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| 1.
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Which of the following is the normal formal discipline procedure? |
| | A) | A written warning, suspension, termination |
| | B) | Many oral warnings, termination |
| | C) | An oral warning, a written warning, suspension, termination |
| | D) | Suspension, termination |
| | E) | Many oral warnings, many written warnings, termination |
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| 2.
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_______ should take place before discipline is administered. |
| | A) | An investigation |
| | B) | Interviews |
| | C) | Union awareness of the problem |
| | D) | Grievance filing |
| | E) | Supervisor confrontation of the problem |
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| 3.
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Key features of the formal disciplinary process include all of the following except |
| | A) | advance warning. |
| | B) | consistency. |
| | C) | impartiality. |
| | D) | immediacy. |
| | E) | intimacy. |
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| 4.
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_______ does not mean that an absence of past infractions, long length of service, a good work record, and other mitigating factors should not be considered when applying discipline. |
| | A) | Immediacy |
| | B) | Consistency |
| | C) | Impartiality |
| | D) | Advance warning |
| | E) | Intimacy |
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| 5.
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Which of the following is not a component of the supervisory checklist for applying discipline? |
| | A) | Warn the employee of the results of a future violation |
| | B) | Keep the union informed |
| | C) | Maintain adequate records |
| | D) | Relate the penalty to the person rather than the offense |
| | E) | Investigate rule infractions and mitigating circumstances |
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| 6.
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A formal dispute between management and an employee or employees over some condition of employment is referred to as a(n) |
| | A) | arbitration. |
| | B) | grievance. |
| | C) | warning. |
| | D) | lawsuit. |
| | E) | strike. |
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| 7.
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All of the following are reasons for allowing the supervisor to settle a complaint before it enters the grievance procedure or at the lowest possible step of the grievance process except it |
| | A) | prevents minor problems from becoming major disturbances that upset morale and disrupt the entire organization. |
| | B) | saves time and money. |
| | C) | develops the confidence of higher levels of management in the supervisor's ability and confidence between the management and the union in their ability to settle differences and avoid costly arbitration. |
| | D) | develops the employee's confidence in the organization's ability to make decisions and solve problems. |
| | E) | ignores the situation's seriousness. |
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| 8.
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If the grievant does not agree with the supervisor's decision in the grievance process, the grievance is processed through other steps including |
| | A) | arbitration. |
| | B) | lawsuits. |
| | C) | grievant termination. |
| | D) | supervisor termination. |
| | E) | whistleblowing. |
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| 9.
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An agreement between an employee and management that, as a condition of employment, the employee will not join a labor union is referred to as a(n) |
| | A) | negotiation. |
| | B) | injunction. |
| | C) | yellow-dog contract. |
| | D) | collective bargaining agreement. |
| | E) | agency shop agreement. |
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| 10.
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The _______ is responsible for supervising union elections and investigating unfair labor practices. |
| | A) | NLRB |
| | B) | union itself |
| | C) | Labor-Management Reporting Agency |
| | D) | management |
| | E) | agency shop |
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| 11.
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Which of the following did the Taft-Hartley Act not do? |
| | A) | Prohibit unfair labor practices on the part of both unions and management |
| | B) | Prohibit union shops |
| | C) | Uphold the right of employees to unionize |
| | D) | Prohibit closed shops |
| | E) | Broaden management's rights |
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| 12.
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Which of these is not an economic reason why employees join unions? |
| | A) | Greater job security |
| | B) | Better fringe benefits |
| | C) | More clearly defined procedures for advancement |
| | D) | Belongingness |
| | E) | Higher wages |
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| 13.
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The union must obtain signed authorization cards from at least _______ percent of the employees before a representation election can be called. |
| | A) | 5 |
| | B) | 15 |
| | C) | 30 |
| | D) | 50 |
| | E) | 75 |
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| 14.
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_______ is the process by which a contract or an agreement is negotiated, written, administered, and interpreted. |
| | A) | Negotiation |
| | B) | Arbitration |
| | C) | Conciliation |
| | D) | Policy making |
| | E) | Collective bargaining |
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| 15.
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All of the following, except _______, are considered unfair labor practices that the supervisor is legally required to avoid. |
| | A) | trying to influence the labor organization |
| | B) | restraining employees from forming or joining a labor union |
| | C) | discriminating against an employee for participating in a charge against the employer under the Labor-Management Relations Act |
| | D) | promote union affiliated employees |
| | E) | discriminating against union members |
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| 16.
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The _______ is both an employee of the organization and a union official. |
| | A) | union steward |
| | B) | supervisor |
| | C) | operations steward |
| | D) | union representative |
| | E) | whistleblower |
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