Mid Term Labor Relations

1. The last step in the grievance process for nearly all union contracts in both the public and private sector is usually: (Points : 2)

A hearing before the NLRB

Mediation by the Federal Mediation and Conciliation Service

A unilateral decision by management

Final and binding arbitration

2. After having signed a contract with a binding arbitration clause in it, an employer is legally bound to accept an arbitrator's decision on a particular issue even if they disagree with that decision. (Points : 2)

True

False

3. Contract administration is a term used to describe interpreting, applying and resolving conflicts pertaining to collective bargaining agreements. (Points : 2)

True

False

4. An airline negotiates separate contracts for the pilots, mechanics, and flight attendants. Each group of employees is represented by its own union that organizes only that particular occupation. This model of unionism is best described as: (Points : 2)

Business unionism

Industrial unionism

Job control unionism

Craft unionism

5. Which of the following outcomes cannot generally be attributed to unions: (Points : 2)

Higher income and living standards for workers

Greater protection for workers against unfair treatment by employers

Greater economic prosperity through free-market competition

Greater emphasis on legislation and social programs that assist working people

6. Injunctions were applied to yellow dog contracts: (Points : 2)

To stop unions from organizing workers where yellow dog contracts were in place.

To stop workers from signing yellow dog contracts.

To stop management from signing yellow dog contracts.

To stop management from interfering with unions that had signed yellow dog contracts.

7. A collective bargaining agreement negotiated between an employer and its workers is an informal agreement outlining the terms and conditions of employment. (Points : 2)

True

False

8. The "labor problem" can be defined as undesirable outcomes created out of an employment relationship which is inequitable, contentious, and exploitive. (Points : 2)

True

False

9. The Wagner Act of 1935 is grounded in which of the following principle beliefs regarding conflict: (Points : 2)

Conflict between management and labor is unnatural and should be avoided at all costs.

Conflict between management and labor is inevitable and should be resolved through collective bargaining by equal partners.

Conflict between management and labor is inevitable because of class and social differences.

In most cases, there is little conflict between management and labor and it is only in extreme cases where collective bargaining should be necessary.

10. The Knights of Labor was a militant union that advocated the use of strikes and boycotts as weapons that would force management to concede to their demands. (Points : 2)

True

False

11. Businesses' pursuit of efficiency is usually compatible with its employees' pursuit of equity and voice in the workplace. (Points : 2)

True

False

12. When workplace disputes arise in a unionized setting, employees are expected to pursue their concerns through a formal grievance procedure rather than through a strike. (Points : 2)

True

False

13. From a societal standpoint, the main purpose of a labor relations system is: (Points : 2)

To equalize the distribution of income across society

To ensure public safety, promote worker voice in politics, and reduce income inequalities that create a tax burden

To control the actions of employers and employees so that they are clearly acting in the best interests of society

To protect the profit maximization goals of business and ensure competition in the marketplace

14. According to the critical industrial relations school, the cause of the labor problem is that the capitalistic class has control over both society's institutions and the means of production. (Points : 2)

True

False

15. Shop stewards are company employees that provide advice to union workers on matters such as interpretation of the contract and their rights in the workplace. (Points : 2)

True

False

16. According to the industrial relations perspective, low wages, long hours, dangerous working conditions, and abusive supervisory practices is most likely attributed to: (Points : 2)

Market failure

An imbalance of bargaining power between employers and workers

Bad management practices

Permanent exploitation of the working class

17. Job control unionism developed as a response

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