Question 1

_____% of all manufacturing contracts include "violation of leave provision" as a reason for immediate dismissal.

Accepted Answer

A)  20 
B)  34 
C)  15 
D)  61 
A)  20 
B)  34 
C)  15 
D)  61 D

Question 2

Total satisfactory employee attendance, conduct, and productivity can be achieved without disciplinary procedures.

Accepted Answer

A) True 
 B)False  False

Question 3

_____% of all manufacturing contracts include "unauthorized strike participation" as a reason for immediate dismissal.

Accepted Answer

A)  20 
B)  34 
C)  15 
D)  47 
A)  20 
B)  34 
C)  15 
D)  47 D

Question 4

The Labor Management Relations Act prohibits disciplinary action against employees for:

Accepted Answer

A)  Union-related activity. 
B)  Absenteeism 
C)  Tardiness. 
D)  Insubordination. 
A)  Union-related activity. 
B)  Absenteeism 
C)  Tardiness. 
D)  Insubordination.

Question 5

_____% of all nonmanufacturing contracts include "misconduct" as a reason for immediate dismissal.

Accepted Answer

A)  20 
B)  34 
C)  11 
D)  61 
A)  20 
B)  34 
C)  11 
D)  61

Question 6

When counseling an employee who requires discipline, which of the following should the supervisor not discuss?

Accepted Answer

A)  The exact problem that occurred. 
B)  How the problem could be corrected. 
C)  The discipline action to be taken. 
D)  Other employees' similar problems. 
A)  The exact problem that occurred. 
B)  How the problem could be corrected. 
C)  The discipline action to be taken. 
D)  Other employees' similar problems.

Question 7

Which of the following questions would not help a steward investigate a grievance?

Accepted Answer

A)  What happened and when? 
B)  Who was involved? 
C)  Where did it happen? 
D)  What can the union gain from the grievance? 
A)  What happened and when? 
B)  Who was involved? 
C)  Where did it happen? 
D)  What can the union gain from the grievance?

Question 8

Sometimes employees and union officials file grievances to demonstrate their authority and influence.

Accepted Answer

A) True 
 B)False

Question 9

Approximately what percentage of all collective bargaining agreements provide for binding arbitration as the final step in the grievance process?

Accepted Answer

A)  50% 
B)  75% 
C)  85% 
D)  95% 
A)  50% 
B)  75% 
C)  85% 
D)  95%

Question 10

Willful destruction of substantial company property would likely result in an uncontested termination.

Accepted Answer

A) True 
 B)False

Question 11

A good rule for remembering the crucial facts in a grievance is the "5Ws rule."

Accepted Answer

A) True 
 B)False

Question 12

Both sides try to settle a grievance before arbitration because they realize either side may totally lose if the case is taken to an arbitrator.

Accepted Answer

A) True 
 B)False

Question 13

Most grievances are settled in the last step of the grievance procedure before arbitration.

Accepted Answer

A) True 
 B)False

Question 14

Why might unions encourage members to file grievances in a certain area even though they do not expect to win or pursue the cases?

Accepted Answer

A)  They need practice in the grievance procedure. 
B)  The grievances provide supporting evidence of the members' concerns during future negotiations. 
C)  It helps keep management on its toes. 
D)  Arbitrators are impressed by the number of grievances in an area. 
A)  They need practice in the grievance procedure. 
B)  The grievances provide supporting evidence of the members' concerns during future negotiations. 
C)  It helps keep management on its toes. 
D)  Arbitrators are impressed by the number of grievances in an area.

Question 15

The purpose of reducing a grievance to writing is to force the grievant to set out the facts of the occurrence and the contract provision.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is generally true of a contract's grievance procedure?

Accepted Answer

A)  It provides that each grievance follow a different series of steps. 
B)  It limits grievances to those that both labor and management agree to discuss. 
C)  It seldom includes more than three steps. 
D)  It usually includes a systematic set of appeals through higher levels of union and management representatives. 
A)  It provides that each grievance follow a different series of steps. 
B)  It limits grievances to those that both labor and management agree to discuss. 
C)  It seldom includes more than three steps. 
D)  It usually includes a systematic set of appeals through higher levels of union and management representatives.

