Question 1

Which of the following employee discipline infractions would most likely result in only an oral or written warning?

Accepted Answer

A)  Failure to keep his/her time card accurately. 
B)  Use of narcotics on company premises. 
C)  Theft of company property. 
D)  Disclosing confidential information. 
A)  Failure to keep his/her time card accurately. 
B)  Use of narcotics on company premises. 
C)  Theft of company property. 
D)  Disclosing confidential information.

Question 2

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

Accepted Answer

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

Question 3

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

Accepted Answer

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

Question 4

An ____ is often defined as any perceived violation of a contract provision.

Accepted Answer

A)  Gripe 
B)  Grievance 
C)  Arbitration 
D)  Due process 
A)  Gripe 
B)  Grievance 
C)  Arbitration 
D)  Due process

Question 5

Many union-organizing campaigns started from employees' perceptions of unfair disciplinary practices.

Accepted Answer

A) True 
 B)False

Question 6

The first person contacted when the employee has a grievance is usually the:

Accepted Answer

A)  Shop steward. 
B)  Foreman. 
C)  Union's labor attorney. 
D)  Department head. 
A)  Shop steward. 
B)  Foreman. 
C)  Union's labor attorney. 
D)  Department head.

Question 7

Only ____% of nonmanufacturing contracts include intoxication as a reason for immediate discharge.

Accepted Answer

A)  14 
B)  20 
C)  15 
D)  33 
A)  14 
B)  20 
C)  15 
D)  33

Question 8

One of the most common sources of grievances is the union's honest belief that management has violated a provision of the existing contract.

Accepted Answer

A) True 
 B)False

Question 9

Gambling on company premises would normally result in an oral warning given to the employee.

Accepted Answer

A) True 
 B)False

Question 10

The following is a function of a grievance procedure:

Accepted Answer

A)  Conflict management resolution. 
B)  Agreement clarification. 
C)  Due process. 
D)  Arbitration. 
A)  Conflict management resolution. 
B)  Agreement clarification. 
C)  Due process. 
D)  Arbitration.

Question 11

An example of a constitutionally protected right is:

Accepted Answer

A)  Privilege against self-incrimination. 
B)  Freedom of self-incrimination. 
C)  Freedom of impressions. 
D)  Agency rights. 
A)  Privilege against self-incrimination. 
B)  Freedom of self-incrimination. 
C)  Freedom of impressions. 
D)  Agency rights.

Question 12

Formal grievance procedures have been found to be the most common tool to resolve conflicts arising between labor and management during the life of the agreement.

Accepted Answer

A) True 
 B)False

Question 13

A grievance is often defined as any perceived notion of a contract provision.

Accepted Answer

A) True 
 B)False

Question 14

The major difference between common union and nonunion grievance procedures is:

Accepted Answer

A)  Successive steps in union procedures. 
B)  Binding arbitration. 
C)  Union procedures are written. 
D)  Supervisor and employee discussion of the grievance. 
A)  Successive steps in union procedures. 
B)  Binding arbitration. 
C)  Union procedures are written. 
D)  Supervisor and employee discussion of the grievance.

Question 15

A grievance procedure is only necessary when the contract contains vague clauses.

Accepted Answer

A) True 
 B)False

Question 16

Approximately 98% of all collective bargaining agreements provide for a binding arbitration as the final step in the handling of grievances.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is a disciplinary procedure?

Accepted Answer

A)  Conflict management resolution 
B)  Agreement clarification 
C)  Due process 
D)  Explain company rules 
A)  Conflict management resolution 
B)  Agreement clarification 
C)  Due process 
D)  Explain company rules

Question 18

Grievance mediation has proven very successful between the Communication Workers of America and the Bell South Company.

Accepted Answer

A) True 
 B)False

Question 19

A grievance moves from the informal to the formal stage when:

Accepted Answer

A)  The employee contacts the shop steward. 
B)  The shop steward contacts the supervisor. 
C)  The grievance is reduced to writing. 
D)  The union grievance committee meets to discuss the grievance. 
A)  The employee contacts the shop steward. 
B)  The shop steward contacts the supervisor. 
C)  The grievance is reduced to writing. 
D)  The union grievance committee meets to discuss the grievance.

Question 20

Only serious offenses are viewed as employee misconduct.

Accepted Answer

A) True 
 B)False

Which of the following employee discipline infractions would most likely result in only an oral or written warning?

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

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

An ____ is often defined as any perceived violation of a contract provision.

Many union-organizing campaigns started from employees' perceptions of unfair disciplinary practices.

The first person contacted when the employee has a grievance is usually the:

Only ____% of nonmanufacturing contracts include intoxication as a reason for immediate discharge.

One of the most common sources of grievances is the union's honest belief that management has violated a provision of the existing contract.

Gambling on company premises would normally result in an oral warning given to the employee.

The following is a function of a grievance procedure:

An example of a constitutionally protected right is:

Formal grievance procedures have been found to be the most common tool to resolve conflicts arising between labor and management during the life of the agreement.

A grievance is often defined as any perceived notion of a contract provision.

The major difference between common union and nonunion grievance procedures is:

A grievance procedure is only necessary when the contract contains vague clauses.

Approximately 98% of all collective bargaining agreements provide for a binding arbitration as the final step in the handling of grievances.

Which of the following is a disciplinary procedure?

Grievance mediation has proven very successful between the Communication Workers of America and the Bell South Company.

A grievance moves from the informal to the formal stage when:

Only serious offenses are viewed as employee misconduct.

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

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Exam 11: Grievance and Disciplinary Procedures

Which of the following employee discipline infractions would most likely result in only an oral or written warning?

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

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

An ____ is often defined as any perceived violation of a contract provision.

Many union-organizing campaigns started from employees' perceptions of unfair disciplinary practices.

The first person contacted when the employee has a grievance is usually the:

Only ____% of nonmanufacturing contracts include intoxication as a reason for immediate discharge.

One of the most common sources of grievances is the union's honest belief that management has violated a provision of the existing contract.

Gambling on company premises would normally result in an oral warning given to the employee.

The following is a function of a grievance procedure:

An example of a constitutionally protected right is:

Formal grievance procedures have been found to be the most common tool to resolve conflicts arising between labor and management during the life of the agreement.

A grievance is often defined as any perceived notion of a contract provision.

The major difference between common union and nonunion grievance procedures is:

A grievance procedure is only necessary when the contract contains vague clauses.

Approximately 98% of all collective bargaining agreements provide for a binding arbitration as the final step in the handling of grievances.

Which of the following is a disciplinary procedure?

Grievance mediation has proven very successful between the Communication Workers of America and the Bell South Company.

A grievance moves from the informal to the formal stage when:

Only serious offenses are viewed as employee misconduct.

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