[Solved] Assignment 219141

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Question 1
The Supreme CourtSteelworkers’ Trilogy(1960) decisions in essence stated that:a.the courts are better qualified than the arbitrator to resolve an employee’s grievance.b.the arbitrator is better qualified than the courts to resolve an employee’s grievance.c.the issue of relative judicial or arbitration qualifications is irrelevant in the resolution of employee grievances.d.all of thesee.the courts are better qualified than the arbitrator to resolve an employee’s grievance and the issue of relative judicial or arbitration qualifications is irrelevant in the resolution of employee grievances.4 pointsQuestion 2
About ___ percent of the requests for arbitrator lists are made to the FMCS.a. 31b. 26c. 43d. 58e. 67
4 pointsQuestion 3
The “repeat player” situation favors the individual employee.TrueFalse4 pointsQuestion 4
A major purpose in cross-examination is to reinforce the other party’s testimony.TrueFalse4 pointsQuestion 5
The passage of the Wagner Act of 1935 and the creation of the NLRB provided the first legal means for holding employers accountable for at least some of their disciplinary decisions and actions.TrueFalse4 pointsQuestion 6It 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.TrueFalse4 pointsQuestion 7
Which of the following is NOT characteristic of progressive discipline?a.Progressive discipline does not allow employees an opportunity to correct their behavior.b.There are increasingly severe penalties corresponding with repeated, identical offenses committed by an employee.c.Progressive discipline impresses on the employee the seriousness of repeated offenses.d.There are penalties that range in severity from an informal oral warning to immediate discharge.e.Penalties for various types of offenses are clearly spelled out in a disciplinary price list.4 pointsQuestion 8
Which of the following statements is false about the evolution of employee discipline?a.It wasn’t until the 1970s that employers could be held legally accountable for their disciplinary actions.b.In the 18thand 19thcenturies, employers exercised uncontrolled discretion relating to employee discipline.c.Frederick W. Taylor was among the first management thinkers to advocate a disciplinary approach that focuses on correction rather than discharge.d.At one time, an employee could be disciplined by having his tongue burned or being whipped in public for speaking to management in an insolent or rude manner.e.The protections against wrongful disciplinary actions initially afforded by the Wagner Act applied only to employees covered by a collective bargaining agreement.4 pointsQuestion 9
Which of the following is a responsibility of the Federal Labor Relations Authority (FLRA)?a.leading all negotiations in the federal sectorb.conducting arbitration in the federal sectorc.representing federal government managers in courtd.supervising elections in the federal sectore.all of these are responsibilities of the FLRA4 pointsQuestion 10
Which one of the following organizations consists of one chairperson and at least six members appointed by the President that investigate any negotiation impasse presented and is authorized to take any necessary action to settle the dispute?a.Federal Service Impasse Panelb.Federal Trade Commissionc.National Labor Relation Commissiond.Federal Labor Relations Authoritye.Federal Negotiations Service4 pointsQuestion 11
If a subject of collective bargaining is permissible, both parties are required to negotiate in good faith, even though an agreement may not be reached.TrueFalse4 pointsQuestion 12
The Civil Service Reform Act (CSRA) makes it an unfair labor practice for a party to refuse or fail to cooperate in impasse procedures.TrueFalse4 pointsQuestion 13Mediators have binding legal authority to require the parties to settle an interest dispute, but they often first restrict themselves to offering advice to help each party to clarify their own priorities and assessment of costs or risks associated with failing to reach a voluntary agreement.TrueFalse4 pointsQuestion 14Arbitrators differ from mediators because arbitrators are almost always appointed by the government to resolve strikes in the private sector.TrueFalse4 pointsQuestion 15Public opinion of institutions in general is low in the United States.TrueFalse4 pointsQuestion 16
Public opinion, while a potentially powerful influence, pertains only to the first phase of the labor relations process, particularly union organizing drivesTrueFalse4 pointsQuestion 17Technology is an external variable that influences the development of work rules. Which of the following represent a dimension of technology?a. characteristics of the work environment and the tasks to be performedb.b.equipment used in operationc.information exchanged.the pace and scheduling of worke.all of the above4 pointsQuestion 18Management purchases of automated equipment:a. can reduce the number and/or skills of employees in the supermarket industry.b.precipitated a strike at AT&T.c.has been encouraged by the tremendous success of the U.S. Postal Service’s automated experience with bar codes.d.is currently at a higher rate than that found in Japan.e.all of these4 pointsQuestion 19An employee alleging unlawful discharge is under affirmative duty to seek comparable employment to mitigate the respondent employer’s potential back-pay liability while awaiting a final determination of the merit of the ULP charge.TrueFalse4 pointsQuestion 20Statutory law includes legislation originally written for general population but is applied in specific instances to labor relations.TrueFalse4 pointsQuestion 21The NLRB mediates cases and awards damages or fines where it deems necessary.TrueFalse4 pointsQuestion 22Employee rights are guaranteed by the National Labor Relations Act; thus, the National Labor Relations Board investigates companies on its own to assure that the rights are protected.TrueFalse4 pointsQuestion 23Which of the following werenotincluded in the Wagner Act?a. specific union unfair labor practicesb.specific employer unfair labor practicesc.guarantees of certain employee rightsd.NLRBe.creation of an administrative agency4 pointsQuestion 24To ensure the constitutionality of the NLRA, Congress provided that unfair labor practice decisions of the NLRB could be appealed for review by:a. a federal Circuit Court of Appeals.b.a federal District Court.c.the local police within its jurisdiction.d.state court systems.e.the Department of Labor.4 pointsQuestion 251. Which one of the following wasnota weakness in the Norris-LaGuardia Act?a. It did not prevent unions from certain activities that adversely affected commerce.b.It did not recognize employee rights in labor relations.c.It did not set up an administrative agency.d.It did not establish unfair labor practices of employers.e.All of these were weaknesses in the Norris-LaGuardia Act.4 pointsQuestion 26Which of the following concerted actions are permitted under Sec. 7 of the LMRA?a. strikers who sit-down and refuse to leave a plantb.a strike called to achieve a closed shop contractc.strikers who threaten or engage in acts of violenced.a strike that occurs while a no-strike provision in the contract is in effecte.none of these4 pointsQuestion 27
