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5 Written questions

5 Matching questions

  1. Union
  2. Closed shop
  3. Agent-principal relationship
  4. Employee involvement (EI)
  5. Policy
  1. a Principle under which regulations on unfair labor practices that apply to employers and unions also apply to acts of their agents.
  2. b Planned and orderly attempt to link the shared interests of the employee and the company for their mutual benefit.
  3. c Formal association of employees that promotes the interests of its membership through collective action.
  4. d Clause that states that union membership is a condition of hiring; is illegal (except in the construction industry).
  5. e Broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employee activities.

5 Multiple choice questions

  1. Type of picketing done to advise the public that an employer is non-union.
  2. Results when two part-time employees share one full-time job.
  3. Extent to which a job has a substantial impact on other people.
  4. Type of contract negotiation based on four premises:1) separate the people from the problem, 2) focus on interests, not positions, 3) invent options for mutual gain, and 4) insist on objective criteria.
  5. Injuring someone's reputation by making a false and malicious statement; may be spoken (slander) or written (libel).

5 True/False questions

  1. Shop-floor-participationProcedure in which disputes are submitted to one or more impartial persons for final determination.

          

  2. Compressed workweekReflects management decisions regarding specific actions to be taken or avoided in a given situation.

          

  3. TIPSAcronym used by many labor management attorneys and consultants that covers most of the unfair labor practice pitfalls a supervisor can run into: Don't Threaten, Interrogate, Promise, or Spy.

          

  4. Fraudulent misrepresentationIntentional deception relied upon and resulting in injury to another person.

          

  5. Circuit City Stores v. AdamsCase in which Supreme Court ruled that a pre-hire employment application requiring that all employment disputes be settled by arbitration was enforceable under the Federal Arbitration Act.

          

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