Labor Law
Exam Practice Tests
Course Introduction
Labor Law examines the legal framework governing the relationship between employers, employees, and labor organizations. The course explores key statutes, regulations, and case law shaping employment conditions, collective bargaining rights, workplace safety, anti-discrimination measures, and dispute resolution mechanisms. Students will analyze both individual and collective aspects of labor rights, consider the roles of labor unions, and assess the impact of globalization and technological changes on labor regulations. The course equips students with a solid understanding of labor law principles, practical application, and current challenges in the field.
Recommended Textbook
The Labor Relations Process 9th Edition by William H. Holley
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14 Chapters
564 Verified Questions
564 Flashcards
Source URL: https://quizplus.com/study-set/1049
Page 2
Chapter 1: Union-Management Relationships in Perspective
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41 Verified Questions
41 Flashcards
Source URL: https://quizplus.com/quiz/20799
Sample Questions
Q1) The negotiation of compensation for and number of intervals for bus drivers reflects which technological component?
A) the pace of work
B) equipment used
C) tasks to be performed
D) none of these
E) all of these
Answer: A
Q2) The growth in part-time employment also has a small, but significant, positive impact on union density.
A)True
B)False
Answer: False
Q3) The decline in union membership has been attributed to:
A) structural changes in the labor force
B) improved management practices in organizations
C) political and legal conditions governing the workplace
D) all of these
E) none of these adequately explain the decline in union membership.
Answer: D
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Chapter 2: Evolution of Labor Management Relationships
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) The Knights of Labor (KOL) differed from the Industrial Workers of the World (IWW) in that the KOL:
A) wanted to change the existing wage and profit system.
B) assumed employees and employers had similar interests.
C) spoke out against the effects on the employee of the existing manufacturing system.
D) allowed most employees to join their organization without much regard to occupation.
E) all of these are differences between the KOL and the IWW Answer: B
Q2) Unions dramatically increased their membership during the 1920s because of favorable legislation and apathetic employers.
A)True
B)False Answer: False
Q3) Employers actively opposed unions after World War I by implementing the American Plan.
A)True
B)False Answer: True
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Page 4
Chapter 3: Legal Influences
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41 Verified Questions
41 Flashcards
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Sample Questions
Q1) Because the National Labor Relations Act prohibited interference with labor unions in 1935, companies were allowed to establish company unions to assure the integrity of unions.
A)True
B)False
Answer: False
Q2) Which of the following actions are possible after the NLRB investigates an unfair labor practice charge?
A) charge may be withdrawn
B) charge may be dismissed
C) charge may be settled
D) a formal complaint may be issued
E) all of these
Answer: E
Q3) Two major deficiencies of the Norris LaGuardia Act were: (1) the act did not establish an administrative agency and (2) there were no specific employer unfair labor practices.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Unions and Management: Key Participants in the Labor Relations Process
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41 Verified Questions
41 Flashcards
Source URL: https://quizplus.com/quiz/20802
Sample Questions
Q1) The act which has six titles covering union government and operations is the:
A) National Labor Relations Act.
B) Labor-Management Relations Act.
C) Labor-Management Reporting and Disclosure Act.
D) Labor Law Reform Act.
E) Union Governance Act.
Q2) The reason(s) local meetings is/are poorly attended include:
A) material presented at meetings (reports of treasurer, project leaders, and committee chairs) is not interesting to the typical member.
B) meetings start late and last too long.
C) individuals frustrate the group by tying up meetings with personal grievances.
D) all of these
E) material presented at meetings is not interesting to the typical member and meetings start late and last too long.
Q3) Double-breasting is a practice employed by a company with a "union-avoidance" strategy.
A)True
B)False
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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) If employees choose to decertify their union, there cannot be another representation election for twelve months.
A)True
B)False
Q2) A grouping of jobs or positions in which two or more employees share common employment and conditions is designated by the NLRB as a/an:
A) union shop.
B) craft shop.
C) appropriate bargaining unit.
D) open shop.
E) closed shop
Q3) For a union to win an election, it must receive favorable votes from a simple majority of all employees in the bargaining unit.
A)True
B)False
Q4) Signed authorization cards are accurate predictors of the number of votes for the union in elections.
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) Approaching the bargaining process as a mutual problem-solving exercise is a characteristic of distributive bargaining.
A)True
B)False
Q2) If an employer claims an inability to pay for a union's bargaining proposal, the union is entitled:
A) to file an unfair labor practice against management's refusal to bargaining in good faith.
B) to receive stock options equal to the dollar amount the employer claims it is unable to pay.
C) access to company financial information necessary to validate the employer's inability to pay claim.
D) to the same percentage wage and benefit increase planned for managerial employees.
E) to declare a bad-faith bargaining impasse.
Q3) In some cases a specific, single action by an employer constitutes an unfair labor practice in bargaining.
A)True
B)False
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Page 8
Chapter 7: Economic Issues
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40 Flashcards
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Sample Questions
Q1) If a union wishes to encourage solidarity within its membership at a particular firm, it should negotiate for a two-tier pay plan.
A)True
B)False
Q2) A Scanlon plan, Rucker plan, and Improshare plan are all examples of gain sharing plans.