Unions as organizations are fundamentally the same as business organizations.TrueFalse4 pointsQuestion 28
The potential advantages of a merger of two unions, compared with the risks of not merging, suggest that mergers of unions will continue in the future.TrueFalse4 pointsQuestion 29
Because construction takes place throughout the nation, craft unions have decided to expand the scope of their labor agreements to national coverage.TrueFalse4 pointsQuestion 30If a company desires to develop a program of positive human resources management, which of the following practices would the company utilize?a.hiring specialized experienced supervisors from outside the companyb.reserved parking spaces for managersc.have the human resources manager report directly to top managementd.enlarge the size of individual company facilitiese.all of these practices4 pointsQuestion 31
An international union representative:a.assists in local union negotiations.b.assists in grievance administration at local union levels.c.assists in arbitration at local union levels.d.is employed by the international union.e.all of these4 pointsQuestion 32
Participation in a typical local union meeting usually varies between:a.5 and 10 percent.b.0 and 5 percent.c.10 and 15 percent.d.15 and 20 percent.e.more than 20 percent.4 pointsQuestion 33The North American Free Trade Act (NAFTA):a. was the cause of the Haymarket Riot.b.provided a strong incentive for employees to unionize.c.was Samuel Gompers’ biggest political accomplishment.d.outlawed the sit-down strike of the CIO.e.was passed over organized labor’s strong opposition.4 pointsQuestion 34The Homestead Incident:a. received more favorable media attention than the Haymarket Riot.b.involved unilateral wage reductions at a Carnegie owned steel mill.c.showed that AFL could offer some financial support to one of its member unions.d.all of thesee.none of these4 pointsQuestion 35The first signs of employee organizations in the United States occurred among:a. railroad workers.b.skilled craftspeople such as shoemakers.c.unskilled general laborers.d.public employees.e.steelworkers.4 pointsQuestion 36The AFL’s political action goals:a. were directed at establishing a third independent political party that could best represent labor’s interests and attempted to change the existing capitalist system.b.were basically nonexistent.c.stressed the principle, “reward your friends, punish your enemies.”d.attempted to change the existing capitalist system.e.were directed at establishing a third independent political party that could best represent labor’s interests.4 pointsQuestion 37The Congress of Industrial Organization’s tremendous success in organizing employees after its formation in 1935 wasnotdue in part to:a. strong CIO leadership.b.favorable legislation.c.use of the sit-down strike.d.active cooperation with the American Federation of Labor.e.none of these contributed to the CIO’s organizing success.4 pointsQuestion 38
Management would probably prefer centralized bargaining if it had three separate manufacturing facilities (bargaining units), each making the same product.TrueFalse4 pointsQuestion 39
Management would probably prefer centralized bargaining if it had three separate manufacturing facilities (bargaining units), each making the same product.TrueFalse4 pointsQuestion 40
Generally, high unemployment reduces the union’s cost of disagreeing with management.TrueFalse4 pointsQuestion 41Contract negotiations can result in which of the following outcomes?a.decertification of the union as the employees’ bargaining representativeb.a lock-in by the union to force management into a contract settlementc.a voluntarily negotiated contract settlementd.a lock-in by management to force the union into a contract settlemente.all of these4 pointsQuestion 42If an employer claims an inability to pay for a union’s bargaining proposal, the union is entitled:a.to receive stock options equal to the dollar amount the employer claims it is unable to pay.b.to file an unfair labor practice against management’s refusal to bargaining in good faith.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.4 pointsQuestion 43
Technological progress in the U.S. has resulted in higher productivity, the elimination of many menial and dangerous jobs, higher wages, shorter hours, and a higher standard of living.TrueFalse4 pointsQuestion 44
The type of seniority rights used to determine eligibility for vacations, pensions, and holidays is called job rights seniority.TrueFalse4 pointsQuestion 45
Subcontracting of bargaining unit work is not a mandatory subject of bargaining.TrueFalse4 pointsQuestion 46
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.TrueFalse4 pointsQuestion 47
Restrictions cannot be placed on supervisors to protect employee rights without adversely affecting supervisors’ beliefs in the effectiveness of the disciplinary system.TrueFalse4 pointsQuestion 48Violation of an employee’sWeingartenrights means:a.The employee may be found guilty of charges by some other means (e.g., by testimony from another employee).b.The employee was denied representation in a proceeding that might result in disciplinary action.c.The employee is not guilty if the termination is based on evidence obtained in an illegal interview.d.None of thesee.All of these4 pointsQuestion 49
If a subject of collective bargaining is permissible, both parties are required to negotiate in good faith, even though an agreement may not be reached.TrueFalse4 pointsQuestion 50
State laws that allow citizens to observe the collective bargaining process are referred to as:a. sunshine laws.b. blue laws.c. sunset laws.d. watergate laws.e. fishbowl laws.

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