Section A Please indicate your answer by entering “T” or “F”
3. An employee committee with delegated managerial authority can take on the union’s role to “deal with” management.
4. According to the National Labor Relations Board (NLRB), child care is not a mandatory subject for collective bargaining.
5. In all unionized organizations, promotion decisions are solely based on seniority.
6. An employer can allow its employees access to its bulletin board, but prohibit union solicitation material from being displayed on the board.
7. Affirmation Action rights have generally been upheld over seniority rights in cases of layoffs when the two are in conflict.
8. An individual is precluded from suing under the civil rights laws if his claim has gone through arbitration under the collective bargaining agreement.
9. 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.
Section B Multiple Choice Question
6. Which of the following statements is true regarding a labor–management team created to consider employment issues in a unionized organization?
a. The creation of such teams is illegal when there is a union to represent the employees.
b. All the members of this team must be appointed by management.
c. Such a team can be created only when most employees support the incumbent union.
d. Such a team should contain more union members than management.
7. The law on successorship provides that if there is a genuine change in the collective bargaining representative, ________.
a. the successor representative can change only that part of the existing collective bargaining contract which deals with wages and hours of employment
b. the successor representative must obtain the approval of the management
c. the existing collective bargaining contract is not binding on the successor representative
d. the successor representative can renegotiate only the permissive bargaining items with management
8. 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
Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.
[order_calculator]