Question 1

In the day-to-day administration of a collective bargaining agreement, the majority of time is spent on ________.

Accepted Answer

A)  bargaining wages 
B)  soliciting support for the union 
C)  grievance handling 
D)  creating awareness among employees about their rights 
A)  bargaining wages 
B)  soliciting support for the union 
C)  grievance handling 
D)  creating awareness among employees about their rights

Question 2

Which of the following types of employee misconduct is most likely to be handled through a progressive discipline system?

Accepted Answer

A)  threatening coworkers 
B)  loafing during working hours 
C)  stealing at the workplace 
D)  picket like violence 
A)  threatening coworkers 
B)  loafing during working hours 
C)  stealing at the workplace 
D)  picket like violence

Question 3

A grievance is generally defined as a complaint by an employee concerning an action by management that does not violate the contract, past practice, or law.

Accepted Answer

A) True 
 B)False

Question 4

If an employee does not like the harsh tone of his supervisor, the employee is said to have a(n) ________.

Accepted Answer

A)  injunction 
B)  grievance 
C)  preemption 
D)  gripe 
A)  injunction 
B)  grievance 
C)  preemption 
D)  gripe

Question 5

Which of the following statements is TRUE of a last chance agreement?

Accepted Answer

A)  Whenever any change occurs in the union, the collective bargaining agreement is renegotiated with the employer and it is known as the last chance agreement. 
B)  A last chance agreement is an agreement between a union and an employee who is not a union member. 
C)  If an employee violates a last chance agreement then the matter is directly reported to an arbitrator without following the usual grievance procedure and the arbitrator makes a final binding decision. 
D)  A last chance agreement allows an employee who was fired for misconduct his job back with the condition that if the employee violates the agreement he will be discharged without right of an appeal. 
A)  Whenever any change occurs in the union, the collective bargaining agreement is renegotiated with the employer and it is known as the last chance agreement. 
B)  A last chance agreement is an agreement between a union and an employee who is not a union member. 
C)  If an employee violates a last chance agreement then the matter is directly reported to an arbitrator without following the usual grievance procedure and the arbitrator makes a final binding decision. 
D)  A last chance agreement allows an employee who was fired for misconduct his job back with the condition that if the employee violates the agreement he will be discharged without right of an appeal.

Question 6

________ are the most common tool to resolve conflicts arising between labor and management during the life of the agreement.

Accepted Answer

A)  Strikes 
B)  Formal grievance procedures 
C)  Work slowdowns 
D)  Employer lockouts 
A)  Strikes 
B)  Formal grievance procedures 
C)  Work slowdowns 
D)  Employer lockouts

Question 7

Which of the following organizations is responsible for resolving labor disputes in the railroad and airline industries?

Accepted Answer

A)  National Mediation Board 
B)  Office of Infrastructure Protection 
C)  Wage and Hour Division 
D)  Employees' Compensation Appeals Board 
A)  National Mediation Board 
B)  Office of Infrastructure Protection 
C)  Wage and Hour Division 
D)  Employees' Compensation Appeals Board

Question 8

An employee has a legal right to report a grievance directly to a supervisor without informing the shop steward.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is a Federal Mediation and Conciliation Services' guideline for grievance mediation?

Accepted Answer

A)  The statement given by either party as part of the grievance mediation process or any documents prepared for a mediation session can be used during arbitration proceedings. 
B)  The grievance mediation process is a formal process and the meetings should be tape recorded for future reference. 
C)  If the parties cannot resolve the problem, the mediator may provide the parties in joint or separate session with an oral advisory opinion. 
D)  If required, the mediator is obliged to testify for any party, either in court proceedings or before government regulatory authorities. 
A)  The statement given by either party as part of the grievance mediation process or any documents prepared for a mediation session can be used during arbitration proceedings. 
B)  The grievance mediation process is a formal process and the meetings should be tape recorded for future reference. 
C)  If the parties cannot resolve the problem, the mediator may provide the parties in joint or separate session with an oral advisory opinion. 
D)  If required, the mediator is obliged to testify for any party, either in court proceedings or before government regulatory authorities.

Question 10

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 11

Typically, the grievant is provided with a systematic set of appeals through successively higher levels of union and management representatives.

Accepted Answer

A) True 
 B)False

Question 12

If an employee holds a second job during his/her free time, it is known as social loafing.

Accepted Answer

A) True 
 B)False

Question 13

According to the FMCS guideline, no statement given by either party as part of the grievance mediation process, nor any documents prepared for a mediation session, can be used during arbitration proceedings.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following is usually sufficient ground for immediate discharge?

Accepted Answer

A)  union activity during nonwork hours 
B)  using company e-mail 
C)  unauthorized strike participation 
D)  off-duty misconduct 
A)  union activity during nonwork hours 
B)  using company e-mail 
C)  unauthorized strike participation 
D)  off-duty misconduct

Question 15

Which of the following is a major disadvantage of grievance mediation?