Question 17

The employee has the legal right to take a grievance directly to the supervisor.

Accepted Answer

A) True 
 B)False

Question 18

The following is one of the crucial facts contained in a grievance:

Accepted Answer

A)  What happened? 
B)  Where did it happen? 
C)  When did the event take place? 
D)  Why did it occur? 
A)  What happened? 
B)  Where did it happen? 
C)  When did the event take place? 
D)  Why did it occur?

Question 19

A primary objective of a grievance process is to provide employees with a fair review and, if necessary, an appeal of disciplinary actions taken by management.

Accepted Answer

A) True 
 B)False

Question 20

Grievance handling helps unions develop support among members during the life of the agreement.

Accepted Answer

A) True 
 B)False

_____% of all manufacturing contracts include "violation of leave provision" as a reason for immediate dismissal.

Total satisfactory employee attendance, conduct, and productivity can be achieved without disciplinary procedures.

_____% of all manufacturing contracts include "unauthorized strike participation" as a reason for immediate dismissal.

The Labor Management Relations Act prohibits disciplinary action against employees for:

_____% of all nonmanufacturing contracts include "misconduct" as a reason for immediate dismissal.

When counseling an employee who requires discipline, which of the following should the supervisor not discuss?

Which of the following questions would not help a steward investigate a grievance?

Sometimes employees and union officials file grievances to demonstrate their authority and influence.

Approximately what percentage of all collective bargaining agreements provide for binding arbitration as the final step in the grievance process?

Willful destruction of substantial company property would likely result in an uncontested termination.

A good rule for remembering the crucial facts in a grievance is the "5Ws rule."

Both sides try to settle a grievance before arbitration because they realize either side may totally lose if the case is taken to an arbitrator.

Most grievances are settled in the last step of the grievance procedure before arbitration.

Why might unions encourage members to file grievances in a certain area even though they do not expect to win or pursue the cases?

The purpose of reducing a grievance to writing is to force the grievant to set out the facts of the occurrence and the contract provision.

Which of the following is generally true of a contract's grievance procedure?

The employee has the legal right to take a grievance directly to the supervisor.

The following is one of the crucial facts contained in a grievance:

A primary objective of a grievance process is to provide employees with a fair review and, if necessary, an appeal of disciplinary actions taken by management.

Grievance handling helps unions develop support among members during the life of the agreement.

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

The Arbitration Process

Comparative Global Industrial Relations

Filters

Exam 11: Grievance and Disciplinary Procedures

_____% of all manufacturing contracts include "violation of leave provision" as a reason for immediate dismissal.

Total satisfactory employee attendance, conduct, and productivity can be achieved without disciplinary procedures.

_____% of all manufacturing contracts include "unauthorized strike participation" as a reason for immediate dismissal.

The Labor Management Relations Act prohibits disciplinary action against employees for:

_____% of all nonmanufacturing contracts include "misconduct" as a reason for immediate dismissal.

When counseling an employee who requires discipline, which of the following should the supervisor not discuss?

Which of the following questions would not help a steward investigate a grievance?

Sometimes employees and union officials file grievances to demonstrate their authority and influence.

Approximately what percentage of all collective bargaining agreements provide for binding arbitration as the final step in the grievance process?

Willful destruction of substantial company property would likely result in an uncontested termination.

A good rule for remembering the crucial facts in a grievance is the "5Ws rule."

Both sides try to settle a grievance before arbitration because they realize either side may totally lose if the case is taken to an arbitrator.

Most grievances are settled in the last step of the grievance procedure before arbitration.

Why might unions encourage members to file grievances in a certain area even though they do not expect to win or pursue the cases?

The purpose of reducing a grievance to writing is to force the grievant to set out the facts of the occurrence and the contract provision.

Which of the following is generally true of a contract's grievance procedure?

The employee has the legal right to take a grievance directly to the supervisor.

The following is one of the crucial facts contained in a grievance:

A primary objective of a grievance process is to provide employees with a fair review and, if necessary, an appeal of disciplinary actions taken by management.

Grievance handling helps unions develop support among members during the life of the agreement.

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

The Arbitration Process

Comparative Global Industrial Relations

Filters