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5 Written questions

5 Matching questions

  1. Pattern bargaining
  2. Yellow-dog contracts
  3. Neutrality agreement
  4. Union
  5. Secondary boycotts
  1. a Formal association of employees that promotes the interests of its membership through collective action.
  2. b Contract between a union and an employer under which the employer agrees not to oppose a union's attempt to organize its workforce.
  3. c Contracts that force employees to agree not to join a union or participate in any union activity as a condition of employment.
  4. d 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.
  5. e Action directed at a primary party through action against some third party.

5 Multiple choice questions

  1. Temporary allocation of personel and resources for the accomplishment of a specific objective.
  2. Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
  3. Retention of employees who engage in misconduct both during and after working hours.
  4. Picketing done to obtain an employer's recognition of a union as bargaining representative.
  5. Group of people who come together for a specific project.

5 True/False questions

  1. CodeterminationInjuring someone's reputation by making a false and malicious statement; may be spoken (slander) or written (libel).

          

  2. Community of interestsCommon-law precept that imposes on employees a duty to be loyal to the employer.

          

  3. Zipper clauseContract stipulation in which the company agrees not to lock out workers during a labor dispute for the life of the contract.

          

  4. Permissive subjectsThose collective bargaining items that are unlawful by statute; also known as external subjects.

          

  5. Ally doctrineStates that when a struck employer effectively uses the employees of an ally as strike breakers and when a union extends its primary picketing to this employer, no violation of the LMRA's secondary boycott prohibitions exists.

          

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