Labor Law
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Course Introduction
Labor Law is a comprehensive study of the legal framework governing the relationship between employers, employees, and labor organizations. This course explores the rights and responsibilities of both workers and management under national labor statutes, including topics such as collective bargaining, workplace discrimination, employment contracts, wage and hour laws, and occupational health and safety. Students will examine landmark cases, relevant legislation, and regulatory bodies that shape contemporary labor standards, as well as the impact of globalization and technological advancements on labor relations. The course aims to provide a thorough understanding of how labor laws protect workers, resolve disputes, and facilitate productive workplace environments.
Recommended Textbook
Labor Relations Striking a Balance 4th Edition by
John W. Budd
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Page 2
Chapter 1: Contemporary Labor Relations: Objectives, Practices, and Challenges
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Q1) When an employer allows supervisors to arbitrarily discipline employees without cause,it is most directly violating which objective of the employment relationship?
A)Efficiency.
B)Equity.
C)Voice.
D)None of the above are violated.
Answer: B
Q2) The legal doctrine stating that employers have the right to fire employees for "good cause,for no cause,or even for cause morally wrong" is known as the __________________ doctrine.
Answer: Employment at will
Q3) Employee empowerment is another term used to describe ___________________,an objective of the employment relationship in which workers are given some say in the conditions of their employment.
Answer: Voice
Q4) _____________________ is a measure of the percentage of workers who are union members.
Answer: Union density
Page 3
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Chapter 2: Labor Unions: Good or Bad
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Q1) Research suggests that unionized firms are generally less profitable than nonunionized firms,unions reduce employment growth,and unionized workers are generally less satisfied than nonunion workers.Together,these facts provide strong evidence that unions are bad for workers.
A)True
B)False
Answer: False
Q2) The leading U.S.example of worker self-governance was the _____________ union model of the early 20<sup>th</sup> century unions.
Answer: craft
Q3) Which of the four schools of thought believes that workers and employers have multiple,competing interests that center primarily around the division of profits between them?
A)Mainstream economics
B)Human resource management
C)Industrial relations
D)Critical industrial relations
Answer: C
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Chapter 3: Historical Development
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Q1) The _____________________________ occurred when railroad workers across the country went out on strike to protest wage cuts,large crowds took over depots and roundhouses,and rioting caused significant damage to railroad property.
Answer: The Great Uprising of 1877
Q2) A central goal of the American Federation of Labor was to ensure that workplaces were:
A)Closed to anyone who did not belong to the union.
B)Open to all workers.
C)Open to all men (but excluding women and minorities).
D)Closed to skilled craftsmen.
Answer: A
Q3) The Knights of Labor is typically thought of as a(n)_____________________ model of unionism.
Answer: uplift
Q4) The Great Uprising of 1877 was successful in improving labor relations between workers and winning wage increases and reductions in hours of work.
A)True
B)False
Answer: False
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Chapter 4: Labor Law
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Q1) When it comes to strikes,most state collective bargaining laws:
A)Allow state and local employees to strike in certain situations.
B)Allow state and local employees to strike at any time.
C)Prohibit the use of strikes regardless of the purpose.
D)Prohibit the use of strikes for getting higher wages or better working conditions but allow them any other time.
Q2) The right-to-work provision in Taft-Hartley allows states to pass laws that prohibit unions and management from negotiating union or agency shop agreements.
A)True
B)False
Q3) In response to illegal or unethical behaviors of local union officials,the Landrum-Griffin Act of 1959 allows:
A)Employers to step in on behalf of their workers and take over the union.
B)National unions to take over and replace elected local officials with an appointed trustee.
C)The NLRB to run an immediate election of new union officials.
D)Union members to immediately decertify the union.
Q4) Explain the key provisions of the Wagner Act of 1935.
Q5) _____________________________ was passed to outlaw monopolies.
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Chapter 5: Labor and Management: Strategies, Structures, and Constraints
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Q1) A national labor federation is:
A)An association of labor unions that provides support and leadership to the labor movement.
B)A labor union that represents workers from across the nation.
C)A social union that focuses exclusively on legislative and social change.
D)A professional association for labor leaders from various unions across the country.
Q2) Union density rates are highest for:
A)Teachers.
B)Blue-collar manual laborers.
C)Sales and managerial workers
D)Service workers (e.g. ,restaurant,daycare workers)
Q3) Social movement unionism is one that encourages and embraces union member activism in working toward broader social goals.
A)True
B)False
Q4) Craft unionism is well-suited to a stable,industry-oriented workforce.
A)True
B)False
Q5) Describe how financial markets influence the labor relations environment.
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Chapter 6: Union Organizing
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Q1) Most U.S.unions are formed through:
A)Secret ballot elections.
B)Voluntary agreements by management to recognize the union.
C)Strikes.
D)Court orders.
Q2) Once a group of employees elects a union,another representation election cannot be held for another _______________________________ months.
Q3) A person's broad image of unions as either "good" or "bad" institutions in society is called:
A)Union instrumentality.
B)General beliefs about unions.
C)Workplace social identity.
D)Utility maximization.
Q4) A union organizing tactic in which paid union organizers attempt to get hired by a company is known as:
A)Featherbedding.
B)Salting.
C)Gissel bargaining order.
D)Hiring fraud.
