21.The final step in virtually all union grievance procedures is arbitration.
22.Typically, grievance systems incorporate two steps, although three-step procedures are not uncommon.
23.A grievance can only be filed by an employee and is an allegation that contract rights have been violated.
24.Arbitrary and abusive supervisor behavior can have a strong influence on employees seeking union elections.
25.There is little difference between the role of line managers in union and nonunion environments.
26.No labor union has ever captured a group of employees without the full cooperation and encouragement of managers who create the need for unionization.
27.Probably the best strategy to deter employees from seeking unionization is to create and utilize equitable HRM practices.
28.Unethical behavior on the employer’s part has been shown to be an effective strategy to thwart employee efforts to achieve meaningful collective bargaining.
29.A manager’s ability to handle conflict successfully is only important in union settings.
30.Employee grievances are rarely triggered by unreasonable assignments made by supervisors.