Public Sector Labor Relations
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Course Introduction
Public Sector Labor Relations explores the unique dynamics and complexities of labor-management relationships within government and other public organizations. The course covers the legal frameworks governing collective bargaining, grievance procedures, and dispute resolution, examining how these processes differ from those in the private sector. Students analyze issues such as public employee unionization, strikes, negotiations, political influences, and the role of public policy in shaping labor relations. Through case studies and real-world examples, the course emphasizes current challenges facing public administrators and labor representatives, providing a comprehensive understanding of effective strategies for fostering cooperative labor relations in the public sector.
Recommended Textbook Labor Relations and Collective Bargaining 9th Edition by
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Michael R. Carrell
Chapter 1: The American Labor Movement
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Q1) In the Cordwainers Case, the employees' action was found to be illegal because:
A) They used illegal means.
B) They sought illegal ends.
C) They combined together.
D) No federal law gave them rights.
Answer: C
Q2) _____ staged the first "sit-in" strike, occupying the General Motors auto plant in Flint, Michigan.
A) Teamsters
B) The United Auto Workers
C) Industrial workers
D) Craft workers
Answer: B
Q3) The Sovereignty Doctrine is defined as "the supreme," absolute, and uncontrollable power by which an independent state is governed.
A)True
B)False
Answer: True
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Chapter 2: The Changing Workplace
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Q1) To promote women's participation in unions, the CLUW was formed in _____.
A) 1938
B) 1956
C) 1963
D) 1974
Answer: D
Q2) Union members generally view national unions as large and powerful.
A)True
B)False
Answer: True
Q3) Years ago, unions opposed the intervention of information technology due to the threat of job security.
A)True
B)False
Answer: True
Q4) About 59% of national unions use technology to track organizing efforts.
A)True
B)False
Answer: True
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Chapter 3: Establishing a Bargaining Process
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Q1) Which of the following is not a criterion the NLRB reviews when determining a rational bargaining unit?
A) Desires of employer
B) History of bargaining
C) Community of interest
D) Public interest
Answer: A
Q2) Agricultural workers are excluded from coverage under the AFSCME.
A)True
B)False
Answer: False
Q3) When the employer and union cannot agree on the appropriate bargaining unit, Section 9 of the NLRA provides that the NLRB will decide.
A)True
B)False
Answer: True
Q4) It is often to the advantage of the union to have an accretion.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Organizational Campaigns
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Q1) Unions cannot legally promise employees "bonuses" from the strike fund if they vote in the union.
A)True
B)False
Q2) Which of the following union activities would not be an unfair labor practice under the Taft-Hartley Act?
A) Causing an employer to discriminate against an employee.
B) Threats of violence against relatives of employees.
C) Picketing that restrains others from entering a work site.
D) Compelling an employee to join the union in a union shop.
Q3) An employer is not prohibited from giving a union financial assistance during an organizational drive.
A)True
B)False
Q4) Unions have filed ___% of all unfair labor practice charges filed with the FLRA.
A) 95
B) 85
C) 65
D) 55
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Chapter 5: The Negotiation Process
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Q1) Sunshine laws may:
A) Be the federal government's use of a panel of negotiators.
B) Require that collective bargaining sessions be open to the public.
C) Be one union bargaining with two or more governmental entities such as different cities.
D) Be one governmental negotiator bargaining with more than two unions at the same time.
Q2) In impasse, a strike by a union against one employer can be legally countered by a lockout by all employers of the bargaining unit.
A)True
B)False
Q3) Which of the following U.S. strikes was best known for outsourcing?
A) 1996 General Motors
B) 1981 PATCO
C) 1982 NFL
D) 1986 Steel industry
Q4) A successful negotiator examines what motivates the actions of the other party.
A)True
B)False
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Chapter 6: Collective Bargaining: Strategies and Tactics
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Q1) The initial working sessions of collective bargaining are no more than monologues in which both parties present their list of demands and provide data and arguments to support their positions.
A)True
B)False
Q2) The collaborative process of interest based bargaining has emerged in recent years as one of the most visible and practiced innovations in negotiations.
A)True
B)False
Q3) Under the _____ Act, you are entitled to financial information if the employer claims a lack of funds, an inability to stay competitive, or the loss of a necessary profit margin.
A) NLRA
B) CBP
C) MLSA
D) FLSA
Q4) IBB generally required the existence of several issues to be negotiated.