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Chapter 7: Bargaining
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Q1) In negotiating a contract,the terms and conditions that are considered minimally acceptable to either side are determined by the:
A)Contract zone.
B)BATNA.
C)Strike zone.
D)Target settlement.
Q2) Explain why pattern bargaining is useful to unions.
Q3) When it comes to strikes,most public sector workers are:
A)Able to strike legally,without loss of benefits.
B)Able to strike but must take economic losses.
C)Prohibited from striking.
D)Allowed to strike only over certain issues like management abuse.
Q4) One of the challenges in adopting a distributive bargaining strategy is that there are strong social norms in place for the parties to act in an integrative way.
A)True
B)False
Q5) Explain how the process of labor negotiations is similar to a theatrical play.
Q6) How does a party's BATNA influence their incentive to bargain?
Q7) Describe the four major types of bad faith bargaining.
Page 9
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Chapter 8: Impasse, Strikes, and Dispute Resolution
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Q1) Striking to support other workers who are on strike,is referred to as a(n)_______________________________ strike.
Q2) When the National Mediation Board offers arbitration to negotiators covered by the Railway Labor Act,they are obligated to accept.
A)True
B)False
Q3) A(n)_______________________________ strike occurs when employees refuse to work to protest employer violations of the NLRA.
Q4) When employees strike to force an employer to accept a union as their bargaining agent,it is called a ____________________ strike.
A)economic
B)unfair labor practice
C)wildcat
D)recognition
Q5) A union representing hotel workers goes out on strike to force the hotel to allow it to staff the restaurant rather than the current outsourced workers.This strike would be considered a _______________________________ strike.
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Chapter 9: Contract Clauses and Their Administration
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Q1) A traditional union objective is to replace arbitrary or discriminatory treatment of workers with _______________________________,an objective standard to prevent favoritism,manipulation,and abuse.
Q2) Nearly every public and private sector union contract in the U.S.has a grievance procedure to resolve disputes in contract interpretation and administration.
A)True
B)False
Q3) Grievance procedures and arbitration are both criticized for being excessively legal,formal,and reactive,rather than proactive in trying to find ways to decrease the likelihood of future disputes.
A)True
B)False
Q4) The typical collective bargaining agreement covers a(n)_________________ period.
A)1 year
B)5 year
C)3 year
D)Open-ended.
Q5) What are the union's obligations under a typical union contract?
Q6) Most union contracts have a duration of ______________ years.
Page 11
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Chapter 10: Flexibility, Empowerment, and Partnership
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Q1) Under the NLRA,nonunion employee representation plans where there is give and take between management and workers are likely to be legal while those where management is clearly in control are likely to be considered illegal.
A)True
B)False
Q2) _______________________________ provide a forum for workers to make suggestions about how to improve productivity and quality through regular group meetings with supervisors.
Q3) Employee involvement plans in which employees speak for themselves as individuals,not as representatives of their co-workers,do not violate U.S.labor law.
A)True
B)False
Q4) For labor-management partnerships to be effective,they must be perceived by employees as a way for their interests to be represented and deliver tangible benefits such as better working conditions.
A)True
B)False
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Chapter 11: Globalization
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Q1) Social dumping occurs when a foreign competitor is able to unfairly sell goods or services at a lower price than domestic producers because they are able to be more efficient.
A)True
B)False
Q2) The _______________________________ is a trade agreement between Mexico,the U.S. ,and Canada that removes tariffs and other barriers to trade.
Q3) The ILO is a specialized agency of the U.S.Department of Labor focused on social justice and human rights.
A)True
B)False
Q4) A ______________________________________ European Works council includes active consultation and joint projects with management.
Q5) The cross-border flow of investment securities by investing in foreign stocks and bonds is known as _______________________________.
Q6) For signatory countries to the WTO,quotas limiting imports are illegal.
A)True
B)False
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Chapter 12: Comparative Labor Relations
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Q1) The Irish social partnership is characterized by all of the following except:
A)Peak level agreements
B)Reliance on interest groups that use lobbying power to pressure lawmakers
C)Labor,business,and government negotiations
D)National agreements on social and economic issues
Q2) The main feature of labor relations in Australia is a centralized system of:
A)Collective bargaining that addresses workplace issue
B)Arbitration awards that specify pay and working conditions for an occupation
C)National level bargaining to set industry standards for working conditions
D)Labor law reform
Q3) Malaysian law might appear to allow collective bargaining,but the reality of the situation is that government control can be used to keep unions weak,similar to the situation in:
A)Mexico
B)Japan
C)Australia
D)Sweden
Q4) (p.447 Enterprise -level consultation and bargaining are complemented by an annual wage negotiation process called _______________________________.
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Chapter 13: What Should Labor Relations Do?
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Q1) Which of the following roles of HR describes actions in which the HR manager must constantly work to balance internal and external pressures?
A)Change partner
B)Builder
C)Coordinator
D)Navigator
Q2) One proposed reform to the NLRA would allow for employee committees focused on monitoring employers' compliance with employment laws.
A)True
B)False
Q3) Union pension funds are prohibited from using their standing as stockholders to influence corporate strategies and governance.
A)True
B)False
Q4) Substantive changes to the NLRA would include expanding NLRA coverage,removing restrictions on secondary boycotts,and widening the scope of bargaining items.
A)True
B)False
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