71. Traditionally, which form of arbitration has been reserved for special circumstances, generally those involving public-sector negotiations where strikes would be especially costly (e.g., police, firefighters)?
A. Final-offer arbitration
B. Interest arbitration
C. Rights arbitration
D. Conventional arbitration
Interest arbitration has been reserved for special circumstances. These include some public sector negotiations, where strikes may be especially costly and a very few private sector situations, where strikes have been especially debilitating to both sides.
72. One reason for avoiding greater use of interest arbitration is the belief that:
A. the arbitrator cannot provide an entirely objective solution.
B. the parties closest to the situation are in the best position to effectively resolve their conflicts.
C. the costs incurred in the process of arbitration surpass the benefits.
D. arbitration issues can destroy the image of the company in the eyes of the public.
One reason for avoiding greater use of interest arbitration is a strong belief that the parties closest to the situation (unions and management, not an arbitrator) are in the best position to effectively resolve their conflicts.
73. Strikes during the _____ can be especially disruptive because they are more unpredictable than strikes during the ____, which occur only at regular intervals.
A. negotiation phase; term of a contract
B. preparation phase; term of a contract
C. term of a contract; preparation phase
D. term of a contract; negotiation phase
Strikes during the term of a contract can be especially disruptive because they are more unpredictable than strikes during the negotiation phase, which occur only at regular intervals.
74. Which of the following is
not
a criterion used to judge a grievance procedure?
A. How well does the grievance procedure adhere to set rules and protocol?
B. How well are day-to-day contract questions resolved?
C. How well does the grievance procedure adapt to changing circumstances?
D. In multiunit contracts, how well does the grievance procedure permit local contract issues to be included and resolved?
A grievance procedure can be judged using three criteria. First, how well are day-to-day contract questions resolved? Second, how well does the grievance procedure adapt to changing circumstances? Third, in multiunit contracts, how well does the grievance procedure permit local contract issues to be included and resolved?
75. Which one of the following is
not
true of most grievance-arbitration procedures?
A. Grievance procedures generally have several steps prior to arbitration.
B. The majority of grievances are settled at lower steps in the process.
C. The merits of an arbitrator's ruling can be appealed to the courts.
D. Unless the contract explicitly states an issue is not subject to arbitration, it is assumed that arbitration is an appropriate means of deciding the issue.
The Steelworkers' Trilogy established that the courts should essentially refrain from reviewing the merits of arbitrators' decisions and, instead, limit judicial review to the question of whether the issue was subject to arbitration under the contract.
76. A series of Supreme Court decisions in 1960, commonly known as The Steelworkers Trilogy, established that
A. all bargaining unit members, whether union members or not, have equal access to and representation by the union in the grievance procedure.
B. the courts should essentially refrain from reviewing the merits of arbitrators' decisions.
C. the NLRB can intervene in arbitration proceedings.
D. the Federal Mediation and Conciliation Service (FMCS) be notified 30 days prior to any planned strike.
The Steelworkers Trilogy, established that the courts should essentially refrain from reviewing the merits of arbitrators' decisions.
77. A common criterion used to reach a decision in arbitration involves the collection of facts in a fair and systematic manner. An important element of this principle is:
A. communicating workplace safety behaviors.
B. detailed record keeping.
C. strict implementation of workplace rules and regulations.
D. vigilant observation of employee behavior.
An important element of this principle is detailed record keeping. Both employee actions (such as tardiness) and management's response (verbal or written warnings) should be carefully documented.
78. Which of the following is
not
an objective of the transformation to less adversarial workplace relations?
A. Increase employee involvement
B. Minimize work rules
C. Maximize flexibility in managing people
D. Minimize employee problem-solving
This transformation has two basic objectives: (1) to increase the involvement of individuals and work groups in overcoming adversarial relations and increasing employee commitment, motivation, and problem solving and (2) to reorganize work so that work rules are minimized and flexibility in managing people is maximized.
79. Which one of the following would
not
be considered a characteristic of a transformational approach to labor-management relations?
A. Better conflict resolution
B. Greater worker feedback
C. Less worker autonomy
D. More shop floor cooperation
The transformational approach is characterized by greater worker autonomy.
80. Based upon recent NLRB rulings regarding worker-management committees, which one of the following is true?
A. Committee proposals and recommendations to management must be accepted or rejected in whole.
B. Committees must have final decision-making authority.
C. Committees must consist of no more than 12 members.
D. Committees must operate within their delegated areas of authority.
The NLRB noted that rather than "dealing with management," the evidence indicated that within delegated areas of authority, the teams and committees "are management." This authority was found to be similar to that delegated to a first-line supervisor.