A)True
B)False
Q3) The labor relations term for a written clause in a labor agreement that adjusts wages periodically in accordance with some predetermined formula tied to the rise in consumer prices is:
A) Wage re-opener.
B) Cost-of-living adjustment.
C) Lump sum pay adjectments.
D) Wage spread.
E) Spillover effect.
Q4) The majority of private sector union contracts contain a two-tier pay plan.
A)True B)False
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Chapter 8: Administrative Issues
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40 Flashcards
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Sample Questions
Q1) Which one of the following statements is not true concerning work restructuring programs?
A) tiers of managers are eliminated as employees take over managerial duties.
B) employees often demonstrate greatly increased outputs of energy and creativity.
C) some union leaders contend that work restructuring programs are intended by management to be "union-busting" techniques.
D) all managers openly support the adoption of work restructuring programs.
E) all of these statements are true concerning work restructuring programs.
Q2) Electronic monitoring of employees is a useful way to:
A) objectively evaluate their performance.
B) increase productivity.
C) plan for future business needs.
D) prevent theft or other unlawful activity on company property.
E) all of these
Q3) Unionized firms provide more hours of formal training to employees than nonunion firms.
A)True
B)False
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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) Conventional interest arbitration has been criticized because arbitrators have been accused of "splitting the difference".
A)True
B)False
Q2) During a strike, who has the most effect upon a striker's behavior and attitudes?
A) spouse
B) manager
C) union leader
D) subordinates
E) co-workers
Q3) The right to strike is one of the rights guaranteed under the Labor Management Relations Act.
A)True
B)False
Q4) Economic issues are the most common reason for work stoppages.
A)True
B)False
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Chapter 10: Contract Administration
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Management should deny an employee's grievance if they believe the employee is merely trying to get something for nothing.
A)True
B)False
Q2) The _________ of a typical grievance procedure usually introduces the industrial relations representative and the union grievance committee person into the grievance procedure for reasons of precedence.
A) second step
B) first step
C) arbitration
D) third step
E) fourth step
Q3) The realization by first line supervisors and union stewards that they both occupy marginal positions can result in:
A) codified relationships.
B) empathetic relationships.
C) alienated relationships.
D) power relationships.
E) codified power relationships.
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Page 12
Chapter 11: Labor and Employment Arbitration
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Arbitrators, unlike judges:
A) are hired by the parties.
B) do not have to review the case in an objective fashion.
C) have to consider the common law of the shop.
D) do not have to worry if the parties cannot live with the agreement.
E) are hired by the parties and have to consider the common law of the shop.
Q2) The post-hearing brief:
A) must be filed by union officials, management officials, and the arbitrator after the Hearing.
B) is legally required by the Supreme Court (Steelworkers' Trilogy).
C) can be useful when the issue and/or related statistical evidence is technical and Complicated.
D) must be filed by union officials, management officials, and the arbitrator after the Hearing and can be useful when the issue and/or related statistical evidence is technical and complicated.
E) none of these
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Chapter 12: Employee Discipline
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Which of the following would NOT lead an arbitrator to consider reducing management's assigned penalty?
A) Management contributed to the disciplinary problem and must assume part of the responsibility.
B) The circumstances of the case were so unusual that it is very unlikely to happen again.
C) The employee was experiencing marital problems and it is likely that once the personal problem is resolved, the infraction will not occur again.
D) None of these would lead an arbitrator to consider reducing the assigned penalty.
E) All of these would lead an arbitrator to consider reducing the assigned penalty.
Q2) Suspensions:
A) must always be given before discharge.
B) typically average three months in length according to one study.
C) are less serious than "oral warnings" because they do not become a permanent part of the employee's work record.
D) are disciplinary lay-offs without pay.
E) typically are the step after discharge.
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14
Chapter 13: Labor Relations in the Public Sector
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40 Flashcards
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Sample Questions
Q1) The public-sector employee group most likely to participate in strikes is:
A) police.
B) garbage collectors.
C) educators.
D) public utility workers.
E) mass transit workers.
Q2) The threat of a strike seems to encourage voluntary settlement efforts at the bargaining table while the availability of interest arbitration may reduce such incentive producing a "chilling effect" on negotiations.
A)True
B)False
Q3) The Federal Service Impasse Panel (FSIP) investigates any negotiation impasse presented to it but is not authorized to take any action to settle the dispute.
A)True
B)False
Q4) Supervisors and managers have been granted the right to engage in collective bargaining in some states.
A)True
B)False
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Chapter 14: Labor Relations in Multinational Corporations
and in Other Countries
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20812
Sample Questions
Q1) As a result of NAFTA, real wages have grown rapidly for Mexican workers.
A)True
B)False
Q2) Organized labor in the United States is generally supportive of MNCs because they believe that MNCs improve wages for workers in the U.S.
A)True
B)False
Q3) Which of the following activities can frequently be found in the labor relations of Germany?
A) Union organization on a localized level only.
B) Low levels of unionization, especially in the engineering industries.
C) Arbitration at the individual plant level on wages.
D) Collective bargaining over wages and conditions of employment (job classification, working time, and working conditions) occurs formally outside the plant.
E) All of these
Q4) There is no such thing as a "right-to-work law" in Canada.
A)True
B)False
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