QUESTION 1

1. In a union election, managers and supervisors are allowed to do all of the following except:
3. A.Share experiences that they have had with unions or with the particular union workers are considering.
4. B.Make statements about their opinions of the union or of unions in general.
5. C.Provide union employees with facts about unions in general or about the particular union workers are considering.
6. D.Make promises to increase pay or provide other benefits to workers if they do not vote for the union.

QUESTION 2

1. To avoid a costly and sometimes bitter campaign for unionization, most employers will voluntarily recognize a union once it demonstrates it has majority support by the employees through the authorization card campaign.
3. True
4. False

QUESTION 3

1. The evening before a union election, an employer held a company picnic for its employees. Attendance at the picnic was required and the company president gave a passionate speech urging employees not to vote for the union. The most likely reason the NLRB would consider this a violation of the NLRA is:
3. A.The picnic could be considered an inducement or reward for not voting for the union.
4. B.The employer did not violate the NLRA in any way.
5. C.The president's passionate speech could be considered threatening.
6. D.The picnic amounts to a captive audience meeting held within 24 hours of the election.

QUESTION 4

1. Which of the following is not likely to be considered discriminatory by the NLRB?
3. A.Allowing employees to send messages asking people to contribute to the United Way but not allowing messages asking coworkers to join a union.
4. B.Allowing employees to sell Girl Scout cookies at work while prohibiting them from collecting authorization cards at work.
5. C.Allowing employees to distribute flyers at work for a cancer fundraiser while not allowing them to distribute flyers for a union.
6. D.Allowing employees to sell Avon products at work while prohibiting them from collecting authorization cards at work.

QUESTION 5

1. The contract bar doctrine:

.Prohibits a union from entering into any collective bargaining agreement with any employer.

B.Prohibits an employer from entering into a collective bargaining agreement with a union.

C.Specifies minimum standards that union contracts must meet to be considered legal.

D.Prohibits a decertification election from being held during the life of an existing contract.

QUESTION 6

1. During an interview, an applicant reveals that she has been active in supporting unions in the past. An appropriate response by you, the interviewing manager, is:
3. A.To inform her that the company does not support unionization.
4. B.To inform her that the information is irrelevant to your hiring decision and find some other reason not to hire.
5. C.To ignore her statement.
6. D.To inform her that the information is irrelevant and proceed with hiring as if the information had not been given.

QUESTION 7

1. Cindy, an employee of Stellar Snowboard Manufacturing has just signed an authorization card during a union organizing campaign by Local 79 of the Teamsters Union. Cindy has agreed with which of the following statements?
3. A."I am requesting the NLRB hold a representation election at my employer's place of business."
4. B."I authorize Stellar Snowboard to deduct union dues for Teamsters Local 79 from my paycheck."
5. C."I authorize Teamsters Local 79 to be my collective bargaining agent in negotiations with Stellar Snowboard."
6. D."I authorize Teamsters Local 79 to use a portion of my union dues money for the purpose of political lobbying."

QUESTION 8

1. A certification election determines whether employees will give a union permission to act as their representative in negotiations with their employer to determine their wages, hours, and working conditions.
2. True
3. False

QUESTION 9

1. The decision to exclude supervisors under the NLRA is controversial because:
3. A.Supervisors' interests are too closely aligned with those of other employees and this would make a union too powerful.
4. B.The NLRB does not define who qualifies as a "supervisor".
7. C.Supervisors are routinely treated poorly when compared to other employees and need more, not less, protection.
10. D.Companies may intentionally give employees just enough responsibility to qualify them as supervisors so they will not have NLRA protection.

QUESTION 10

1. When the Teamsters Union, one of the largest unions representing truck drivers and other cargo handlers, aggressively tries to organize semi-drivers who are nonunion, their campaign would be best described as strategic, rather than opportunistic, in nature.
2. True
3. False

QUESTION 11

1. When an employer prohibits outside organizations from entering the workplace and interacting with workers, it is called ____________________.
2. A.Salting.
3. B.A private injunction.
4. C.TheMonarch Rubberrule.
5. D.A no solicitation rule.

QUESTION 12

1. Which of the following is not a reason that delay tactics work to an employer's advantage in a union organizing attempt?
3. A.There is a time limit in the NLRA that says all elections must take place within one year of the petition for election.
4. B.Perceptions of union instrumentality are weakened as the union appears helpless to counter the employer's delays.
5. C.Employee turnover may result in a loss of union supporters.
6. D.The employer gains more time to campaign against the union.

QUESTION 13

1. Martin Sheet Metals is a mid-sized metal manufacturing company whose employees attempted a union organizing drive that ended with an election in May. The union lost the election. By October, employees had gathered authorization cards to request another union election. It is likely that the NLRB will hold another election as soon as possible.
2. True
3. False