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Q:
Unions that represent skilled workers are called craft unions.
a. True
b. False
Q:
Management prerogatives are those decisions over which management claims exclusive rights.
a. True
b. False
Q:
Unionization restricts the freedom of management to formulate HR policy unilaterally.
a. True
b. False
Q:
Unionization may restrict the freedom of management in many areas.
a. True
b. False
Q:
The two types of representation elections held by the NLRB are: the certification on a card check election and the authorization election.
a. True
b. False
Q:
NLRB election statistics show that currently unions win approximately 30 percent of representation elections.
a. True
b. False
Q:
When the NLRB certifies a union as the bargaining representative, the union is certified for a period of at least three years.
a. True
b. False
Q:
Job rotations lead to increased employee satisfaction.
a. True
b. False
Q:
The bargaining unit is that group of employees who have similar working conditions, and who are grouped together for the purpose of collective bargaining.
a. True
b. False
Q:
Supervisors can legally attend union meetings.
a. True
b. False
Q:
The majority of research on why employees unionize comes from the study of white-collaremployees in the private sector.
a. True
b. False
Q:
To reenergize the labor movement, some union funds are given to political candidates who specifically pledge support for prolabor legislation.
a. True
b. False
Q:
In about 25% of unionizing campaigns, unions are unable to secure a contract after winning a representation election.
a. True
b. False
Q:
A union wishes the National Labor Relations Board to hold a representation election. The NLRB will hold the election only if the union has 50 percent of signed authorization cards collected.
a. True
b. False
Q:
The first step in organizing begins when employees and union officials meet to explore the possibility of unionization.
a. True
b. False
Q:
The agency responsible for administering and enforcing the Wagner Act is the National Labor Relations Board.
a. True
b. False
Q:
Joining a union is a way for employees to put leadership skills to use.
a. True
b. False
Q:
Employees are most likely to seek unionization if they believe that doing so will achieve results that they cannot achieve acting individually.
a. True
b. False
Q:
Injunctions are now prohibited to be granted in labor disputes.
a. True
b. False
Q:
The Bill of Rights of Union Members gives every union member the right to attend and participate in union meetings, but not to vote on union business, which is an assigned duty of union officers.
a. True
b. False
Q:
The Landrum-Griffin Act was passed in 1959 in an effort by Congress to safeguard Union member rights and prevent racketeering and other similar practices by employers and union officers.
a. True
b. False
Q:
The Federal Mediation and Conciliation Service was created by the Wagner Act to resolve negotiating disputes.
a. True
b. False
Q:
The Taft-Hartley Act was passed to place certain restraints on union practices.
a. True
b. False
Q:
The two purposes of the National Labor Relations Board are to prevent and investigate unfair labor practices and to hold secret ballot representation elections.
a. True
b. False
Q:
The agency responsible for administering and enforcing the Wagner Act is the Department of Labor.
a. True
b. False
Q:
In the field of labor relations, unfair labor practices (ULPs) involve violations of safety practices.
a. True
b. False
Q:
The Wagner Act created the National Labor Relations Board.
a. True
b. False
Q:
The Norris-LaGuardia Act created the National Labor Relations Board.
a. True
b. False
Q:
The fundamental purpose of the Norris-LaGuardia Act was to remove the state courts from the area of industrial relations.
a. True
b. False
Q:
The primary purpose of the Railway Labor Act (RLA) is to allow railroad unions to organize and bargain collectively.
a. True
b. False
Q:
Why are whistle-blowing cases troublesome for all concerned?
Q:
What are the key components of a good disciplinary model?
Q:
What are some of the pros and cons of open-door policies?
Q:
What is progressive discipline? How does it differ from positive discipline?
Q:
Briefly discuss some ways in which employers can avoid wrongful termination lawsuits.
Q:
Briefly discuss the concept of wrongful discharge and the three exceptions to the employment-at-will doctrine.
Q:
Compare and contrast employee rights and the employment-at-will doctrine.
Q:
The ombudsman is an advocate for:
a. the society.
b. the underdog.
c. an organization.
d. a fair process.
Q:
Body art is increasingly popular among:
a. semi-retired employees.
b. Generation X and Y workers.
c. older males.
d. new immigrants.
Q:
The concern about a workplace romance is:
a. unrealistic expectations.
b. jealousy on the part of a third party.
c. employer liability.
d. embarrassing publicity.
Q:
Federal and state courts generally view the privacy rights of employees as:
a. minimal.
b. nearly absolute.
c. mostly contractual.
d. increasingly dominant.
