Question 1

Parol evidence in labor arbitration cases refers to only oral evidence that is contained within the four edges of the collective bargaining contract.

Accepted Answer

A) True 
 B)False  False

Question 2

A remedy for an employee whose competence on the job is in question is training.

Accepted Answer

A) True 
 B)False  True

Question 3

Usually, both parties have input in the selection of the arbitrator.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following would an arbitrator most likely consider lacking "just cause" for disciplining an employee?

Accepted Answer

A)  An employee who broke safety regulations as written in the handbook. 
B)  An employee who was docked a half-day's pay for two hours' tardiness, as were other employees. 
C)  An employee who was terminated after three other employees reported witnessing his/her theft of company property. 
D)  An employee who was immediately terminated by a supervisor who heard he/she had mistreated two customers. 
A)  An employee who broke safety regulations as written in the handbook. 
B)  An employee who was docked a half-day's pay for two hours' tardiness, as were other employees. 
C)  An employee who was terminated after three other employees reported witnessing his/her theft of company property. 
D)  An employee who was immediately terminated by a supervisor who heard he/she had mistreated two customers.

Question 5

In which situation would it be least likely for an employee's seniority to be broken?

Accepted Answer

A)  The employee is discharged. 
B)  The employee is on military leave. 
C)  The employee is laid off for six years. 
D)  The employee fails to report to work for one week without reason. 
A)  The employee is discharged. 
B)  The employee is on military leave. 
C)  The employee is laid off for six years. 
D)  The employee fails to report to work for one week without reason.

Question 6

The arbitration process is not required to use legal rules of evidence.

Accepted Answer

A) True 
 B)False

Question 7

Generally arbitrators have considered many managerial rights not covered by an agreement to be retained by ________.

Accepted Answer

A)  Grievant 
B)  Management 
C)  Attorney 
D)  Arbitrator 
A)  Grievant 
B)  Management 
C)  Attorney 
D)  Arbitrator

Question 8

The common law of the shop is recognition of the bargaining history of those in a different industry.

Accepted Answer

A) True 
 B)False

Question 9

In the year 2003, there were _____ arbitration issues.

Accepted Answer

A)  2,629 
B)  2,581 
C)  1,902 
D)  2,314 
A)  2,629 
B)  2,581 
C)  1,902 
D)  2,314

Question 10

The ____ is both judge and jury in deciding an arbitration.

Accepted Answer

A)  Supreme Court 
B)  Witness 
C)  Lawyer 
D)  Arbitrator 
A)  Supreme Court 
B)  Witness 
C)  Lawyer 
D)  Arbitrator

Question 11

In general, if arbitrators recognize incompetence, this should not be treated the same as other disciplinary problems.

Accepted Answer

A) True 
 B)False

Question 12

Arbitrators have generally agreed that the _____________ requirement is not limited to days immediately preceding and following the holiday.

Accepted Answer

A)  Time off 
B)  bonus 
C)  Common holiday attendance 
D)  Holiday pay 
A)  Time off 
B)  bonus 
C)  Common holiday attendance 
D)  Holiday pay

Question 13

Both parties are always allowed to question the grievant during an arbitration hearing.

Accepted Answer

A) True 
 B)False

Question 14

The arbitration hearing procedure is bound by National Labor Relations Act guidelines.

Accepted Answer

A) True 
 B)False

Question 15

Tripartite arbitration boards usually reach a decision unanimously.

Accepted Answer

A) True 
 B)False

Question 16

Arbitrators generally award ________ to workers who miss working a day surrounding the holiday if it was not the fault of the worker.

Accepted Answer

A)  Holiday pay 
B)  Time off 
C)  A bonus 
D)  Common holiday attendance 
A)  Holiday pay 
B)  Time off 
C)  A bonus 
D)  Common holiday attendance

Question 17

The purpose of seniority is to:

Accepted Answer

A)  Provide maximum security to workers with the longest continuous service. 
B)  Provide job security to union leaders. 
C)  Provide maximum security to older employees. 
D)  Provide a "perk" to the most meritorious employees. 
A)  Provide maximum security to workers with the longest continuous service. 
B)  Provide job security to union leaders. 
C)  Provide maximum security to older employees. 
D)  Provide a "perk" to the most meritorious employees.

Question 18

The use of arbitration in settling grievances has reduced the use of labor strikes and walkouts.

Accepted Answer

A) True 
 B)False

Question 19

The significant aspects of the Steelworkers Trilogy cases did not contain which of the following?