Accepted Answer

A)  The process of grievance mediation is slower than arbitration. 
B)  The process of grievance mediation is more expensive than arbitration. 
C)  There is a possibility that the process of mediation will not lead to any settlement. 
D)  The process of grievance mediation is not confidential and the mediator is obliged to share the details mediation of with the public. 
A)  The process of grievance mediation is slower than arbitration. 
B)  The process of grievance mediation is more expensive than arbitration. 
C)  There is a possibility that the process of mediation will not lead to any settlement. 
D)  The process of grievance mediation is not confidential and the mediator is obliged to share the details mediation of with the public.

Question 16

A progressive discipline system addresses only serious employee offences.

Accepted Answer

A) True 
 B)False

Question 17

Most collective labor agreements provide for grievance mediation as a voluntary last step after arbitration.

Accepted Answer

A) True 
 B)False

Question 18

If an employee holds a second job during his/her free time then it is known as ________.

Accepted Answer

A)  whistle-blowing 
B)  moonlighting 
C)  astroturfing 
D)  social loafing 
A)  whistle-blowing 
B)  moonlighting 
C)  astroturfing 
D)  social loafing

Question 19

Employee discourtesy, especially for those who serve the public, is generally accepted as just cause for disciplinary action.

Accepted Answer

A) True 
 B)False

Question 20

If an employee violates the last chance agreement, then the matter is immediately reported to an arbitrator who makes a final and binding decision.

Accepted Answer

A) True 
 B)False

In the day-to-day administration of a collective bargaining agreement, the majority of time is spent on ________.

Which of the following types of employee misconduct is most likely to be handled through a progressive discipline system?

A grievance is generally defined as a complaint by an employee concerning an action by management that does not violate the contract, past practice, or law.

If an employee does not like the harsh tone of his supervisor, the employee is said to have a(n) ________.

Which of the following statements is TRUE of a last chance agreement?

________ are the most common tool to resolve conflicts arising between labor and management during the life of the agreement.

Which of the following organizations is responsible for resolving labor disputes in the railroad and airline industries?

An employee has a legal right to report a grievance directly to a supervisor without informing the shop steward.

Which of the following is a Federal Mediation and Conciliation Services' guideline for grievance mediation?

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.

Typically, the grievant is provided with a systematic set of appeals through successively higher levels of union and management representatives.

If an employee holds a second job during his/her free time, it is known as social loafing.

According to the FMCS guideline, no statement given by either party as part of the grievance mediation process, nor any documents prepared for a mediation session, can be used during arbitration proceedings.

Which of the following is usually sufficient ground for immediate discharge?

Which of the following is a major disadvantage of grievance mediation?

A progressive discipline system addresses only serious employee offences.

Most collective labor agreements provide for grievance mediation as a voluntary last step after arbitration.

If an employee holds a second job during his/her free time then it is known as ________.

Employee discourtesy, especially for those who serve the public, is generally accepted as just cause for disciplinary action.

If an employee violates the last chance agreement, then the matter is immediately reported to an arbitrator who makes a final and binding decision.

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

The Arbitration Process

Comparative Global Industrial Relations

Filters

Exam 11: Grievance and Disciplinary Procedures

In the day-to-day administration of a collective bargaining agreement, the majority of time is spent on ________.

Which of the following types of employee misconduct is most likely to be handled through a progressive discipline system?

A grievance is generally defined as a complaint by an employee concerning an action by management that does not violate the contract, past practice, or law.

If an employee does not like the harsh tone of his supervisor, the employee is said to have a(n) ________.

Which of the following statements is TRUE of a last chance agreement?

________ are the most common tool to resolve conflicts arising between labor and management during the life of the agreement.

Which of the following organizations is responsible for resolving labor disputes in the railroad and airline industries?

An employee has a legal right to report a grievance directly to a supervisor without informing the shop steward.

Which of the following is a Federal Mediation and Conciliation Services' guideline for grievance mediation?

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.

Typically, the grievant is provided with a systematic set of appeals through successively higher levels of union and management representatives.

If an employee holds a second job during his/her free time, it is known as social loafing.

According to the FMCS guideline, no statement given by either party as part of the grievance mediation process, nor any documents prepared for a mediation session, can be used during arbitration proceedings.

Which of the following is usually sufficient ground for immediate discharge?

Which of the following is a major disadvantage of grievance mediation?

A progressive discipline system addresses only serious employee offences.

Most collective labor agreements provide for grievance mediation as a voluntary last step after arbitration.

If an employee holds a second job during his/her free time then it is known as ________.

Employee discourtesy, especially for those who serve the public, is generally accepted as just cause for disciplinary action.

If an employee violates the last chance agreement, then the matter is immediately reported to an arbitrator who makes a final and binding decision.

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

The Arbitration Process

Comparative Global Industrial Relations

Filters