Q:
Which of the following is NOTa primary goal of ethics training?
a. To avoid unethical behavior
b. To gain publicity
c. To gain a strategic advantage
d. To treat employees in a fair and equitable manner
Q:
_____ can be defined as a set of acceptable conduct and moral judgments.
a. Morals
b. Ethics
c. Rules
d. Legislation
Q:
In _____, the U.S. Supreme Court ruled that employees can file discrimination suits with the EEOC even when the employer has a mandatory arbitration agreement that is signed by the employee.
a. EEOC v. Waffle House Inc.
b. EEOC v. Adams
c. EEOC v. Interstate/Johnson Lane Corp.
d. EEOC v. United States
Q:
One authority has described _____ as a private discussion assisted by an impartial third party.
a. mediation
b. arbitration
c. a peer-review system
d. a step-review system
Q:
The cornerstone and major benefit of mediation is that:
a. it is a formal process and therefore easily undertaken.
b. the parties involved maintain control over the settlement outcome.
c. a mediator can quickly settle a dispute by declaring a resolution.
d. the mediator is a representative of management.
Q:
Which of the following statements is NOT true about an ombudsman system?
a. Ombudsmen listen and act as mediators between employees and their supervisor.
b. Ombudsmen help an organization by providing a check on management.
c. Ombudsmen do not threaten the security of managers or employees involved in a complaint.
d. Ombudsmen can easily resolve a complaint by overruling a supervisor's decision.
Q:
The individual who listens to employees' complaints and then tries to seek solutions through negotiation and mediation is known as a(n):
a. hearing officer.
b. employee assistance program counselor.
c. step-review coordinator.
d. ombudsman.
Q:
If managers want to maintain an effective open-door policy, they must:
a. formalize the procedure and encourage employees to start at the top.
b. ensure that employees come to them only with job-related concerns.
c. emphasize that they can offer solutions only on an advisory basis.
d. encourage employees to voice their complaints and listen honestly to those concerns.
Q:
An open-door policy:
a. is a requirement of the alternative dispute resolution process.
b. is based on a pre-established set of steps for the review of an employee complaint by successively higher levels of management.
c. identifies various levels of management above an employee's immediate supervisor that an aggrieved employee may contact.
d. by the HR Department is the best resolution to any employee complaint.
Q:
In a peer-review board, employee representatives are:
a. appointed by the union.
b. appointed by the management.
c. elected by co-workers.
d. selected by the complainant.
Q:
A peer-review board consists of:
a. an equal number of employee representatives and management appointees.
b. managers above the level of the supervisor whose decision is being appealed.
c. employees at the same level as the appealing employee.
d. managers, subordinates, and a number of unbiased third-party participants who do not work for the employer.
Q:
Which of the following employee groups does the last step of a conventional step-review appeal procedure involve?
a. The top management
b. The Human Resources specialists
c. A tribunal of department heads
d. A jury consisting of an equal number of supervisory and nonsupervisory employees
Q:
The employee complaint process that is most similar to a grievance procedure under a union contract is the:
a. open-door policy.
b. hearing officer complaint system.
c. peer-review system.
d. step-review system.
Q:
Alternative dispute resolution procedures, such as arbitration:
a. may be required of an employee by an employer in lieu of a lawsuit.
b. are legal only with a collective bargaining agreement in a union environment.
c. propose rather than impose a solution.
d. are prohibited by the Civil Rights Act except with public employees.
Q:
Which of the following complaint procedures is a unionized employee likely to use? a. A step-review system b. A hearing officer complaint system c. A grievance procedure d. A peer-review procedure
Q:
The interpretation of due process would include all of the following EXCEPT:
a. the right to fair discipline based on facts.
b. the right to appeal.
c. the right to legal representation.
d. the right to consistent and predictable management actions.
Q:
Termination meetings should be held:
a. in the manager's office.
b. at the employee's work station.
c. in the parking lot or outside the employer's premises.
d. in a neutral location, such as a conference room.
Q:
The ____ applies to federal agencies and to organizations supplying goods or services to the federal government; gives individuals the right to examine references regarding employment decisions.
a. Electronic Communications Privacy Act
b. Fair Credit Reporting Act
c. Privacy Act
d. Education Rights and Privacy Act
Q:
Before firing an employee, employers should apply the:
a. principles of just cause.
b. standards of employment conduct.
c. rules of fair employment.
d. policies of equity and responsibility.
