Q&A Hero

Q: Due to the Equal Pay Act of 1963, women are now paid same wages as of men for similarly held positions. a. True b. False

Q: The comparable worth formula is used to set salary rates. a. True b. False

Q: Workers' compensation and unemployment insurance are funded by employee taxes. a. True b. False

Q: Social Security benefits are financed by a payroll tax paid by both employer and employee. a. True b. False

Q: Supervisors and managers are responsible for sexual harassment measures. a. True b. False

Q: Victims of workplace sex discrimination are prohibited from recovering punitive damages from their employers. a. True b. False

Q: The EEOC is the primary agency enforcing equal employment opportunity legislation. a. True b. False

Q: Older workers and persons with disabilities are not covered under equal employment opportunity laws. a. True b. False

Q: The Civil Rights Act of 1964 does not specifically mention discrimination based on sex. a. True b. False

Q: The size and structure of an organization have no impact on whether grievance procedures are formal or informal. a. True b. False

Q: The goals of the union steward and the supervisor are the same: to maximize the workers' productivity. a. True b. False

Q: Under a typical labor contract, supervisors do not have the right to recommend promotions and pay raises for workers. a. True b. False

Q: Because supervisors are the key person as far as employees are concerned, they are an employer's first line of defense against the entry of a union. a. True b. False

Q: Once the union agreement has been signed, managements have to live with the contract until it is time to negotiate another one. a. True b. False

Q: A lockout consists of opening company premises only to upper level managers. a. True b. False

Q: It is illegal for a company to stage a lockout and refuse to let employees work. a. True b. False

Q: Strikes occur when negotiations for renewing most union contracts are taking place. a. True b. False

Q: Supervisors must be consulted at each step of collective bargaining. a. True b. False

Q: Arbitrators can make decisions that are binding for both the union and management. a. True b. False

Q: Prohibiting solicitation is an unfair labor practice. a. True b. False

Q: Supervisors can prevent union representatives from soliciting membership during nonworking time. a. True b. False

Q: One of the union's major appeals is job protection for employees.

Q: If a majority of voting employees vote for a union, the union is named as the exclusive representative of the employees in their dealings with management. a. True b. False

Q: Management does not have the right to voluntarily recognize the union. a. True b. False

Q: Supervisors are advised to give their opinions on unions and union leaders when a union attempts to organize within their organization. a. True b. False

Q: Before the union calls, the business should reduce employee benefits. a. True b. False

Q: Employment practices based on seniority are a cardinal belief of labor unions. a. True b. False

Q: The basic concepts of unionism were developed during the late 1880s under the leadership of Samuel Gompers. a. True b. False

Q: The NLRB has the power to enforce the basic labor laws. a. True b. False

Q: The Landrum-Griffin Act contains an employees' bill of rights that protects employees from possible abuse by unscrupulous managers and union leaders.

Q: The Wagner Act provided both unionized and union-free workers with the right to engage in protected concerted activity for mutual aid and protection. a. True b. False

Q: In an agency shop agreement, all employees must join the union or be fired. a. True b. False

Q: Under a union shop agreement, all employees must pay union dues even if they choose not to join the union. a. True b. False

Q: The Wagner Act specified unfair practices that unions might commit against workers and management. a. True b. False

Q: The law forming the legal basis for union-management relations is the Wagner Act, as later amended. a. True b. False

Q: Small businesses encourage union membership. a. True b. False

Q: The emergence of a more educated and technologically oriented service worker is one of the reasons for declining union membership. a. True b. False

Q: One of the reasons for declining union membership is that many issues are now the subjects of extensive legislation and government regulation. a. True b. False

Q: As of the year 2003, union membership has been at a steady incline. a. True b. False

Q: By the end of the 19th century, the concentration of wealth and industry in the hands of a few businessmen prevented abuse against workers. a. True b. False

Q: Industrial unions differ from craft unions in that all workers in a given industry, such as craftsmen, unskilled workers, and clerical employees, belong to the same union. a. True b. False

Q: Employees were generally ill-treated in the early colonies because of a shortage of jobs and an oversupply of labor. a. True b. False

Q: The late 19th century was a time in which workers were fairly treated by management, leading to union decline. a. True b. False

Q: Management's freedom of choice has been increased by unions. a. True b. False

Q: Labor unions have more bargaining strength than individual employees do in negotiating with an employer. a. True b. False

Q: What did the Equal Pay Act attempt to achieve, and what has happened since the Act was passed?

Q: Identify the benefits employees are legally entitled to by their employers.

Q: Discuss the supervisor's role in dealing with sexual harassment.

Q: What are the primary laws affecting equal employment opportunity?

Q: Describe a typical grievance procedure in a unionized organization.

Q: Discuss some of the rights that supervisors have, given the presence of a union agreement.

Q: Describe the typical clauses in a union contract.

Q: If no agreement is reached in collective bargaining, an impasse develops. At this point, what are the options for union leaders and company officers?

Q: To what desires of employees do union organizers appeal to?

Q: Describe the process a union uses to organize a business?

Q: What are the major union principles and objectives, and how do unions achieve these?

Q: List the major desires of employees for which union organizers present an appeal to employers.

Q: What are the three main laws governing labor relations? Discuss the major provisions of each.

Q: Identify the reasons to explain declining union membership.

Q: What is the difference between craft unions and industrial unions?

Q: Discuss how unions developed in the U.S.

Q: Define a labor union.

Q: Under the Fair Labor Standards Act, are covered and must be paid at least the minimum wage. a. contingency workers b. nonexempt employees c. supervisors d. production managers

Q: What are the four principles of effective discipline?

Q: Describe the fives steps that are part of the progressive discipline process.

Q: In your own words, give a definition for discipline.

Q: Why are appraisal interviews difficult for the supervisor?

Q: Identify some specific reasons for appraising employee performance.

Q: Briefly discuss how the performance appraisal operates.

Q: Why is orientation of new employees important? What is usually involved?

Q: How can an employer use preemployment testing to evaluate potential employees? Describe some of the tests that can be used.

Q: Describe a typical procedure for selecting employees for a specific job.

Q: Like almost all aspects of supervision, selecting, and training employees are shared tasks, though the primary responsibility should be left to supervisors. How are these responsibilities to be divided?

Q: According to the an employer can dismiss an employee for any reason. a. due process b. disciplinary restraint c. termination-at-will rule d. disciplinary layoff

Q: A disciplinary layoff: a. is usually handled by the supervisor. b. is usually given with pay. c. is used if previous warnings have been ineffective. d. is always effective as a disciplinary measure.

Q: When a supervisor disciplines an employee, the supervisor: a. should try to retain a normal relationship with that person. b. should apologize as soon as possible. c. should try to change the employee's personality. d. should chastise the employee.

Q: If two people commit the same offense under the same circumstances, . a. the supervisor should consider the relative worth of each employee to the organization b. both offenders should receive the same punishment according to the organization's policy c. punishment should be delayed until the supervisor can consult with higher management d. the personalities of offenders should be taken into account before administering punishment

Q: The supervisor should deal with honest mistakes made by an employee through: a. oral warning. b. counseling. c. written reprimand. d. suspension.

Q: When an intolerable employee offense occurs, the employee should be: a. verbally warned. b. demoted. c. discharged. d. suspended.

Q: With a graduated scale of penalties, . a. the types of disciplinary actions are decided without consulting unions b. management cannot discharge an employee for an intolerable offense c. the punishment becomes more severe after the offense is repeated d. the first oral warning goes into the employee's records