Question 1

A personnel file (record) is a legal document. The employee's right to see the content of the file is governed first by which of the following?

Accepted Answer

A)  any laws related to that access 
B)  federal law 
C)  union contract 
D)  federal law and then union contract 
A)  any laws related to that access 
B)  federal law 
C)  union contract 
D)  federal law and then union contract A

Question 2

______________ is the keystone to carrying out disciplinary action when operating with a union contract.

Accepted Answer

A)  documentation 
B)  positive discipline 
C)  contract negotiation 
D)  transactional leadership 
A)  documentation 
B)  positive discipline 
C)  contract negotiation 
D)  transactional leadership A

Question 3

Which of the following must be present for a contractual bond to be established:

Accepted Answer

A)  a legal and valuable consideration 
B)  all parties to the contract receive equal value 
C)  the contract gives one of the party rights over the other party 
D)  the contract makes only one of the party responsible to the other party 
A)  a legal and valuable consideration 
B)  all parties to the contract receive equal value 
C)  the contract gives one of the party rights over the other party 
D)  the contract makes only one of the party responsible to the other party A

Question 4

Which of the following is not an example of the type of policy that needs to be aligned with the union contract?

Accepted Answer

A)  management vacation policy 
B)  work schedule 
C)  safety procedures 
D)  promotion 
A)  management vacation policy 
B)  work schedule 
C)  safety procedures 
D)  promotion

Question 5

The performance review should always be:

Accepted Answer

A)  well documented. 
B)  positive in nature. 
C)  based on the direct manager's short-term memory 
D)  based primarily on the observations of the general manager 
A)  well documented. 
B)  positive in nature. 
C)  based on the direct manager's short-term memory 
D)  based primarily on the observations of the general manager

Question 6

Which of the following is one of the five steps in the human resource officer or manager's preparation for contract negotiation?

Accepted Answer

A)  Look at comparable companies 
B)  A notice of the impending negotiations must be given, in most cases, seven days in advance 
C)  Call for an employee vote to approve the start of negotiations 
D)  Notice of intent to move forward with the negotiations to the union, in most cases, seven days in advance 
A)  Look at comparable companies 
B)  A notice of the impending negotiations must be given, in most cases, seven days in advance 
C)  Call for an employee vote to approve the start of negotiations 
D)  Notice of intent to move forward with the negotiations to the union, in most cases, seven days in advance

Question 7

Examples of items the contract provisions will generally specify in regard to performance evaluation include which of the following?

Accepted Answer

A)  the role of evaluation in pay increases and promotion 
B)  a provision calling for promotion from within and preferential treatment of existing employees represented by the union 
C)  a provision related to employee access to their personnel file 
D)  unless there is irreproachable evidence, the manager or human resource officer should be prepared for the employee to file a grievance 
A)  the role of evaluation in pay increases and promotion 
B)  a provision calling for promotion from within and preferential treatment of existing employees represented by the union 
C)  a provision related to employee access to their personnel file 
D)  unless there is irreproachable evidence, the manager or human resource officer should be prepared for the employee to file a grievance

Question 8

Examples of items the contract provisions will generally specify in regard to hiring personnel include which of the following?

Accepted Answer

A)  the role of evaluation in pay increases and promotion 
B)  a provision calling for promotion from within and preferential treatment of existing employees represented by the union 
C)  a provision related to employee access to their personnel file 
D)  unless there is irreproachable evidence, the manager or human resource officer should be prepared for the employee to file a grievance 
A)  the role of evaluation in pay increases and promotion 
B)  a provision calling for promotion from within and preferential treatment of existing employees represented by the union 
C)  a provision related to employee access to their personnel file 
D)  unless there is irreproachable evidence, the manager or human resource officer should be prepared for the employee to file a grievance

Question 9

Collective bargaining:

Accepted Answer

A)  is the negotiation process 
B)  is union formation 
C)  is grievance arbitration 
D)  is the formation of a collective's draft contract 
A)  is the negotiation process 
B)  is union formation 
C)  is grievance arbitration 
D)  is the formation of a collective's draft contract

Question 10

In all situations the content of the personnel file should be:

Accepted Answer

A)  limited to work related material. 
B)  made available only to managers 
C)  include any material that comes to the knowledge of the managers and human resource officer 
D)  should contain no document more than 1 year old 
A)  limited to work related material. 
B)  made available only to managers 
C)  include any material that comes to the knowledge of the managers and human resource officer 
D)  should contain no document more than 1 year old

Question 11

The union contract will almost always have provisions specifying the steps required before disciplinary action can take place. These steps are generally what is termed:

Accepted Answer

A)  progressive discipline 
B)  positive discipline 
C)  collective discipline 
D)  assisted discipline 
A)  progressive discipline 
B)  positive discipline 
C)  collective discipline 
D)  assisted discipline

Question 12

In contract negotiations the union representing a specific group is the:

Accepted Answer

A)  bargaining agent 
B)  collective agent 
C)  bargaining unit 
D)  collective unionist 
A)  bargaining agent 
B)  collective agent 
C)  bargaining unit 
D)  collective unionist

Question 13

The right of the employees to form unions was reaffirmed in 1935 by the:

Accepted Answer

A)  National Labor Relations Act 
B)  Labor-Management Relations Act 
C)  Labor-Management Reporting and Disclosure Act 
D)  Labor-Management Standards Act 
A)  National Labor Relations Act 
B)  Labor-Management Relations Act 
C)  Labor-Management Reporting and Disclosure Act 
D)  Labor-Management Standards Act

Question 14

The duty of the human resource officer when a grievance is filed:

Accepted Answer

A)  is to carry out an impartial investigation 
B)  is to fairly represent the interest of the employee 
C)  is to work to resolve the issue with a compromise between the two parties 
D)  is to quickly move the grievance to arbitration 
A)  is to carry out an impartial investigation 
B)  is to fairly represent the interest of the employee 
C)  is to work to resolve the issue with a compromise between the two parties 
D)  is to quickly move the grievance to arbitration

Question 15

Which of the following is a definition of a trade/labor union?

