Labor Relations True/False and Multiple Choice Questions
Added on 2019-10-18
6 Pages1744 Words381 Views
Section ATrue/False Questions1. Integrative bargaining is a “zero-sum” process.Ans. F2.Only attorneys and judges are allowed to be arbitrators. Ans. F3.According to the National Labor Relations Board (NLRB), child care is not a mandatory subject for collective bargaining. Ans. T4.In all unionized organizations, promotion decisions are solely based on seniority.Ans. F5.When an arbitrator is evaluating an employee misconduct case, the relative value of the damage is the primary factor in considering the appropriate discipline; the person’s deliberate and malicious intent has relatively little significance. Ans. F6.Permanent replacements may only be hired during a lockout to affect the economic outcome of a contract under negotiations if the lockout is a result of an unfair labor practice by the employer.Ans. F7.If a negotiator must give the first opening offer, or choose to do so for strategic reasons, then they should choose the offer that is closest to their resistance point.Ans. F8.One’s BATNA must be objectively “better” than the other party’s BATNA to give one negotiating power.Ans. F9.Hours of employment and rates of pay are mandatory subjects for collective bargaining.Ans. T10.A distributive bargaining method results in a “win-win” situation. Ans. F
Section BMultiple Choice Questions1.In the case of a negotiation, the resistance point is ________.a.the starting point of the negotiation accepted by both the partiesb.the maximum or minimum level beyond which the negotiator will not accept a proposalc.the midpoint of the settlement range accepted by both the partiesd.the most desired outcome or objective a negotiator sets for an issueAns. b2. Which of the following is a responsibility of the Federal Mediation and Conciliation Services’ Office of Arbitration Services? a.investigating details of a dispute and based on that, selecting a suitable arbitrator for the disputeb.maintaining a roster of arbitrators qualified to hear and decide labor questions in labor–management disputesc.evaluating the merits of the underlying grievances submitted for arbitrationd.determining the accuracy of the decision given by the arbitrator and then approving the decision so that it becomes binding on both the partiesAns. b3.Mathew has been working in a production company for the past 15 years. According to the union contract provision, the company grants promotions only on the basis of seniority. When a promotion opportunity came up, Mathew thought he would be given the promotion because of his seniority. But to his dismay, the promotion was given to his colleague who had joined the company a year ago. Mathew reported the grievance to the shop steward and he agreed that the grievance had some merit and should be pursued further. What is the immediate next step that Mathew and the steward should take?a.Negotiate a last chance agreement among the employer, union, and employee.b.Report the matter to an arbitrator.c.Complete a grievance form.d.Form a union grievance committee.Ans. b4.Which of the following statements is true regarding layoffs in unionized organizations? a.In most labor contracts, the highest paid employees are laid off first, with further layoffs made in accordance with performance levels as necessary.b.In unionized organizations, agreements specify age as the sole decision criterion in layoff andrecall situations.
c.If the workforce is increased after a layoff, laid-off employees are to be recalled according to past performance levels for appropriate jobs.d.In cases involving temporary or emergency layoffs, management is often given more flexibility in selecting employees than in indefinite layoffs.Ans. d5.William has been working at H&S for the past 12 years. When some family trouble arose, William wanted to work in the afternoon shift for a month rather than his usual morning shift. The work performed in the afternoon shift was exactly the same as that in the morning shift and William had all the skills required to perform the job. One of his colleagues, Jack, who worked on the afternoon shift, was willing to swap shifts with William for a month but the supervisor did not allow William to change his shift. William reported the grievance to the union and it could not be resolved even after a long discussion with the management. Which of the following steps is most likely to be taken by the union as the final step in the grievance handling procedure? a.Announce a strike.b.Report the matter to the NLRB.c.File a complaint against the employer in the court.d.Request an arbitrator to resolve the grievance.Ans. d6. Peter wants to buy a second-hand car and is in the process of negotiating the price of the car with the seller. The only issue discussed during the negotiation is price. This is an example of ________ bargaining.a.distributiveb.collaborativec.associatived.integrativeAns. c7.Which of the following is an example of a BATNA of a union negotiating with management?a. the loss of all management and union jobsb. the staging of a successful strikec. the permanent closure of a facilityd. hiring contract workers to replace existing workersAns. b8. Which of the following is an inappropriate and unethical bargaining tactic?
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