A)True
B)False
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Chapter 7: Compensation Issues
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Q1) Management is primarily concerned with the effect a negotiated wage increase will have on:
A) Board members.
B) Competitive industry position.
C) Stockholders.
D) Supervisors.
Q2) The general purpose for negotiating <U>COLA</U> increases during a multiyear contract is to:
A) Reward merit.
B) Increase wages as profit levels increase.
C) Increase wages as productivity levels increase.
D) Maintain the purchasing power of negotiated wage rates.
Q3) Within a Scalon plan, departmental committees of union and management representatives meet together at least monthly to consider any cost-saving suggestions.
A)True
B)False
Q4) COLA changes normally are made weekly as prices increase.
A)True
B)False
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Chapter 8: Employee Benefits
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Q1) The "givebacks" unions are most willing to make are usually:
A) Wages.
B) Paid time off.
C) Retirement benefits.
D) Seniority rights.
Q2) Comprehensive dental care plans do not require the employee to pay a deductible for covered services.
A)True
B)False
Q3) The Pension Reform Act is also known as the Employee Retirement Income Security Act (ERISA).
A)True
B)False
Q4) One purpose of HMOs is to provide more comprehensive health care than is usually found in insurance plans.
A)True
B)False
Q5) Concession bargaining and "giveback" bargaining are generally the same.
A)True
B)False
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Chapter 9: Seniority Rights
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Q1) The theory behind superseniority is that union officials need to continue to work during periods of layoffs in order that the union can continue to operate.
A)True
B)False
Q2) Most agreements require management to prepare and post a seniority list that includes each employee's exact seniority.
A)True
B)False
Q3) The Length-of-Service Principle and Surviving Group Principle may both be used in combining the ______ lists of two merged companies.
A) Seniority
B) Outsourcing
C) Bidding
D) Benefits
Q4) Industrial jurisprudence is a public sector security issue.
A)True
B)False
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Chapter 10: Contract Implementation
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Q1) The arbitration of grievances in labor relations was largely due to:
A) The National Labor Relations Act.
B) World War II.
C) The Taft-Hartley Act.
D) President Kennedy.
Q2) The term "hot cargo" refers to goods not paid for by the purchasing party.
A)True
B)False
Q3) Agreements are generally enforced by any or all of the following methods except:
A) Congressional investigations
B) NLRB investigations
C) Arbitration procedures
D) Economic pressure tactics
Q4) A clause which limits both parties to those items expressly covered in the agreement is referred to as an opener clause.
A)True
B)False
Q5) Arbitrators are bound by judicial precedent.
A)True
B)False
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Chapter 11: Grievance and Disciplinary Procedures
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Q1) An example of a constitutionally protected right is:
A) Privilege against self-incrimination.
B) Freedom of self-incrimination.
C) Freedom of impressions.
D) Agency rights.
Q2) A primary objective of a grievance process is to provide employees with a fair review and, if necessary, an appeal of disciplinary actions taken by management.
A)True
B)False
Q3) _____% of all manufacturing contracts include "violation of leave provision" as a reason for immediate dismissal.
A) 20
B) 34
C) 15
D) 61
Q4) Contract negotiations have one primary goal: to sign a contract.
A)True
B)False
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Chapter 12: The Arbitration Process
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Q1) Usually, both parties have input in the selection of the arbitrator.
A)True
B)False
Q2) The Supreme Court in the Warrior v. Gulf case declared that if any doubt as to the arbitrability of an issue exists, the courts should hear the case.
A)True
B)False
Q3) The common law of the shop is recognition of the bargaining history of those in a different industry.
A)True
B)False
Q4) In general, the question of whether the union and management have agreed to arbitration is decided by , while the question of whether a particular grievance is arbitrable is decided by .
A) Labor; management
B) A court; arbitrator
C) Management; labor
D) An arbitrator; a court
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Chapter 13: Comparative Global Industrial Relations
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Q1) Allied powers are responsible for fostering the labor movement in Japan.
A)True
B)False
Q2) German employees are represented in three ways. Which of the following is not one of those ways?
A) Trade unions
B) Representation laws
C) Work councils
D) Codetermination laws
Q3) High unemployment is one of the potential reasons France has an extraordinarily low union density.
A)True
B)False
Q4) Luxemburg has no statutory work council system.
A)True
B)False
Q5) Much of Italy's industrial relations are due to its constitution, the EU, Acts of Parliament, regional laws, and customs.
A)True
B)False
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