Question 1

Under the NLRB, unfair labor practice strikes are:

Accepted Answer

A) personal activity. 
B) protected activity. 
C) criminal act. 
D) not acceptable. 
A) personal activity. 
B) protected activity. 
C) criminal act. 
D) not acceptable.

Question 2

In NLRB v. City Disposal Systems , the Court of Appeals concluded that the Brown's refusal was not a(n)_____ according to Section 7 of the NLRA.

Accepted Answer

A) concerted activity 
B) protected activity 
C) unfair labor practice 
D) unlawful activity 
A) concerted activity 
B) protected activity 
C) unfair labor practice 
D) unlawful activity

Question 3

Violence and surveillance by employers on employees violate Section 8(a) (1)because they interfere with the free exercise of the employees' Section 7 rights.

Accepted Answer

A) True 
 B)False

Question 4

An employer violates Section 8(a) (2)when he/she creates a union that allows:

Accepted Answer

A) employees to collectively bargain. 
B) management to retain complete control. 
C) employees to retain control. 
D) the National Labor Relations Board to retain complete control. 
A) employees to collectively bargain. 
B) management to retain complete control. 
C) employees to retain control. 
D) the National Labor Relations Board to retain complete control.

Question 5

Weingarten rights are not available to nonunion employees.

Accepted Answer

A) True 
 B)False

Question 6

A list of unfair labor practices by both employers and unions is defined in the:

Accepted Answer

A) Age Discrimination in Employment Act. 
B) National Labor Relations Act. 
C) National Industrial Recovery Act. 
D) Civil Rights Act. 
A) Age Discrimination in Employment Act. 
B) National Labor Relations Act. 
C) National Industrial Recovery Act. 
D) Civil Rights Act.

Question 7

A temporary withdrawal of employment to pressure employees to agree to the employer's bargaining proposals is known as a:

Accepted Answer

A) bailout. 
B) lockout. 
C) closure. 
D) freeze. 
A) bailout. 
B) lockout. 
C) closure. 
D) freeze.

Question 8

Unfair labor practices by employers interfere with employees in exercise of their rights under:

Accepted Answer

A) Section 4 of Employer and Labor Relations Act. 
B) Section 5 of Worker's Compensation Act. 
C) Section 6(a)of Payment of Wages Act. 
D) Section 7 of National Labor Relations Act. 
A) Section 4 of Employer and Labor Relations Act. 
B) Section 5 of Worker's Compensation Act. 
C) Section 6(a)of Payment of Wages Act. 
D) Section 7 of National Labor Relations Act.

Question 9

Which section of National Labor Relations Act speaks about the rights of employees?

Accepted Answer

Employees can exercise their rights unde

Question 10

What are antiunion remarks?

Accepted Answer

During a union organizing campaign, the

Question 11

Which guidelines should be followed when employer conducts a poll of his employees?

Accepted Answer

The following guidelines should be follo

Question 12

If an employer is forced by a union to hire only applicants who are satisfactory to the union, this is a violation under:

Accepted Answer

A) Section 8(a) (3). 
B) Section 8(b) (2). 
C) Section 9(a). 
D) Section 10. 
A) Section 8(a) (3). 
B) Section 8(b) (2). 
C) Section 9(a). 
D) Section 10.

Question 13

Section 8(a) (1)and Section 8(b) (1)of NLRB, prohibits:

Accepted Answer

A) union organizing campaigns. 
B) strikes by employees. 
C) coercion and restraint of employees. 
D) poll conducted by employers. 
A) union organizing campaigns. 
B) strikes by employees. 
C) coercion and restraint of employees. 
D) poll conducted by employers.

Question 14

If the employer's work rule restricts protected activity under Section 7, it is a violation under Section 8(a) (1).

Accepted Answer

A) True 
 B)False

Question 15

In NLRB v. Brown , Supreme Court held that the employers' attempt to remain open for business using temporary replacements was a measure reasonably related to the legitimate business purpose of preserving the integrity of the multiemployer bargaining unit and has not violated both:

Accepted Answer

A) Section 8(a) (1)or 8(a) (3). 
B) Section 9(a)or Section 10(e). 
C) Section 7 or Section 8(b) (3). 
D) Section 8(c)Section 8(a) (5). 
A) Section 8(a) (1)or 8(a) (3). 
B) Section 9(a)or Section 10(e). 
C) Section 7 or Section 8(b) (3). 
D) Section 8(c)Section 8(a) (5).

Question 16

When an employer is charged under Section 8(a) (3)for refusing to hire an applicant whom the employer suspects to be a union organizer, which of the following can the employer use to defend his decision?

