PHR / SPHR Employee & Labor Relations Exam 203 Questions with Verified Answers
Absentee Policy - CORRECT ANSWER sick time allowed, using sick time,
... [Show More] inappropriate sick leave, disciplinary acitons
Ad hoc arbitrator - CORRECT ANSWER A person selected to hear a single case between two parties in conflict.
Advancement Barriers - CORRECT ANSWER EEO regulations not enforced, practices that hinder advancement, lack of education
Agency Shop - CORRECT ANSWER Clause that states that even if workers do not join the union, they must still pay the equivalent of dues to the union.
Agent-principal relationship - CORRECT ANSWER Principle under which regulations on unfair labor practices that apply to employers and unions also apply to acts of their agents.
Ally Doctrine - CORRECT ANSWER States that when a struck employer effectively uses the employees of an ally as strike breakers and when a union extends its primary picketing to this employer, no violation of the LMRA's secondary boycott prohibitions exists.
Alternative Dispute Resolution (ADR) - CORRECT ANSWER Umbrella term used to describe a number of problem-solving and grievance resolution approaches.
Arbitration - CORRECT ANSWER Procedure in which disputes are submitted to one or more impartial persons for final determination.
Arbitrator panel - CORRECT ANSWER three arbitrators chose to handle a specific dispute
Attorney Work Product - CORRECT ANSWER Materials used in preparing a legal case (e.g., written reports, notes, data); usually excluded from discovery phase.
Authorization cards - CORRECT ANSWER Cards signed by employees to indicate that they want union representation.
Bannering - CORRECT ANSWER Union practice of displaying a banner outside the property of an employer to advertise union's message.
Bargaining Unit - CORRECT ANSWER Group of employees a union wants to represent.
Behavioral Issues - CORRECT ANSWER absenteeism leads to incomplete work, insubordination is an inability to follow instructions
Binding Arbitration Decision - CORRECT ANSWER parties in a dispute must accept the arbitration decision, decision is final
Bumping - CORRECT ANSWER Giving more-senior workers whose jobs have been eliminated the right to transfer into jobs of less-senior workers.
Cat's Paw Principle - CORRECT ANSWER Legal principle in which, for example, an HR department is culpable for discrimination even though HR had no desire to discriminate, such as when HR is persuaded to take an adverse action against an employee with protected status by other biased employees who wish to discriminate against the individual.
Certification of representative - CORRECT ANSWER NLRB certification indicating that a union has won an election and will be the exclusive representative of the bargaining unit
Certification of results - CORRECT ANSWER NLRB certification indicating that a union has lost an election
Chilling - CORRECT ANSWER As defined by the NLRB, an employer act that will result in hesitation by an employee to exercise protected rights under Section 7 of the NLRA.
Circuit City Stores v. Adams - CORRECT ANSWER Case in which Supreme Court ruled that a pre-hire employment application requiring that all employment disputes be settled by arbitration was enforceable under the Federal Arbitration Act
Civil Service Reform Act - CORRECT ANSWER Act that extended collective bargaining rights to federal employees
Clayton Act - CORRECT ANSWER Act that minimally restricted the use of injunctions against labor and legalized peaceful strikes, picketing, and boycotts
Closed shop - CORRECT ANSWER Clause that states that union membership is a condition of hiring; is illegal (except in the construction industry).
