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5 Written questions

5 Matching questions

  1. Social charter
  2. Job enrichment
  3. No-strike clause
  4. E.I. Dupont & Company
  5. Equal Employment Opportunity Commission (EEOC)
  1. a Contract stipulation in which union agrees not to strike during the duration of the contract.
  2. b As related to international labor relations, legislation pending before European Union where employment conditions/practices would be standardized.
  3. c 1993 NLRB ruling that held certain employee committees to be illegal because Dupont management circumvented the legally chosen employee representatives and usurped the union's right to represent its members.
  4. d Federal agency responsible for enforcing antidiscrimination laws and handling alleged complaints.
  5. e Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation.

5 Multiple choice questions

  1. 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.
  2. Act that protects the rights of employees to organize unhampered by management; also known as National Labor Relations Act (NLRA)
  3. Process of using paid union organizers to infiltrate an organization and organize a company's workers.
  4. 1992 court dedision that employers must deal cautiously with employee participation committees based on the NLRB's interpretation of what constitutes a company-dominated labor organization.
  5. 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 True/False questions

  1. Self-directed teamGroup of people that work in a self-managing way. Typically the group assumes complete autonomy.

          

  2. Coalition bargainingProcess by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.

          

  3. Work councilsDictates that custom and usage have the force of law, even if not specifically found in legislatively enacted, codified, written laws.

          

  4. Reserved rights 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.

          

  5. Job sharingGiving more-senior workers whose jobs have been eliminated the right to transfer into jobs of less-senior workers.