders' reports.
C) it was not allowed under the Taft-Hartley Act between 1947 and 1959.
D) interest arbitration was used frequently during World War II.
E) all of these are differences between fact-finding and arbitration
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Chapter 10: Contract Administration
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) A(n)_________-relationship can occur when the union steward believes that grievances are "red flags" or indicators of poor supervision.
A) "power"
B) "empathetic"
C) "codified"
D) "dependent"
E) none of these
Q2) Unions are required to take each member's grievance to arbitration to satisfy its duty of fair representation.
A)True
B)False
Q3) Binding decision by a third-party neutral.Which step of a typical grievance procedure is this an example of?
A) first step
B) second step
C) mediation
D) third step
E) fourth step
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Chapter 11: Labor and Employment Arbitration
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) The arbitrator's professional responsibility provisions generated by the National Academy of Arbitrators,the Federal Mediation and Conciliation Service,and the American Arbitration Association:
A) prohibit the arbitrator from visiting the workplace site of the grievance.
B) allow an arbitrator to make an award public without the knowledge of the parties.
C) discourage the arbitrator from considering a post-hearing brief that has not been given to the other party.
D) all of these
E) none of these
Q2) In 1955,the NLRB's deferral to arbitration policy was formulated in the __________ case.
A) Collyer
B) Olin Corporation
C) Spielberg Manufacturing Company
D) United Agricultural Workers International
E) none of these
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13
Chapter 12: Employee Discipline
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Arbitrators regard discharge as a last resort to be used only when all other corrective attempts have failed.
A)True
B)False
Q2) In 41 states,an employee may not legally be discharged if oral or written representations have been made to employees about job security. This is known as the _______________ to the employment-at-will doctrine.
A) public policy exception
B) covenant-of-good faith and fair dealing exception
C) implied contract exception
D) job security exception
E) None of these
Q3) Restrictions cannot be placed on supervisors to protect employee rights without adversely affecting supervisors' beliefs in the effectiveness of the disciplinary system.
A)True
B)False
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Chapter 13: Labor Relations in the Public Sector
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) A majority of teachers,firefighters,and police are represented by public-sector unions.
A)True
B)False
Q2) The Federal Labor Relations Authority (FLRA)was established by:
A) Executive Order 11838.
B) the Civil Service Reform Act of 1978.
C) the Department of Health, Education, and Welfare.
D) a joint venture between Congress and union leaders.
E) Congressional Order 56552.
Q3) Like in the private sector,the market economic system controls the price,quality,and availability of most services in the public sector.
A)True
B)False
Q4) Favorable public-sector labor laws appear to be a significant factor encouraging growth in public-sector labor relations.
A)True
B)False
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Page 15
Chapter 14: Labor Relations in Multinational Corporations
and in Other Countries
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Compensation costs tend to be the highest in Western European countries. Which of the following groups of countries have relatively low compensation costs?
A) Japan & Australia.
B) Switzerland & Sweden.
C) United States & Canada.
D) Korea & Taiwan.
E) France & Denmark.
Q2) Countries in Central and South America generally characterized as having comparatively advanced collective bargaining arrangements are:
A) Mexico and Argentina.
B) Chile and Brazil.
C) Ecuador and Nicaragua.
D) Costa Rica and Ecuador.
E) Brazil and Nicaragua.
Q3) Collective bargaining in South America is far more common and unions are more sophisticated than in the United States.
A)True
B)False
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