Question 1

A sufficient or proper reason for which management has the right to discipline or discharge employees is known as a(n) ________.

Accepted Answer

A)  clause tontine 
B)  arbitrable issue 
C)  obiter dictum 
D)  just cause 
A)  clause tontine 
B)  arbitrable issue 
C)  obiter dictum 
D)  just cause

Question 2

The grievance arbitration procedure involves less sophisticated and knowledgeable parties than those in most judicial proceedings.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following statements is TRUE of arbitrators?

Accepted Answer

A)  Arbitrators must be approved by the Federal Mediation and Conciliation Services' Office of Arbitration Services. 
B)  Arbitrators have to complete a certification course in arbitration before they can perform the duties of an arbitrator. 
C)  Only attorneys and judges can be arbitrators in labor-management disputes. 
D)  The collective bargaining agreement can specify the education or technical training that arbitrators require. 
A)  Arbitrators must be approved by the Federal Mediation and Conciliation Services' Office of Arbitration Services. 
B)  Arbitrators have to complete a certification course in arbitration before they can perform the duties of an arbitrator. 
C)  Only attorneys and judges can be arbitrators in labor-management disputes. 
D)  The collective bargaining agreement can specify the education or technical training that arbitrators require.

Question 4

Both labor and management have to pay arbitration fees.

Accepted Answer

A) True 
 B)False

Question 5

The U.S. Supreme Court has ruled that the duty to arbitrate can extend beyond the life of the contract.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is a responsibility of the Federal Mediation and Conciliation Services' Office of Arbitration Services?

Accepted Answer

A)  investigating details of a dispute and based on that, selecting a suitable arbitrator for the dispute 
B)  maintaining a roster of arbitrators qualified to hear and decide labor questions in labor-management disputes 
C)  evaluating the merits of the underlying grievances submitted for arbitration 
D)  determining the accuracy of the decision given by the arbitrator and then approving the decision so that it becomes binding on both the parties 
A)  investigating details of a dispute and based on that, selecting a suitable arbitrator for the dispute 
B)  maintaining a roster of arbitrators qualified to hear and decide labor questions in labor-management disputes 
C)  evaluating the merits of the underlying grievances submitted for arbitration 
D)  determining the accuracy of the decision given by the arbitrator and then approving the decision so that it becomes binding on both the parties

Question 7

Most interest arbitration in the United States occurs in the private sector under compulsory statutes.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following factors should be taken into consideration while determining the arbitrability of a dispute?

Accepted Answer

A)  the breadth of contractual issues 
B)  the number of people affected by the dispute 
C)  the financial impact of the dispute on the employer 
D)  the time required for completing the arbitration of the dispute 
A)  the breadth of contractual issues 
B)  the number of people affected by the dispute 
C)  the financial impact of the dispute on the employer 
D)  the time required for completing the arbitration of the dispute

Question 9

Interest bargaining cannot be used to resolve disputes in the public sector.

Accepted Answer

A) True 
 B)False

Question 10

As long as an arbitration award is based on the bargaining agreement, a court should enforce the award without examining its correctness.

Accepted Answer

A) True 
 B)False

Question 11

Parol evidence is evidence that is not contained within the four edges of the collective bargaining agreement and therefore is outside the parameters of an arbitration proceeding.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following statements is TRUE of an arbitrator's award?

Accepted Answer

A)  The arbitrator's award becomes binding on both the parties only after it is approved by the NLRB. 
B)  The arbitrator's awards are usually presented in written format. 
C)  A union has a right to reject the arbitrator's award if a majority of the employees consider it to be inappropriate. 
D)  The arbitrator's award is a part of a written document known as the arbitrator's opinion. 
A)  The arbitrator's award becomes binding on both the parties only after it is approved by the NLRB. 
B)  The arbitrator's awards are usually presented in written format. 
C)  A union has a right to reject the arbitrator's award if a majority of the employees consider it to be inappropriate. 
D)  The arbitrator's award is a part of a written document known as the arbitrator's opinion.

Question 13

The ________ Act provides for the arbitration of disputes involving collective bargaining agreements.

Accepted Answer

A)  Economic Opportunity 
B)  Labor Management Relations 
C)  Social Security 
D)  Goldwater-Nichols Act 
A)  Economic Opportunity 
B)  Labor Management Relations 
C)  Social Security 
D)  Goldwater-Nichols Act

Question 14

A successor employer inherits the predecessor's contractual duty to arbitrate as long as there is substantial continuity between the old and the new companies.

Accepted Answer

A) True 
 B)False

Question 15

A sufficient or proper reason for which management has the right to discipline or discharge employees is known as a just cause.

Accepted Answer

A) True 
 B)False

Question 16

________ is a process in which the parties involved agree to submit an unresolved dispute to a neutral third party, whose decision is final and binding.

Accepted Answer

A)  Mediation 
B)  Formalization 
C)  Arbitration 
D)  Polarization 
A)  Mediation 
B)  Formalization 
C)  Arbitration 
D)  Polarization

Question 17

Under which of the following circumstances does a labor-management issue become arbitrable even after the collective bargaining contract expires?

Accepted Answer

A)  The issue was not covered by the collective bargaining agreement. 
B)  The worker involved in the issue was hired after the collective bargaining agreement was accepted by the union. 
C)  The issue involves facts and events that occurred before the expiration of the contract. 
D)  The issue affects more than 80 percent of the employees. 
A)  The issue was not covered by the collective bargaining agreement. 
B)  The worker involved in the issue was hired after the collective bargaining agreement was accepted by the union. 
C)  The issue involves facts and events that occurred before the expiration of the contract. 
D)  The issue affects more than 80 percent of the employees.

Question 18

A grievance is presumed to be arbitrable if ________.

