Labor
Relations Test Bank
Course Introduction
Labor Relations explores the dynamic relationship between employers, employees, and their representatives in the workplace. The course covers key concepts such as collective bargaining, contract negotiation, dispute resolution, and the role of labor unions. Students will examine historical and contemporary issues shaping labor-management interactions, legal frameworks governing labor relations, and strategies for fostering effective communication and cooperation. Through case studies and real-world examples, students gain practical insights into mediation, grievance procedures, and the impact of labor legislation on organizational policies and employee rights.
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) Work rules:
A) reflect the dynamic nature of labor management relationships.
B) must be specific in nature.
C) are sometimes applicable to many occupations.
D) reflect the dynamic nature of labor management relationships and must be specific in nature.
E) reflect the dynamic nature of labor management relationships and are sometimes applicable to many occupations.
Answer: E
Q2) Public opinion of institutions in general is high in the United States.
A)True
B)False
Answer: False
Q3) Negotiation of the labor agreement occurs during the second phase of the labor relations process.
A)True
B)False
Answer: True
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Chapter 2: Evolution of Labor Management Relationships
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20800
Sample Questions
Q1) The Congress of Industrial Organization's tremendous success in organizing employees after its formation in 1935 was not due in part to:
A) active cooperation with the American Federation of Labor.
B) favorable legislation.
C) use of the sit-down strike.
D) strong CIO leadership.
E) none of these contributed to the CIO's organizing success
Answer: A
Q2) While the CIO and KOL shared somewhat the "one big union" concept, the CIO's goals were more similar to the AFL than to the KOL.
A)True
B)False
Answer: True
Q3) The trend toward multi-year labor agreements after World War II put pressure on union leaders to safeguard wage increases against the possibility of increases in the inflation rate.
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
Source URL: https://quizplus.com/quiz/20801
Sample Questions
Q1) Under the Railway Labor Act, the federal agency responsible for resolving differences between the parties when negotiating and agreement is the:
A) Department of Labor.
B) Federal Mediation and Conciliation Service.
C) National Labor Relations Board.
D) National Mediation Board.
E) Department of Mediation.
Answer: D
Q2) Which of the following powers does the NLRB possess?
A) constitutional penal powers
B) power to award punitive damages
C) power to impose severe penalties
D) power to effectively reinstate unfairly discharged employees
E) all of these
Answer: D
Q3) Employment-at-will doctrine means that an employee has a right to a job.
A)True
B)False
Answer: False
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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 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.
Q2) The convention makes use of the delegate system, in which the number of delegates allowed depends on the number of members in the local.
A)True
B)False
Q3) Joint councils involve groupings of conference boards that have common goals, employers, and interests.
A)True
B)False
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Chapter 5: Why and How Unions Organized
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20803
Sample Questions
Q1) Whenever employees believe that the union is not representing the interests of the majority, employees may initiate:
A) decertification process.
B) reelection process.
C) deunionization.
D) "raid" election.
E) all of these.
Q2) Under the NLRA, the group of employees that has a choice on whether to be included in a mixed bargaining unit is:
A) supervisors.
B) plant guards.
C) independent contractors.
D) professionals.
E) confidential employees.
Q3) 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
Source URL: https://quizplus.com/quiz/20804
Sample Questions
Q1) Profit sharing represents a mandatory subject of bargaining.
A)True
B)False
Q2) In some cases a specific, single action by an employer constitutes an unfair labor practice in bargaining.
A)True
B)False
Q3) Bargaining power is more likely to be an important determinant of negotiated outcomes when the parties use a distributive bargaining approach or strategy.
A)True
B)False
Q4) Under the bargaining power model, when is the union's bargaining power increased?
A) it costs more for management to agree than to disagree with the union
B) it costs more for management to disagree than agree 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
Source URL: https://quizplus.com/quiz/20805
Sample Questions
Q1) Lump sum pay adjustments appeared in ____ percent of labor contracts in 2007.
A) 10 %
B) 15%
C) 20%
D) 25%
E) more than 30%
Q2) Which of the following preliminary conclusions can be reported based on a research on the effects of ESOPs?
A) employees identify more with the company and have greater information about its operation
B) employees' attitudes about motivation, absenteeism, and job satisfaction are automatically affected
C) the actual role of the union changes after the ESOP
D) the firm will become more productive, efficient, and profitable
E) employees want to take over companies with ESOPs
Q3) Union leaders favor job evaluation more than managers for use in designing the wage structure.