Coalition bargaining - CORRECT ANSWER When more than one employer negotiates with the union; also known as multiple employer bargaining
Code of Conduct - CORRECT ANSWER defines unacceptable behavior, insubordination
Codetermination - CORRECT ANSWER As related to international labor relations, a practice in which employees have a role in the management of a company that includes worker representatives with voting rights on the corporate board of directors
Collective bargaining - CORRECT ANSWER Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time
Collective bargaining agreement (CBA) - CORRECT ANSWER Agreement or contract negotiated through collective bargaining process. terms, grievance process, disciplinary process, zipper clause
Committee - CORRECT ANSWER Group of people and resources who come together for the accomplishment of a specific organizational objective
Common law - CORRECT ANSWER Dictates that custom and usage have the force of law, even if not specifically found in legislatively enacted, codified, written laws
Common situs picketing - CORRECT ANSWER Situation in which lawful picketing of a primary employer also affects a secondary employer that occupies common premises; employers may establish separate or reserved gates, one for the struck employer and the other for all other employers
Communication Strategies - CORRECT ANSWER brown bag lunches, department meetings, town hall meetings, open door policy
Community of interests - CORRECT ANSWER Mutuality of interests among employees in bargaining for wages, hours, and working conditions
Compressed workweek - CORRECT ANSWER Work schedule that compresses a full week's work into fewer than five days
Compulsory Arbitration - CORRECT ANSWER parties in a dispute must seek arbitration, clause in contract or court order
Conciliation - CORRECT ANSWER Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation
Consent election - CORRECT ANSWER Type of representation election that involves an agreement between an employer and a union to waive the preelection hearing
Constructive Confrontation - CORRECT ANSWER factors not related to the dispute play a role in resolving the dispute
Constructive Discharge - CORRECT ANSWER employer created a threatening work environment forcing an individual to terminate
Consumer picketing - CORRECT ANSWER Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business
Coordinated bargaining - CORRECT ANSWER When an employer bargains with several unions simultaneously but on a separate basis
Crown Cork and Seal Company - CORRECT ANSWER NLRB decision that lifted some of the restrictions on employers' use of employee participation committees.
Deauthorization - CORRECT ANSWER Removes authority of a bargaining representative in a non-right-to-work state to negotiate or enforce a union security clause
Decertification - CORRECT ANSWER Means for employees to terminate union representation; removes union from its position as bargaining representative
Defamation - CORRECT ANSWER Injuring someone's reputation by making a false and malicious statement; may be spoken (slander) or written (libel).
Directed election - CORRECT ANSWER Type of representation election ordered by the NLRB regional director after a preelection hearing
Disciplinary Stages - CORRECT ANSWER coaching, counseling, formal action, disciplinary action, termination
Distributive bargaining - CORRECT ANSWER When parties are in conflict over an issue and the outcome represents a gain for one party and a loss for the other; each party tries to negotiate for the best possible outcome
Double breasting - CORRECT ANSWER When a common owner operates both union and nonunion businesses
Double Breasting Picketing - CORRECT ANSWER picketing with signs near a nonunion worksite operated by the employer
Due process - CORRECT ANSWER (law) the administration of justice according to established rules and principles
Dues checkoff - CORRECT ANSWER Where employees agree in writing to an automatic deduction of dues from their paychecks
Duty of fair representation - CORRECT ANSWER Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements
Duty of Good Fair and Fair Dealing - CORRECT ANSWER Imposes on each party in a contract an obligation for honesty in the conduct of the transaction.
Duty of loyalty - CORRECT ANSWER Common-law precept that imposes on employees a duty to be loyal to the employer
Duty of successor employers or unions - CORRECT ANSWER Mutual bargaining obligation of an employer and a union when a majority interest in a unionized company is sold to another employer
E. I. Dupont & Company - CORRECT ANSWER 1993 NLRB ruling that held certain employee committees to be illegal because Dupont management circumvented the legally chosen employee representatives and usurped the union's right to represent its members
Electromation - CORRECT ANSWER 1992 court decision that employers must deal cautiously with employee participation committees based on the NLRB's interpretation of what constitutes a company-dominated labor organization.
E-mail - CORRECT ANSWER communication to large group, send unnecessary information, accidentally send confidential information
Employee handbook - CORRECT ANSWER Explains major HR and employee policies and procedures and generally describes the employee benefits provided
Employee involvement (EI) - CORRECT ANSWER Planned and orderly attempt to link the shared interests of the employee and the company for their mutual benefit
Employee Participation Programs (EPPs) - CORRECT ANSWER Programs to improve communication between employees and management and empower employees in some workplace decisions.