Accepted Answer

A)  the courts determine that the underlying grievance has merit 
B)  the management and the union are not able to reach an agreement even after negotiating the issue for one month 
C)  the agreement does not include the topic under consideration 
D)  the contract provides for the arbitration of grievances and does not exclude the topic under consideration 
A)  the courts determine that the underlying grievance has merit 
B)  the management and the union are not able to reach an agreement even after negotiating the issue for one month 
C)  the agreement does not include the topic under consideration 
D)  the contract provides for the arbitration of grievances and does not exclude the topic under consideration

Question 19

A tripartite arbitration board is composed of ________ and a neutral member who serves as chairperson.

Accepted Answer

A)  members of the NLRB and an equal number of members of the Federal Labor Relations Authority 
B)  members of the Federal Labor Relations Authority and an equal number of members selected by management 
C)  members selected by union and an equal number of members of the NLRB 
D)  members selected by management and an equal number of members selected by union 
A)  members of the NLRB and an equal number of members of the Federal Labor Relations Authority 
B)  members of the Federal Labor Relations Authority and an equal number of members selected by management 
C)  members selected by union and an equal number of members of the NLRB 
D)  members selected by management and an equal number of members selected by union

Question 20

Arbitrators are not required to have any specific educational or technical training unless specified in the collective bargaining agreement.

Accepted Answer

A) True 
 B)False

A sufficient or proper reason for which management has the right to discipline or discharge employees is known as a(n) ________.

The grievance arbitration procedure involves less sophisticated and knowledgeable parties than those in most judicial proceedings.

Which of the following statements is TRUE of arbitrators?

Both labor and management have to pay arbitration fees.

The U.S. Supreme Court has ruled that the duty to arbitrate can extend beyond the life of the contract.

Which of the following is a responsibility of the Federal Mediation and Conciliation Services' Office of Arbitration Services?

Most interest arbitration in the United States occurs in the private sector under compulsory statutes.

Which of the following factors should be taken into consideration while determining the arbitrability of a dispute?

Interest bargaining cannot be used to resolve disputes in the public sector.

As long as an arbitration award is based on the bargaining agreement, a court should enforce the award without examining its correctness.

Parol evidence is evidence that is not contained within the four edges of the collective bargaining agreement and therefore is outside the parameters of an arbitration proceeding.

Which of the following statements is TRUE of an arbitrator's award?

The ________ Act provides for the arbitration of disputes involving collective bargaining agreements.

A successor employer inherits the predecessor's contractual duty to arbitrate as long as there is substantial continuity between the old and the new companies.

A sufficient or proper reason for which management has the right to discipline or discharge employees is known as a just cause.

________ is a process in which the parties involved agree to submit an unresolved dispute to a neutral third party, whose decision is final and binding.

Under which of the following circumstances does a labor-management issue become arbitrable even after the collective bargaining contract expires?

A grievance is presumed to be arbitrable if ________.

A tripartite arbitration board is composed of ________ and a neutral member who serves as chairperson.

Arbitrators are not required to have any specific educational or technical training unless specified in the collective bargaining agreement.

Introduction to Labor Relations

Private Sector Labor Relations: History and Law

Public Sector Labor Relations: History and Laws

Establishing a Bargaining Unit and the

Negotiation Models, Strategies, and Tactics

Negotiating a Collective Bargaining Agreement

Wage and Salary Issues

Employee Benefits

Job Security and Seniority

Unfair Labor Practices and Contract Enforcement

Grievance and Disciplinary Procedures

Comparative Global Industrial Relations

Filters

Exam 12: The Arbitration Process

A sufficient or proper reason for which management has the right to discipline or discharge employees is known as a(n) ________.

The grievance arbitration procedure involves less sophisticated and knowledgeable parties than those in most judicial proceedings.

Which of the following statements is TRUE of arbitrators?

Both labor and management have to pay arbitration fees.

The U.S. Supreme Court has ruled that the duty to arbitrate can extend beyond the life of the contract.

Which of the following is a responsibility of the Federal Mediation and Conciliation Services' Office of Arbitration Services?

Most interest arbitration in the United States occurs in the private sector under compulsory statutes.

Which of the following factors should be taken into consideration while determining the arbitrability of a dispute?

Interest bargaining cannot be used to resolve disputes in the public sector.

As long as an arbitration award is based on the bargaining agreement, a court should enforce the award without examining its correctness.

Parol evidence is evidence that is not contained within the four edges of the collective bargaining agreement and therefore is outside the parameters of an arbitration proceeding.

Which of the following statements is TRUE of an arbitrator's award?

The ________ Act provides for the arbitration of disputes involving collective bargaining agreements.

A successor employer inherits the predecessor's contractual duty to arbitrate as long as there is substantial continuity between the old and the new companies.

A sufficient or proper reason for which management has the right to discipline or discharge employees is known as a just cause.

________ is a process in which the parties involved agree to submit an unresolved dispute to a neutral third party, whose decision is final and binding.

Under which of the following circumstances does a labor-management issue become arbitrable even after the collective bargaining contract expires?

A grievance is presumed to be arbitrable if ________.

A tripartite arbitration board is composed of ________ and a neutral member who serves as chairperson.

Arbitrators are not required to have any specific educational or technical training unless specified in the collective bargaining agreement.

Introduction to Labor Relations

Private Sector Labor Relations: History and Law

Public Sector Labor Relations: History and Laws

Establishing a Bargaining Unit and the

Negotiation Models, Strategies, and Tactics

Negotiating a Collective Bargaining Agreement

Wage and Salary Issues

Employee Benefits

Job Security and Seniority

Unfair Labor Practices and Contract Enforcement

Grievance and Disciplinary Procedures

Comparative Global Industrial Relations

Filters