Q:
An employer-paid decision-making leave:
a. gives employees time to consider a new job offer in other organizations.
b. is reserved for white-collar and scientific employees.
c. gives employees time to consider whether they wish to remain with the organization.
d. is often used to let an irate employee calm down.
Q:
In the second step of a positive discipline system to correct undesirable employee conduct, managers issue a to an employee to improve his or her unacceptable performance.
a. warning
b. reprimand
c. policy summary
d. written reminder
Q:
Joint discussion and problem-solving activities to overcome employee misconduct are central to:
a. progressive discipline programs.
b. positive discipline programs.
c. nondirective counseling programs.
d. management-by-objectives programs.
Q:
The ____ prohibits the interception, recording, or disclosure of wire, electronic, and aural communications through any electronic, mechanical, or other device.
a. Electronic Communications Privacy Act
b. Privacy Act
c. Family Education Rights and Privacy Act
d. Fair Credit Reporting Act
Q:
In a typical progressive discipline program, what step immediately precedes the termination of an employee?
a. A written warning
b. Formal discussions
c. An oral warning
d. Suspension
Q:
Discipline programs designed to motivate an employee to correct his or her misconduct voluntarily are known as:
a. hot-stove programs.
b. progressive discipline programs.
c. respect-discipline programs.
d. step help programs.
Q:
The _____ permits job applicants and employees to know of the existence and context of any credit files maintained on them.
a. Electronic Credits Privacy Act
b. Privacy Act
c. Federal Education Rights and Privacy Act
d. Fair Credit Reporting Act
Q:
In NLRB v Weingarten, Inc., the U.S. Supreme Court ruled that:
a. unionized employees have certain rights to representation when subjected to an investigatory interview.
b. once employers begin to investigate an employee by interviewing him/her, the court must interview all relevant witnesses.
c. all employees have a right to request representation when subjected to an investigative interview.
d. employees also have a right to interview witnesses in order to refute charges against them.
Q:
The ____ prohibits educational institutions from supplying information about students without prior consent.
a. Electronic Communications Privacy Act
b. Privacy Act
c. Federal Education Rights and Privacy Act
d. Fair Credit Reporting Act
Q:
Carmen, a new supervisor, wants to correctly document the poor performance of an employee.Which of the following actions would she NOT have to perform?
a. Performing a current performance appraisal of the employee.
b. Noting the date, time, and location of the misconduct.
c. Recording the consequences of the employee's action on the work unit.
d. Listing the negative behavior exhibited by the employee.
Q:
Which of the following questions should one consider when investigating an employee offense?
a. Does one have at least three sources of facts?
b. Is there evidence that the offense hurt the organization?
c. Is there both direct and indirect evidence of guilt?
d. Was the employee warned of the consequence at least two times?
Q:
The states that grant employees the privilege to see their personnel files generally does not provide:
a. the right to alter the details of one's personnel file.
b. the right to inspect one's own personnel file.
c. the right to a copy of one's personnel file.
d. the right to correct inaccurate data in the file.
Q:
A Gallup poll found that the average employee with Internet access spends more than _____ per day surfing websites that have nothing to do with their jobs.
a. one hour
b. two hours
c. three hours
d. four hours
Q:
____ places restrictions on employers in their ability to listen to telephone calls made by employees.
a. The Whistleblower Protection Act
b. The Americans Disabilities Act
c. The Privacy Act
d. The Electronic Communications Privacy Act
Q:
Illegal substances remain in urine for various periods of time: cocaine for approximately____, marijuana for ____ or longer.
a. 24 hours; one week
b. 48 hours; two weeks
c. 72 hours; three weeks
d. 96 hours; four weeks
Q:
Which of the following does NOTbelong in the disciplinary model?
a. Discharge
b. Negotiation and mediation
c. Due process
d. Disciplinary interviews
Q:
Which management group has the primary responsibility of developing disciplinary policies and procedures?
a. The legal department
b. The top-level management
c. The Human Resources department
d. The middle management
Q:
Which of the following actions does NOT reduce retaliation discharges?
a. Taking no adverse action against employees when they file complaints.
b. Publicizing employee complaints to place other employees on notice.
c. Being consistent and objective in the treatment of employees.
d. Harboring no animosity toward employees if they file discrimination lawsuits.
Q:
_____ is the most frequent equal employment opportunity (EEO) complaint.
a. Wrongful discharge
b. Discrimination
c. Retaliation
d. Harassment
Q:
The _____ requires that an employee's medical history be kept separately from other personal information.
a. Privacy Act
b. Fair Credit Reporting Act
c. Americans with Disabilities Act
d. Health Insurance Portability and Accountability Act