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5 Written Questions

5 Matching Questions

  1. Task identity
  2. Telecommuting
  3. Certification of representative
  4. Right to work
  5. Pattern bargaining
  1. a Extent to which a job requires a "whole," identifiable unit of work.
  2. b Takes place when unions negotiate provisions covering wages and other benefits similar to those already provided in other agreements existing within the industry or region; also known as parallel bargaining.
  3. c Working via computing and telecommunications equipment.
  4. d Refers to statutes that prohibit unions from making union membership a condition of employment.
  5. e NLRB ceritfication indicating that a union has won an election and will be the exclusive representative of the bargaining unit.

5 Multiple Choice Questions

  1. When an employer recognizes a union as being entitled to conduct collective bargaining on behalf of workers in a particular bargainiing unit.
  2. Mutual bargaining obligation of an employer and a union when a majority interest in a unionized company is sold to another employer.
  3. Act that originally provided railroad employees the right to organize and bargain collectively; now covers both railroad and airline employees.
  4. Act that protects the rights of employees to organize unhampered by management; also known as Wagner Act.
  5. Work stoppage involving the primary employer-employee relationship that are neither sanctioned nor stimulated by the union and that violate a no-strike clause in the contract.

5 True/False Questions

  1. Alternative dispute resolution (ADR)Principle under which regulations on unfair labor practices that apply to employers and unions also apply to acts of their agents.


  2. FeatherbeddingAct that protects the rights of employees to organize unhampered by management; also known as National Labor Relations Act (NLRA)


  3. Job enlargementContract between a union and an employer under which the employer agrees not to oppose a union's attempt to organize its workforce.


  4. Hot Cargo clausesAgreement that union members are not required to handle goods made by nonunion labor or a struck plant; illegal except for provisions in the construction and clothing industries.


  5. Negligent hiringHiring of an employee who the employer knew or should have known, based on a reasonable pre-hire investigation of the employee's background, posed a risk to others in the workplace.


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