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Question
The legislation passed in Australia in 2009, which has the power to vary awards, make minimum wage orders, approve agreements, and help employees and employers resolve disputes at the workplace is called the:
a. Fair Work Act.
b. Workplace Relations Amendment.
c. Forward with Fairness Act (FWFA)..
d. Fair Pay and Conditions Standard.
e. Workplace Relations Act
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.
b. Arbitration statements.
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.
b. Labor law of the shop.
c. Judicial law of the shop.
d. Common law of the shop.
e. Guidelines of the shop.
Q:
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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c. Arbitration award activities.
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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.
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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.
a. True
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Q:
Which method have unions been the most successful in implementing in their dealings with MNCs?
a. Boycotts in multiple foreign markets.
b. Transnational bargaining.
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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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b. Union organization on a localized level only.
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e.
Q:
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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.
a. True
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a. True
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a. True
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a. True
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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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Q:
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Q:
Each of the following subjects is permissible in federal-sector negotiations except:
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c. Tour of duty.
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Q:
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?
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c. National Labor Relation Commission
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Q:
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a. True
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Q:
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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?
a. To maintain respect for the supervisors authority.
b. To promote efficient production.
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d. To set an example of appropriate behavior to other employees.
e. To transmit the rules of the organization to other employees.
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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c. Implied contract exception
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Q:
The presence of "mitigating circumstances" usually makes it more likely that the disciplinary actions of management will be upheld, particularly in discharge decisions.
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a. True
b. False
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a. True
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Q:
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a. True
b. False
Q:
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a. True
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Q:
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.
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b. False