Employee Relations - CORRECT ANSWER employee interactions, relationship building between employees and those outside the organization
Employment-at-will (EAW) - CORRECT ANSWER Common-law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and that employees have the right to quit a job at any time
Employment-Management Committee - CORRECT ANSWER employee participation in decision making
Equal Employment Opportunity Commission (EEOC) - CORRECT ANSWER Federal agency responsible for enforcing antidiscrimination laws and handling alleged complaints.
escalator position - CORRECT ANSWER Employer must promptly reinstate regular employees to positions that the employees would have earned had they remained on the job
Excelsior List - CORRECT ANSWER List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction of or consent to an election
Expatriation - CORRECT ANSWER Process of sending employees abroad and supporting their ability to adapt to cultural changes and complete their international assignment
Express oral contract - CORRECT ANSWER Involves verbal promises made between employer and employee related to employment
Expressed Contract - CORRECT ANSWER establishes the arrangement between the employee and the employer
Featherbedding - CORRECT ANSWER Situation in which unions try to require the employment of more workers than is necessary
Federal Labor Relations Authority (FLRA) - CORRECT ANSWER Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978
Federal Mediation and Conciliation Service (FMCS) - CORRECT ANSWER Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes
Flexibility Programs - CORRECT ANSWER Telecommuting
Flextime - CORRECT ANSWER Work schedule that requires employees to work an established number of hours per week but allows starting and ending times to vary
Focus group - CORRECT ANSWER Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator
Fraudulent misrepresentation - CORRECT ANSWER Intentional deception relied upon and resulting in injury to another person
Gissel Order - CORRECT ANSWER NLRB order to an employer to bargain with the union as a remedy for serious ULP charges against the employer.
Glass Ceiling Act - CORRECT ANSWER assess if individuals in a protected class are able to reach a managment position
Good Faith and Fair Dealing - CORRECT ANSWER parties in an employment contract must act so that the agreement is carried out as agreed
Good-faith bargaining - CORRECT ANSWER Generally means that parties in a negotiation enter into discussion with fair and open minds and a sincere desire to arrive at an agreement
Grievance procedure - CORRECT ANSWER Provides an orderly way to resolve differences of opinion in regard to a union contract
Hot cargo clauses - CORRECT ANSWER Agreement that union members are not required to handle goods made by nonunion labor or a struck plant; generally illegal
Illegal subjects - CORRECT ANSWER Those collective bargaining items that are unlawful by statute; also known as external subjects
Implied contract - CORRECT ANSWER Exists when an agreement is implied from circumstances even though there is no express agreement between employer and employee
Industrial democracy - CORRECT ANSWER As related to international labor relations, where employees have legally mandated rights to participate in management decisions
Inevitable disclosure - CORRECT ANSWER Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed
Informational picketing - CORRECT ANSWER Type of picketing done to advise the public that an employer is nonunion
Injunction - CORRECT ANSWER Court order that directs a party, employer, or union to do or refrain from doing a certain act (or acts).
Integrative bargaining - CORRECT ANSWER Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit
Interest-based bargaining (IBB) - CORRECT ANSWER Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process
Intranet - CORRECT ANSWER provides employees access to information without outsiders access
Involvement Strategies - CORRECT ANSWER delegate authority, surveys, suggestions program, committee, task force
Job enlargement - CORRECT ANSWER Broadening the scope of a job by expanding the number of different tasks to be performed
Job enrichment - CORRECT ANSWER Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation
Job rotation - CORRECT ANSWER Breaks the monotony of routine jobs by shifting people between comparable but different jobs
Job sharing - CORRECT ANSWER Results when two part-time employees share one full-time job
Labor Organization - CORRECT ANSWER Any organization in which employees participate and which exists for the purpose of dealing with employers on work-related issues.
Labor-Management Relations Act (LMRA) - CORRECT ANSWER Act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Taft-Hartley Act
Labor-Management Reporting and Disclosure Act (LMRDA) - CORRECT ANSWER Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Landrum-Griffin Act
Labor-Managment Reporting and Disclosure Act (LMRDA) - CORRECT ANSWER Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Landrum-Griffin Act.
Landrum-Griffin Act - CORRECT ANSWER Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Labor-Management Reporting and Disclosure Act (LMRDA)
Lawful Strike - CORRECT ANSWER union members seek improved benefits, compensation, work environment
Litigation Hold - CORRECT ANSWER Process of ensuring that any information related to pending (or reasonably anticipated) litigation is identified and preserved without regard to usual document destruction policies or schedules.
