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Question
Actions such as changing the compensation or fringe-benefit package unilaterally during bargaining without having reached a good faith bargaining impasse are called:
a. Commission of unfair labor practices.
b. Imposing unreasonable conditions.
c. Unilateral changes in conditions.
d. Dilatory tactics.
e. Surface bargaining.
Answer
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Related questions
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Joint union-management statements as to the issues involved and certain applicable grievance facts are called:
a. Prehearing briefs.
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c. Ad hoc decisions.
d. Prehearing stipulations.
e. Posthearing briefs.
Q:
The perspective which often narrows the scope of arbitral decision to interpreting the labor agreement language and identifying the intent of the parties and any past practices of the union and management officials at a particular location is called the:
a. Contractual law of the shop.
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c. Judicial law of the shop.
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The activities which include meeting with witnesses, contacting the opposite representative, preparation and arrangements of exhibits for evidence, and exploring settlement activities are called:
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Q:
The Supreme Court's Gardner-Denver decision:
a. Resulted in trial courts overturning discrimination grievances heard by the arbitrators.
b. Contended that the arbitrators expertise pertains to labor agreement interpretation and not to resolving federal civil rights laws.
c. Applies only to "reverse-discrimination" grievances (white employees having more seniority who are denied a promotion filled by a minority employee, for example).
d. Enables arbitrators, instead of the EEOC and the courts, to resolve a discrimination grievance.
e. Requires union members to arbitrate claims arising under a federal anti-discrimination statute.
Q:
The traditional labor arbitration procedures are negotiated between the employer and the union, the representative of bargaining unit employees.
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Q:
Which method have unions been the most successful in implementing in their dealings with MNCs?
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Q:
Which of the following activities can frequently be found in the labor relations of Germany?
Single system of industrial relations.
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e.
Q:
MNCs have an internal source of products and profits from facilities in several countries that can be used as leverage to bargain down wages, benefits, and other employment conditions. This practice is known as ________________ the union.
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Operating in different countries creates opportunities for Multinational Corporations (MNCs ) to bypass protective tariffs by making parts in one country and assembling the final product in another.
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In Germany, codetermination committees provides works councils with rights to information and consultation on subjects such as manpower planning, change in work processes, working environment, and job content.
a. True
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Q:
The majority of all workers in the United States cannot be terminated from their employment without any justification.
a. True
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There is no such thing as a right-to-work law in Canada.
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Highly developed, sophisticated patterns of labor relations, such as those in Germany, have spread rapidly and are now commonplace in Russia and other former Soviet Bloc Countries.
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Q:
Which of the following statements about the rights and obligations of public-sector employees is NOT correct?
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Nonpaying employees must be represented in collective bargaining, grievance administration, and arbitration by the unions are called:
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Q:
Each of the following subjects is permissible in federal-sector negotiations except:
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b. False
Q:
Even though all of the following rationale may be legitimate from a managerial perspective, arbitrators consider which one of the following to be the only legitimate/ necessary purpose of employee discipline?
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Q:
The exception to the employment-at-will doctrine which occurs when an employer and employee form an implied contract, even though there is no express, written instrument regarding the employment relationship is called the:
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Q:
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Q:
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a. True
b. False
Q:
Public-sector supervisors and other lower to midlevel managers have the right to engage in collective bargaining in more than a dozen states.
a. True
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a. True
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