61.Which of the following acts was an addition to the Taft-Hartley Act that further regulated unions’ actions and their internal affairs like financial disclosure and conduct of elections?
A. Taylor Act
B. Chamberlain-Ferris Act
C. Keating-Owen Act
D. Bagley-Keene Act
E. Landrum-Griffin Act
62.Section 8(b)(1)(a) of the NLRA:
A. states that a labor organization is not to “restrain or coerce employees in the exercise of the rights guaranteed in section 7.”
B. states that employees shall have the right to self-organization and to form, join, or assist labor organizations.
C. protects employees who take part in grievances, on-the-job protests, picketing, and strikes.
D. provides that unions, if certified or recognized, are the exclusive representatives of bargaining unit members.
E. prohibits the adjustment of employee grievances unless a union representative is given an opportunity to be present.
63.Which of the following is true of the National Labor Relations Board?
A. It is composed of a nine-member board, the general counsel, and 40 regional offices.
B. It covers retail businesses that have more than $100,000 in annual business.
C. Its jurisdiction is limited to employers whose operations affect commerce generally.
D. In practice, only purely local firms fall within its jurisdiction.
E. It not only responds to requests for actions but also initiates actions.
64.Which of the following is a union unfair labor practice?
A. Taking an active part in organizing a union or committee to represent employees.
B. Insisting on the inclusion of illegal provisions in a contract.
C. Announcing a wage increase without consulting the employees’ representative.
D. Failing to bargain about the effects of a decision to close one of employer’s plants.
E. Refusing to meet with employees’ representatives because the employees are on strike.
65.Which of the following is true of the National Law Relations Board’s process and legal framework of organizing?
A. The National Law Relations Board holds a union representation election if at least 10% of employees in the bargaining unit sign authorization cards.
B. If more than 30% of the employees sign authorization cards, the union may request that the employer voluntarily recognize it.
C. If more than one union appears on the ballot and neither gains a simple majority, a runoff election is held.
D. If the employer recognizes the union voluntarily, the National Law Relations Board conducts a secret-ballot election.
E. If more than 30% of employees vote for the union, the union is certified by the National Law Relations Board as the exclusive representative of employees.
66.Which of the following acts gave the union members’ the right to vote an existing union out—that is, to decertify it?
A. Bagley-Keene Act
B. Chamberlain-Ferris Act
C. Keating-Owen Act
D. Taft-Hartley Act
E. Taylor Act
67.Which of the following allows a union to receive dues in exchange for services (e.g., health insurance, credit cards) but does not provide any representation in collective bargaining?
B. Associate union membership
C. Corporate campaigns
D. Distributive bargaining
68.Union activity designed to exert public, financial, or political pressure on employers during the union-organizing process is known as:
B. checkoff provision.
C. corporate campaign.
D. integrative bargaining.
69.What can supervisors do to stay union-free?
A. They can report any direct or indirect signs of union activity to a core management group.
B. They can impose with harsher terms and conditions of employment.
C. They can interrogate employees about pro-union or anti-union sentiments that they have.
D. They can promise employees that they will receive favorable terms of employment if they forgo union activity.
E. They can spy on employees known to be engaged in pro-union activities.
70.Which of the following activities should the supervisors avoid if they want to stay union-free?
A. They should avoid accommodating special circumstances, even where appropriate.
B. They should not spy on employees who are suspected of being engaged in pro-union activities.
C. They should not report any direct or indirect signs of union activity to a core management group.
D. They should not inform the employees about the company’s response to pro-union arguments.
E. They should avoid providing employees business-related information.
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