Accepted Answer

A) By raising a reasonable question as to the applicant's actual interest in working for the employer 
B) By citing the employers' rights as defined in Section 7 of the NLRA to defend against the labor practice 
C) By citing the closed shop agreements in place in the firm 
D) By agreeing to establish and administer in-house unions 
A) By raising a reasonable question as to the applicant's actual interest in working for the employer 
B) By citing the employers' rights as defined in Section 7 of the NLRA to defend against the labor practice 
C) By citing the closed shop agreements in place in the firm 
D) By agreeing to establish and administer in-house unions

Question 17

Section 8(b) (2)is violated when unions force employers to:

Accepted Answer

A) discriminate employees because of his internal union activities. 
B) form in-house unions. 
C) form collective bargaining units. 
D) allow them to engage in Whipsaw Strikes. 
A) discriminate employees because of his internal union activities. 
B) form in-house unions. 
C) form collective bargaining units. 
D) allow them to engage in Whipsaw Strikes.

Question 18

Section 8(a) (3)and Section 8(b) (2)prohibit discrimination to encourage or discourage union membership.

Accepted Answer

A) True 
 B)False

Question 19

Many employer violations of Section 8(a) (1)occur in the context of union organizing campaigns, and usually involve restrictions on the soliciting activities of employees or coercive or threatening remarks made by the employer.

Accepted Answer

A) True 
 B)False

Question 20

Management at Freedom Solar Technologies Inc. supported a captive union in their company that, while creating an impression of collective input, allowed management control. As this type of employer domination is outlawed under Section 8(a) (2), the company may apply any of the remedies mentioned below except :

Accepted Answer

A) to disband an in-house or captive union. 
B) to support and encourage the majority union. 
C) to cancel any agreements reached with the union. 
D) to cease recognizing the union. 
A) to disband an in-house or captive union. 
B) to support and encourage the majority union. 
C) to cancel any agreements reached with the union. 
D) to cease recognizing the union.

Exam 14: Unfair Labor Practices by Employers and Unions

Under the NLRB, unfair labor practice strikes are:

In NLRB v. City Disposal Systems , the Court of Appeals concluded that the Brown's refusal was not a(n)_____ according to Section 7 of the NLRA.

Violence and surveillance by employers on employees violate Section 8(a) (1)because they interfere with the free exercise of the employees' Section 7 rights.

An employer violates Section 8(a) (2)when he/she creates a union that allows:

Weingarten rights are not available to nonunion employees.

A list of unfair labor practices by both employers and unions is defined in the:

A temporary withdrawal of employment to pressure employees to agree to the employer's bargaining proposals is known as a:

Unfair labor practices by employers interfere with employees in exercise of their rights under:

Which section of National Labor Relations Act speaks about the rights of employees?

What are antiunion remarks?

Which guidelines should be followed when employer conducts a poll of his employees?

If an employer is forced by a union to hire only applicants who are satisfactory to the union, this is a violation under:

Section 8(a) (1)and Section 8(b) (1)of NLRB, prohibits:

If the employer's work rule restricts protected activity under Section 7, it is a violation under Section 8(a) (1).

In NLRB v. Brown , Supreme Court held that the employers' attempt to remain open for business using temporary replacements was a measure reasonably related to the legitimate business purpose of preserving the integrity of the multiemployer bargaining unit and has not violated both:

When an employer is charged under Section 8(a) (3)for refusing to hire an applicant whom the employer suspects to be a union organizer, which of the following can the employer use to defend his decision?

Section 8(b) (2)is violated when unions force employers to:

Section 8(a) (3)and Section 8(b) (2)prohibit discrimination to encourage or discourage union membership.

Many employer violations of Section 8(a) (1)occur in the context of union organizing campaigns, and usually involve restrictions on the soliciting activities of employees or coercive or threatening remarks made by the employer.

First the Forest, Then the Trees: an Overview of Employment and Labor Law

Employment Contracts and Wrongful Discharge

Commonly Committed Workplace Torts

Employee Privacy Rights in the 21st Century

The Global Perspective: International Employment Law and American Immigration Policy

Title Vii of the Civil Rights Act and Race Discrimination

Gender and Family Issues: Title Vii and Other Legislation

Discrimination Based on Religion and National Origin and Procedures Under Title Vii

Discrimination Based on Age

Discrimination Based on Disability

Other Equal Employment Opportunity and Employment Legislation: Federal and State Laws

The Rise of Organized Labor and Its Regulatory Framework

The Unionization Process

Collective Bargaining

Picketing and Strikes

The Enforcement and Administration of the Collective Agreement

The Rights of Union Members

Public Sector Labor Relations

Occupational Safety and Health

The Employees Safety Nets: Unemployment and Workers Compensation, Social Security, and Retirement Plans

The Fair Labor Standards Act

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