Local nationals - CORRECT ANSWER Employees a United States company hires abroad for jobs in their own country.
Lockout - CORRECT ANSWER Occurs when management shuts down operations to prevent union employees from working.
Maintenance of membership - CORRECT ANSWER Contract clause that states that an employee may or may not choose to join a union but once the employee joins, he/she must maintain membership for the duration of the contract
Mandatory subjects - CORRECT ANSWER Collective bargaining items required by law and the NLRB.
Mediation - CORRECT ANSWER Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation
Mediation Process - CORRECT ANSWER choose mediator, establish mediation format, meet with parties, identify solution, compromise
National Industrial Recovery Act - CORRECT ANSWER Act that extended the policies of the Railway Labor Act to all interstate commerce organizations
National Industry Recovery Act (NIRA) - CORRECT ANSWER Act that extended the policies of the Railway Labor Act to all interstate commerce organizations.
National Labor Relations Act (NRLA) - CORRECT ANSWER Act that protects the rights of employees to organize unhampered by management; also known as Wagner Act.
National Labor Relations Board (NLRB) - CORRECT ANSWER Agency that has authority to conduct union representation elections and investigate unfair labor practices
Negligent hiring - CORRECT ANSWER Hiring of an employee who the employer knew or should have known, based on a reasonable pre-hire investigation of the employee's background, posed a risk to others in the workplace
Negligent retention - CORRECT ANSWER Retention of employees who engage in misconduct both during and after working hours
Neutrality agreement - CORRECT ANSWER Contract between a union and an employer under which the employer agrees not to oppose a union's attempt to organize its workforce
Neutrality/Cooperation Agreement - CORRECT ANSWER Agreement between a union and an employer under which the employer agrees to remain neutral to (i.e., not oppose) a union's attempt to organize its workforce.
Newsletters - CORRECT ANSWER Information about activities and concerns, require time to create, one-sided communication
Nip In the Bud Cases - CORRECT ANSWER NLRB cases involving ULPs during a union's organizing drive that "chill" an organizing effort.
No-lockout clause - CORRECT ANSWER Contract stipulation in which the company agrees not to lock out workers during a labor dispute for the life of the contract
Non-binding Arbitration Decision - CORRECT ANSWER arbitrator's opinion on resolving a dispute legal action may be take
Norris-LaGuardia Act - CORRECT ANSWER Act that guarantees workers' right to organize and restricts issuance of court injunctions against nonviolent union activity such as strikes, picketing, and boycotts
No-strike clause - CORRECT ANSWER Contract stipulation in which union agrees not to strike during the duration of the contract
ombudsman - CORRECT ANSWER A designated impartial individual not involved in the dispute from whom employees may seek counsel for resolution of their complaints
Open Shop - CORRECT ANSWER Workplace in which union membership (payment of dues) is not required for employee to continue employment beyond 30 days (seven days in the construction industry).
