collective agreements are of fixed duration that embody a sharp distinction between negotiation of and interpretation of an agreement

1. In a unionized firm, the _____ clause of the collective bargaining agreement typically retains for management the authority to impose reasonable rules for workplace conduct and to discipline employees for just cause.

implied promises

organizational support

management rights

employee relations

2. One distinctive feature of the U.S. system compared with other countries is

collective agreements are of fixed duration that embody a sharp distinction between negotiation of and interpretation of an agreement

low union dues and small union staffs

selective representation

centralized collective bargaining

3. According to _____, an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing.

retaliatory discharge

lifestyle discriminate

public policy exception

social learning theory

4. The role of government in the U.S. industrial relations system is:

active in dispute resolution

legalistic in the courts only

legalistic in administrative procedures and the courts, but passive in dispute resolution

legalistic in administrative procedures and active in dispute

5. A bona fide occupational qualification allows

seniority systems

discrimination to be permissible when a qualification is considered reasonably necessary to the operation of the business or enterprise

exemption from the Fourteenth Amendment

random drug testing

6. The right of employees to strike in support of their bargaining demands is protected by

the Landrum-Griffin Act

state law

collective bargaining agreements

the Taft-Hartley Act

7. While mediation assists the parties to reach their own settlement, _____ hears the positions of both and decides on binding settlement terms.



wildcat resolution


8. Title VII is most relevant to the employment context because it _____ on the basis of race, color, religion, sex, or national origin in all aspects of employment.

encourages advancement

prohibits discrimination

prevents layoffs

eliminates nepotism

9. The concept of _____ requires an employer not only to produce persuasive evidence of an employee’s liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.

just cause

progressive discipline

positive discipline

the hot-stove rule

10. The Civil Rights Act of 1871

provides that a seniority system that intentionally discriminates against the members of a protected group can be challenged within 180 days

requires that men and women working for the same establishment be paid the same rate of pay for work that is substantially equal in skill, effort, responsibility, and working conditions

grants all citizens the right to sue in federal court if they feel they have been deprived of any rights guaranteed by the Constitution and other laws

prohibits the denial, termination, or suspension of government contracts if an employer is following an affirmative action plan accepted by the federal government for the same facility within the past 12 months

11. A worker being fired for actions ranging from filing a workers’ compensation claim to reporting safety violations to government agencies is called

retaliatory discharge

just cause

red-hot-stove discipline

unfair dismissal

12. Mediation is most successful when

mediators are assigned by the courts to intervene

the mediator’s advice has the force of a government writ

disputants see mediators as fair

the mediator acts as a judge in the negotiations

13. A(n) _____ is a neutral facilitator between employees and managers who assists in resolving workplace disputes.


grievance committee

peer-review panel

complaint team

14. _____ refers to an employment relationship between an employer and an employee, under which either party can terminate the relationship without notice for any reason not prohibited by law.

Fiduciary duty of loyalty

Employment at will

Due process

An implied promise

15. In U.S. industrial relations, union organization is

supported by both large and small employers

opposed by small employers but supported by large employers

opposed by large employers but supported by small employers

opposed by both large and small employers