A)True
B)False
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Page 9
Chapter 8: Administrative Issues
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20806
Sample Questions
Q1) 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
Q2) Issues affecting job security covered by negotiated work rules include which of the following?
A) job assignment
B) job content
C) seniority
D) training
E) all of these
Q3) The Occupational Safety and Health Act was passed because few labor agreements contained any contract language relating to the maintenance of a safe and healthy work environment.
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
Source URL: https://quizplus.com/quiz/20807
Sample Questions
Q1) Recently, it has been recognized that management can take certain actions that will cause a strike when it is to the employer's advantage to have a strike.
A)True
B)False
Q2) Which of the following are either illegal or in violation of the labor agreement?
A) economic strike
B) wildcat strike
C) unfair labor practice strike
D) secondary strikes
E) wildcat strike and secondary strikes only
Q3) In relation to a mediator, an arbitrator has:
A) less power, but more flexibility.
B) more power and more responsibility.
C) more power and greater innovation.
D) less power and more appeal.
E) less power and less flexibility.
Q4) Economic issues are the most common reason for work stoppages.
A)True
B)False
11
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Chapter 10: Contract Administration
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20808
Sample Questions
Q1) The second step grievance answer is usually furnished by the:
A) union steward.
B) the industrial relations representative.
C) first-line supervisor.
D) the plant manager.
E) the international union representative.
Q2) Employees file grievances for only one reason: to protest a contract violation.
A)True
B)False
Q3) "Power relationships" can include the union's threat to file additional (real or bogus) grievances against a particular first line supervisor.
A)True
B)False
Q4) Fortunately for union and management officials the courts have given rather clear guidelines and measures of "fair representation" and "union negligence."
A)True
B)False
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Chapter 11: Labor and Employment Arbitration
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20809
Sample Questions
Q1) Pre-hearing briefs:
A) might backfire for the presenting party.
B) are nearly always used in arbitration.
C) often preferred by the grievant to guarantee a fair hearing.
D) are nearly always used in arbitration and often preferred by the grievant to guarantee a fair hearing.
E) none of these
Q2) An "ideal" or good arbitrator's decision:
A) is usually long, at least 50 pages.
B) focuses on the losing party (the union or management presenter), addressing that Individual's arguments.
C) is a somewhat personal, informal note to the grievant.
D) is given to the parties months after the hearing so they have had a chance to cool down.
E) none of these
Q3) The union and management officials own the arbitration hearing but the arbitrator is in charge of it.
A)True
B)False
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Page 13
Chapter 12: Employee Discipline
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20810
Sample Questions
Q1) It is estimated that employers incur tremendous indirect costs (e.g., costs of poorly performing employees, costs of overly complex hiring processes, unnecessary granting of severance pay) because they routinely overestimate the costs of fighting wrongful discharge suits.
A)True
B)False
Q2) Arbitrators regard discharge as a last resort to be used only when all other corrective attempts have failed.
A)True
B)False
Q3) Under the implied contract exception to the employment-at-will doctrine, an employee is wrongfully discharged if and when the discharge is inconsistent with an explicit, well-established public policy of the state.
A)True
B)False
Q4) One advantage of the "price list" is that it takes a statute of limitations on prior disciplinary offenses into account.
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
Source URL: https://quizplus.com/quiz/20811
Sample Questions
Q1) A major advantage of the Civil Service Reform Act (CSRA) was that it established the framework for labor relations in the federal government by legislation, instead of by Executive Order.
A)True
B)False
Q2) Which of the following is true about privatization?
A) Privatization of public-sector jobs was begun in the 1980s under the Reagan administration.
B) Where employees lacked collective bargaining rights in the public sector, privatization of their jobs has provided many of them with the opportunity to be represented by a union in the private sector.
C) The Bush administration has proposed privatizing up to half of all federal public-sector jobs.
D) Public-sector jobs are more likely to be privatized when the public sector union-management relationship is adversarial.
E) All of these are true.
Q3) The so-called "free rider" issue is of little concern for public-sector unions.
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
Source URL: https://quizplus.com/quiz/20812
Sample Questions
Q1) Unions and corporations in the United States have a substantial influence on labor relations in Canada.
A)True
B)False
Q2) Unionization in most Western Europe countries is far more widespread than in the United States.
A)True
B)False
Q3) There is no such thing as a "right-to-work law" in Canada.
A)True
B)False
Q4) A number of large MNCs are so enormous that their sales are frequently larger than the entire economy of the countries in which they conduct business.
A)True
B)False
Q5) Hourly compensation costs in the United States exceed those of most countries in Western Europe.
A)True
B)False
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