Accepted Answer

A)  Interpretation of the agreement is for the arbitrator, not the courts. 
B)  The courts should not weigh the merits of a grievance when the contract calls for an arbitrator to do so. 
C)  The arbitrator's source of law is limited to the expressed provisions of the contract. 
D)  Industry practice is part of the agreement, although not expressed in it. 
A)  Interpretation of the agreement is for the arbitrator, not the courts. 
B)  The courts should not weigh the merits of a grievance when the contract calls for an arbitrator to do so. 
C)  The arbitrator's source of law is limited to the expressed provisions of the contract. 
D)  Industry practice is part of the agreement, although not expressed in it.

Question 20

In comparison to the court process, the arbitration of grievances:

Accepted Answer

A)  Is slower. 
B)  Is more expensive. 
C)  Favors court judges over individuals. 
D)  Is accepted by labor and management. 
A)  Is slower. 
B)  Is more expensive. 
C)  Favors court judges over individuals. 
D)  Is accepted by labor and management.

Parol evidence in labor arbitration cases refers to only oral evidence that is contained within the four edges of the collective bargaining contract.

A remedy for an employee whose competence on the job is in question is training.

Usually, both parties have input in the selection of the arbitrator.

Which of the following would an arbitrator most likely consider lacking "just cause" for disciplining an employee?

In which situation would it be least likely for an employee's seniority to be broken?

The arbitration process is not required to use legal rules of evidence.

Generally arbitrators have considered many managerial rights not covered by an agreement to be retained by ________.

The common law of the shop is recognition of the bargaining history of those in a different industry.

In the year 2003, there were _____ arbitration issues.

The ____ is both judge and jury in deciding an arbitration.

In general, if arbitrators recognize incompetence, this should not be treated the same as other disciplinary problems.

Arbitrators have generally agreed that the _____________ requirement is not limited to days immediately preceding and following the holiday.

Both parties are always allowed to question the grievant during an arbitration hearing.

The arbitration hearing procedure is bound by National Labor Relations Act guidelines.

Tripartite arbitration boards usually reach a decision unanimously.

Arbitrators generally award ________ to workers who miss working a day surrounding the holiday if it was not the fault of the worker.

The purpose of seniority is to:

The use of arbitration in settling grievances has reduced the use of labor strikes and walkouts.

The significant aspects of the Steelworkers Trilogy cases did not contain which of the following?

In comparison to the court process, the arbitration of grievances:

The American Labor Movement

The Changing Workplace

Establishing a Bargaining Process

Organizational Campaigns

The Negotiation Process

Collective Bargaining: Strategies and Tactics

Compensation Issues

Employee Benefits

Seniority Rights

Contract Implementation

Grievance and Disciplinary Procedures

Comparative Global Industrial Relations

Filters

Exam 12: The Arbitration Process

Parol evidence in labor arbitration cases refers to only oral evidence that is contained within the four edges of the collective bargaining contract.

A remedy for an employee whose competence on the job is in question is training.

Usually, both parties have input in the selection of the arbitrator.

Which of the following would an arbitrator most likely consider lacking "just cause" for disciplining an employee?

In which situation would it be least likely for an employee's seniority to be broken?

The arbitration process is not required to use legal rules of evidence.

Generally arbitrators have considered many managerial rights not covered by an agreement to be retained by ________.

The common law of the shop is recognition of the bargaining history of those in a different industry.

In the year 2003, there were _____ arbitration issues.

The ____ is both judge and jury in deciding an arbitration.

In general, if arbitrators recognize incompetence, this should not be treated the same as other disciplinary problems.

Arbitrators have generally agreed that the _____________ requirement is not limited to days immediately preceding and following the holiday.

Both parties are always allowed to question the grievant during an arbitration hearing.

The arbitration hearing procedure is bound by National Labor Relations Act guidelines.

Tripartite arbitration boards usually reach a decision unanimously.

Arbitrators generally award ________ to workers who miss working a day surrounding the holiday if it was not the fault of the worker.

The purpose of seniority is to:

The use of arbitration in settling grievances has reduced the use of labor strikes and walkouts.

The significant aspects of the Steelworkers Trilogy cases did not contain which of the following?

In comparison to the court process, the arbitration of grievances:

The American Labor Movement

The Changing Workplace

Establishing a Bargaining Process

Organizational Campaigns

The Negotiation Process

Collective Bargaining: Strategies and Tactics

Compensation Issues

Employee Benefits

Seniority Rights

Contract Implementation

Grievance and Disciplinary Procedures

Comparative Global Industrial Relations

Filters