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Empl. and Lbr Re T4
FINAL CHPRT 11
| Question | Answer |
|---|---|
| in the day to day administration of a collective bargaining agreement,the majority of time is spent on | grievance handling |
| An employer's refusal to process grievances is a violation of the | National Labor Relations Act |
| A perceived violation of a contract provision is known as a | grievance |
| if an employee does not like the harsh tone of his supervisor, the employee is said to have a | gripe |
| Which of the following statements is true of a grievance procedure | a grievance procedure must be provided in the collective bargaining agreement |
| which of the following is the last step of a grievance procedure in most collective bargaining agreements | accepting an arbitrators decision |
| the initial step in a grievance procedure usually instructs an employee to | discuss the grievance with the shop steward |
| which of the following is a means of attaining grievance resolution at the lowest possible level | using feedback from previous grievance cases |
| Mathew has been working for the past 15 years. According to the union contract provision, the company grants promotions only by seniority. Promotion was withheld. Reported to shop steward; agreed that the grievance had some merit .What is the next step? | complete a grievance form |
| During which of the following steps is a grievance said to have moved from the formal to informal stage | an employee completes a grievance form |
| in the case of a grivance procedure, at which stage are most grievances containing little merit dropped? | discussing the grievance with the supervisor after it is put in writing |
| Which of the following is most likely to be used to assemble the crucial facts in a grievance | 5Ws rule |
| When the shop steward and supervisor cannot resolve the grievance, then it may be appealed to the next higher level of management and union representative, usually within ________ calendar days | Seven |
| The union contract provisions usually include that ________ may request arbitration as a final step in resolving the grievance | either management or labor |
| William not allowed to change shift, with no reason. William reported the grievance to the union and it could not be resolved. Which of the following steps is most likely to be taken by the union as the final step in the grievance handling procedure? | Request an arbitrator to resolve the grievance |
| ________ are the most common tool to resolve conflicts arising between labor and management during the life of the agreement. | Formal grievance procedures |
| With reference to employee misconduct, which of the following statements is TRUE of serious offenses? | Serious offenses under normal circumstances warrant immediate discharge |
| Which of the following is usually sufficient ground for immediate discharge | unauthorized strike participation |
| which of the following is most likely to be considered a minor offense | failure to attend meetings |
| Which of the following factors is most likely to be considered by an arbitrator while resolving a case of employee misconduct? | the employee's lenght of service with the company |
| Which of the following types of employee misconduct is most likely to warrant discharge on the first incident | Jack damages a glass cutting machine at the work place to inconvenience his colleague who uses it |
| If an employee holds a second job during his or her free time then it is known as _______ | moonlighting |
| Which of the following types of employee misconduct is most likely to be handled through a progressive discipline system? | loafind during working hours |
| Which of the following statements is TRUE of a progressive discipline system? | it allows employees to correct their inappropriate behaviour without serious or permanent consequences |
| A(n) ________ agreement is an agreement between the union and the employer that allows an employee who was fired for misconduct his job back with the condition that if the employee violates the agreement he will be discharged without right of an appeal. | last chance |
| Which of the following statemnts is TRUE of a last chance agreement | A last chance agreement allows an employee who was fired for misconduct his job back with the condition that if the employee violates the agreement he will be discharged without right of an appeal |
| Which of the following statements is true of a disciplinary procedure | Disciplinary procedures are outlined in most collective bargaining agreements |
| Which terms refers to a written agreement that describes the conduct of an employee that led to the potential termination, specific policy violations, + specific work requirements that if not met will lead to termination in the future + no rights | last chance agreement |
| Which of the following is an appropriate practice to be followed during a disciplinary investigation from the management's point of view | Before taking disciplinary action, consider the employee's past record |
| The ________, in addition to civil and antidiscrimination laws, provides restrictions on employee discipline. The act prohibits disciplinary action against employees for union-related activity. | Labor-Management Relations Act |
| Which of the following is most likely to be an offence that calls for immediate discharge? | Workplace violence |
| Which of the following statements is TRUE regarding grievance mediation? | The grievace mediation process is confidential and mediator has no authority to compel a resolution |
| Which of the following is a Federal Mediation and Conciliation Services’ guideline for grievance mediation? | If the parties cannot resolve the problem, the mediator may provide the parties in joint or separate session with an oral advisory opinion |
| Which of the following is a major disadvantage of grievance mediation | There is a possibility that the process of mediation will not lead to any settlement |
| Which of the following organizations is responsible for resolving labor disputes in the railroad and airline industries | National Mediation Board |
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