When past practice and clear cut contractual language conflict

Ashford University, BUS372: Employee & Labor Relations, Week 3 quiz, Please help: Here are the questions and choices: When past practice and clear-cut contractual language conflict: (Points : 1) past practice supersedes language. language supersedes past practice. the merits of the case become paramount. a compromise is desirable.

2. In addition to being orderly and efficient, the grievance procedure can be regarded as a means for: (Points : 1) producing labor/management conflict. defeating one side or the other. obtaining a better climate for labor relations. establishing a collective bargaining agreement.

3. When hearing a group of grievances together, the arbitrator: (Points : 1) should strive for fairness to both parties by splitting his or her decisions equally. should consider the group as a whole and reach a single decision. should decide each case on its own merits. None of the above.

4. Employers may not hold a meeting with employees on company time: (Points : 1) within 24 hours of a representation election. in a right-to-work law state. if they have committed an unfair labor practice. if a national emergency strike is involved.

5. Which of the following is not considered a union unfair labor practice? (Points : 1) Telling an anti-union employee that he will lose his job if the union gains recognition Union picketline violence Under a valid union-shop agreement, demanding the discharge of an employee who fails to pay his union dues Issuing patently false statements during a representation election campaign

6. The Trilogy cases, as a unit, served mainly to establish the: (Points : 1) power of the courts in labor relations. nonarbitrability of certain labor issues. role of private arbitration in unfair labor practice issues. full integrity of the arbitration process.

7. Which of the following was not a motivation for passage of the Norris-LaGuardia Act of 1932? (Points : 1) Wildcat strikes Widespread unemployment Recognition of the need for collective bargaining Virtual unlimited use of the injunction by management

8. The day-to-day job in labor relations is to: (Points : 1) apply the principles of the contract. look for violations of the contract. find ways around the contract. look for weaknesses in the contract that may be corrected during the next round of contract negotiations.

9. Grievance mediation differs from arbitration in that: (Points : 1) grievance mediation does not use the services of an arbitrator. the results are not “final and binding.” witnesses are not allowed to testify. the labor agreement may be ignored if both parties agree.

10. The first major union to be touched by the threat of “multi-nationals” was the: (Points : 1) UAW. Steelworkers. Newspaper Guild. Machinists.

11. At present, mandatory subjects of bargaining include: (Points : 1) subcontracting. moving allowances. investment counseling. foreign operations.

12. In discharge cases, the interests of the parties and the grievant may be best served by a decision rendered in about _15 days_____________. (Points : 1) 30 days 60 days 15 days 6 weeks