Open-Door Policy - CORRECT ANSWER removing barriers that discourage discussion between employees and managers
Organizational Climate - CORRECT ANSWER Employee Attitudes affect ability to retain and motivate employees
Organizational Culture - CORRECT ANSWER work environment created by employees, A set of shared values and norms that support the management system and that guide management and employee behavior
Organizational feedback - CORRECT ANSWER Presentation of data to stimulate discussion of problem areas, generate potential solutions, and stimulate motivation for change
Organizational picketing - CORRECT ANSWER Type of picketing done to induce employees to accept the union as their representative
Organizing a Union - CORRECT ANSWER confirm employee interest, sign authorization cards, inform employer, conduct election
Pattern bargaining - CORRECT ANSWER Takes place when unions negotiate provisions covering wages and other benefits similar to those already provided in other agreements existing within the industry or region; also known as parallel bargaining
Peer review Panel - CORRECT ANSWER A form of alternative dispute resolution in which management and non-management employees trained in company policies, procedures, and work rules hear disputes and make decisions which, depending upon the individual program, can be final and binding on both parties to the dispute
Permanent Arbitrator - CORRECT ANSWER the arbitrator that all parties in a business relationship have agreed to use
Permissive subjects - CORRECT ANSWER Collective bargaining items that may be bargained but are not obligatory; also called voluntary or nonmandatory subjects
Phased retirement - CORRECT ANSWER Offers employees the opportunity to gradually reduce the number of hours they work before they are fully retired
Policy - CORRECT ANSWER Broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employee activities
Positional negotiation - CORRECT ANSWER Type of contract negotiation in which people lock themselves into positions and find it difficult to move away, parties lose sight of the underlying problems to be resolved, and emphasis is placed on winning the position
Principled Bargaining - CORRECT ANSWER identify issues, discuss solutions to reach agreement
Principled negotiation - CORRECT ANSWER Type of contract negotiation based on four premises: 1) separate the people from the problem, 2) focus on interests, not positions, 3) invent options for mutual gain, and 4) insist on objective criteria
Procedure - CORRECT ANSWER Detailed, step-by-step description of the customary method of handling an activity
Progress Discipline - CORRECT ANSWER identify problem, assess severity, determine is a recurrence, disciplinary action. System of increasingly severe penalties for employee discipline
Project team - CORRECT ANSWER Group of people who come together for a specific project
Promissory Estoppel - CORRECT ANSWER employer pays a reward when an employee is promised a reward in exchange for work
Public Policy Exception - CORRECT ANSWER Exception to doctrine of employment-at-will, holding that employees cannot be fired for fulfilling legal obligations or for exercising legal rights.
Railway Labor Act - CORRECT ANSWER Act that originally provided railroad employees the right to organize and bargain collectively; now covers both railroad and airline employees
Reasons to settle a discrimination charge - CORRECT ANSWER avoid costs, damage to reputation, media coverage, rumors, EEOC or FEPA investigation
Recognition - CORRECT ANSWER When an employer recognizes a union as being entitled to conduct collective bargaining on behalf of workers in a particular bargaining unit
Recognitional picketing - CORRECT ANSWER Picketing done to obtain an employer's recognition of a union as bargaining representative
Reference guides - CORRECT ANSWER Can be employee phone list or company product list or more elaborate user manuals
Reserved Gate - CORRECT ANSWER Device used by owner or contractor of a multi-employer work site to isolate pickets of one of these employers with whom a union has a primary dispute.
Reserved rights doctrine - CORRECT ANSWER Grants management full authority and discretion over the items that are or could be covered unless the contract limits management's rights in a particular area
Respondent superior - CORRECT ANSWER A Latin term meaning "Let the master answer". It refers to the employer or physician who is liable for the negligent actions of anyone working for him or her. In some states, both the employer and the employee may be liable.
Right to work - CORRECT ANSWER Refers to statutes that prohibit unions from making union membership a condition of employment
Safe Harbor - CORRECT ANSWER Provision in a law or regulation that provides some measure of protection from liability if certain conditions are met.
Salting - CORRECT ANSWER Process of using paid union organizers to infiltrate an organization and organize its workers
Secondary boycotts - CORRECT ANSWER Action directed at a primary party through action against some third party
Section 7 Rights - CORRECT ANSWER Rights under NLRA that allow employees to engage or not engage in union activity.
Segmented Bargaining - CORRECT ANSWER When employer and union decide to assign specific bargaining issues to committees; proposals are then returned to entire group for decision.
Self Directed Team - CORRECT ANSWER Group of people that works in a self-managing way; typically assume complete autonomy.
Self-directed team - CORRECT ANSWER Group of people that works in a self-managing way; typically assume complete autonomy
Sherman Anti-Trust Act - CORRECT ANSWER Act that curbed concentrations of power that interfered with trade and reduced economic competition; directed at large monopolistic employers but applied by courts to labor unions
Shop-floor-participation - CORRECT ANSWER As related to international labor relations, a participatory management approach in which workers have the opportunity to identify problems and help resolve them.
Skill Variety - CORRECT ANSWER Extent to which a job requires a variety of different activities for successful completion.
