Homework answers / question archive / Wynnewood Hs MANA 218 TRUE/FALSE QUESTIONS QUIZ 13 1)Arbitrators are called upon to make judgments on contract interpretation and just cause for discipline and discharge

Wynnewood Hs MANA 218 TRUE/FALSE QUESTIONS QUIZ 13 1)Arbitrators are called upon to make judgments on contract interpretation and just cause for discipline and discharge

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Wynnewood Hs

MANA 218

TRUE/FALSE QUESTIONS

QUIZ 13

1)Arbitrators are called upon to make judgments on contract interpretation and just cause for discipline and discharge.

 

2.            Just cause means that there must be valid, job-related reasons for being disciplined or fired.

 

3.            In due process, employees should be treated the same in determining discipline.

 

 

 

4.            In the Childcare Problem case the arbitrator denied the grievance.

 

5.            Arbitrators must follow the contract even if it would lead to harsh or nonsensical results.

 

6.            In the Maternity Leave case the arbitrator's decision was based on the definition of the word "maternity".

 

7.            The experience and training of negotiators is considered by arbitrators. Correct!

 

8.            Past practice may be used to interpret contract language.

 

 

9.            In the Seniority vs. Ability case the arbitrator's decision was based on giving full consideration to seniority.

 

10.          Employers who see the labor-management relationship as an armed truce see unions as at best a necessary evil to be contained.

 

11.          Employers who see the labor-management relationship as confrontation see both conflicting and shared interests.

 

12.          Power-based strategies lead to better compliance by both parties.

13.          The average time to an arbitrator's award is 11 months.

 

14.          Interest-based strategies lead to winners and losers.

15.          Protected concerted activities include leafleting, petitions, rallies and buttons.

 

16.          Employers who see the labor-management relationship as cooperative tend to broaden the scope of matters subject to joint discussion and negotiation.

 

17.          Unions and employers have shared, separate, and conflicting interests.

 

18.          A security guard stopping a steward from putting leaflets about a union grievance on windshields in the employee parking lot is committing an unfair labor practice.

 

19.          Success factors for union officers and stewards depend on how well they respond to the policies and directives of the employer.

 

 

20.          Rights-based strategies lead to mixed satisfaction with the results.

 

 

21.          An interest-based approach to contract administration is costly in terms of time, money and stress.

 

22.          While unions value seniority and equity, management values performance and efficiency.