Accepted Answer

A)  A group of workers joined together in a specific type of organization for the purpose of improving their working conditions as well as to help in promoting the common interests of the group. 
B)  An association of employees formed to improve their incomes and working conditions by collective bar- gaining with the employer or employer organizations. 
C)  An organization of wage earners or salaried employees for mutual aid and protection and for dealing col- lectively with employers; trade union. 
D)  All of the above 
A)  A group of workers joined together in a specific type of organization for the purpose of improving their working conditions as well as to help in promoting the common interests of the group. 
B)  An association of employees formed to improve their incomes and working conditions by collective bar- gaining with the employer or employer organizations. 
C)  An organization of wage earners or salaried employees for mutual aid and protection and for dealing col- lectively with employers; trade union. 
D)  All of the above

Question 16

Performance evaluation will generally be covered by the contract. Examples of items the provisions will generally specify in regard to performance evaluation are which of the following?

Accepted Answer

A)  the number of performance reviews during a year 
B)  the evaluation process 
C)  the evaluation criteria 
D)  all of the above 
A)  the number of performance reviews during a year 
B)  the evaluation process 
C)  the evaluation criteria 
D)  all of the above

Question 17

Development of personnel policies when a contract is enforce requires which of the following?

Accepted Answer

A)  constant reference to the provisions of the contract 
B)  remembering the employer is obligated to maintain accurate records for each person employed by the company 
C)  providing the specific criteria for the qualifications of positions to the union representative 
D)  involvement of a union and/or employee representative in the policy development process 
A)  constant reference to the provisions of the contract 
B)  remembering the employer is obligated to maintain accurate records for each person employed by the company 
C)  providing the specific criteria for the qualifications of positions to the union representative 
D)  involvement of a union and/or employee representative in the policy development process

Question 18

The contract will generally provide which of the following?

Accepted Answer

A)  specific criteria for the qualifications of positions represented by the union. 
B)  specific start date of positions represented by the union. 
C)  specific age category of each position represented by the union. 
D)  specific gender restrictions of positions represented by the union. 
A)  specific criteria for the qualifications of positions represented by the union. 
B)  specific start date of positions represented by the union. 
C)  specific age category of each position represented by the union. 
D)  specific gender restrictions of positions represented by the union.

A personnel file (record) is a legal document. The employee's right to see the content of the file is governed first by which of the following?

______________ is the keystone to carrying out disciplinary action when operating with a union contract.

Which of the following must be present for a contractual bond to be established:

Which of the following is not an example of the type of policy that needs to be aligned with the union contract?

The performance review should always be:

Which of the following is one of the five steps in the human resource officer or manager's preparation for contract negotiation?

Examples of items the contract provisions will generally specify in regard to performance evaluation include which of the following?

Examples of items the contract provisions will generally specify in regard to hiring personnel include which of the following?

Collective bargaining:

In all situations the content of the personnel file should be:

The union contract will almost always have provisions specifying the steps required before disciplinary action can take place. These steps are generally what is termed:

In contract negotiations the union representing a specific group is the:

The right of the employees to form unions was reaffirmed in 1935 by the:

The duty of the human resource officer when a grievance is filed:

Which of the following is a definition of a trade/labor union?

Performance evaluation will generally be covered by the contract. Examples of items the provisions will generally specify in regard to performance evaluation are which of the following?

Development of personnel policies when a contract is enforce requires which of the following?

The contract will generally provide which of the following?

Management

Supervision

Legal Aspects

Recruiting and Hiring Personnel

Compensation, Benefits and Staff Scheduling

Staff Training

Orientation and Socialization

Performance Evaluation

Environment in the Workplace

Motivation

Building Teams

Respect in the Workplace

Discipline

Filters

Exam 14: Management in a Union Environment

A personnel file (record) is a legal document. The employee's right to see the content of the file is governed first by which of the following?

______________ is the keystone to carrying out disciplinary action when operating with a union contract.

Which of the following must be present for a contractual bond to be established:

Which of the following is not an example of the type of policy that needs to be aligned with the union contract?

The performance review should always be:

Which of the following is one of the five steps in the human resource officer or manager's preparation for contract negotiation?

Examples of items the contract provisions will generally specify in regard to performance evaluation include which of the following?

Examples of items the contract provisions will generally specify in regard to hiring personnel include which of the following?

Collective bargaining:

In all situations the content of the personnel file should be:

The union contract will almost always have provisions specifying the steps required before disciplinary action can take place. These steps are generally what is termed:

In contract negotiations the union representing a specific group is the:

The right of the employees to form unions was reaffirmed in 1935 by the:

The duty of the human resource officer when a grievance is filed:

Which of the following is a definition of a trade/labor union?

Performance evaluation will generally be covered by the contract. Examples of items the provisions will generally specify in regard to performance evaluation are which of the following?

Development of personnel policies when a contract is enforce requires which of the following?

The contract will generally provide which of the following?

Management

Supervision

Legal Aspects

Recruiting and Hiring Personnel

Compensation, Benefits and Staff Scheduling

Staff Training

Orientation and Socialization

Performance Evaluation

Environment in the Workplace

Motivation

Building Teams

Respect in the Workplace

Discipline

Filters