Skip Level Interview - CORRECT ANSWER Interview with the manager's manager.proves insight into employee goals and job satisfaction as well as an opportunity for career counseling
Skip-level interviews - CORRECT ANSWER Practice in union-free organizations of encouraging managers to spend time with each employee two levels below them on an annual basis
Social charter - CORRECT ANSWER As related to international labor relations, legislation pending before European Union where employment conditions/practices would be standardized
Standard operation procedures - CORRECT ANSWER sets of steps to be taken to accomplish specific goals
Strategies Encouraging Communication - CORRECT ANSWER employee input in decision-making, more involvement
Strike - CORRECT ANSWER Refusal by employees to work
Sympathy strike - CORRECT ANSWER Strike by employees of a bargaining unit who refuse to cross picket lines made up of employees who are not members of their bargaining unit
Taft-Hartley Act - CORRECT ANSWER Act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Labor-Management Relations Act (LMRA).
Task force - CORRECT ANSWER Temporary allocation of personnel and resources for the accomplishment of a specific objective
Task identity - CORRECT ANSWER Extent to which a job requires a "whole," identifiable unit of work
Task significance - CORRECT ANSWER Extent to which a job has a substantial impact on other people
Team - CORRECT ANSWER Set of two or more people who are equally accountable for the accomplishment of a purpose and specific performance goals
Tear out Acknowledgment form - CORRECT ANSWER acknowledgement form that is to be signed by employee that he or she has read and understood the terms and agreements of the document
Telecommuting - CORRECT ANSWER Working via computing and telecommunications equipment
TIPS - CORRECT ANSWER Acronym used by many labor management attorneys and consultants that covers most of the unfair labor practice pitfalls a supervisor can run into: Don't Threaten, Interrogate, Promise, or Spy
Town Hall Meeting - CORRECT ANSWER all-hands staff meeting to distribute information about the organization
tripartite arbitration - CORRECT ANSWER A panel consisting of three arbitrators who hear the issues and reach a joint decision regarding disputes....
Types of Unions - CORRECT ANSWER Local, National, Federations, and International unions
U.S. Equal Employment Opportunity Commission (EEOC) - CORRECT ANSWER Federal agency responsible for enforcing antidiscrimination laws and handling charges
Unfair competition - CORRECT ANSWER Deals with employment contracts that contain covenants not to compete after termination of employment relationship and with the use of secret, confidential, or proprietary information that the employee obtained while working for the former employer
Unfair labor Practices - CORRECT ANSWER interfering in union activities, controlling a union, discriminating against union members, refusing to bargain. Violation of rights under labor-relations statutes.
Union - CORRECT ANSWER Formal association of employees that promotes the interests of its membership through collective action
Union Negotiating Strategies During Collective Bargaining - CORRECT ANSWER single-unit, coordinated, multi-employer, parrallel
Union security clauses - CORRECT ANSWER Provisions in a collective bargaining agreement designed to protect the institutional authority or survival of the union (e.g., making union membership or payment of dues compulsory for all or some of the employees in a bargaining unit)
Union shop - CORRECT ANSWER Clause that states that when workers take jobs in a specific bargaining unit, they must join the union and pay union dues within a certain period of time
Unlawful Strike - CORRECT ANSWER no-strike clause, defending unfair labor practices, property damage, person harm
Voluntary Arbitration - CORRECT ANSWER use arbitration to solve a dispute and avoid a lawsuit
Wagner Act - CORRECT ANSWER Act that protects the rights of employees to organize unhampered by management; also known as National Labor Relations Act (NLRA)
Weingarten rights - CORRECT ANSWER Union employees' right to have a union representative or coworker present during an investigatory interview
Wildcat strikes - CORRECT ANSWER Work stoppages involving the primary employer-employee relationship that are neither sanctioned nor stimulated by the union and that violate a no-strike clause in the contract
Word of Mouth - CORRECT ANSWER spreads information quickly, able to discuss meaning changes as it spreads
Work councils - CORRECT ANSWER As related to international labor relations, groups of workers and management representatives charged with examining how to improve company performance, working conditions, job security, etc.
Work rule - CORRECT ANSWER Reflects management decisions regarding specific actions to be taken or avoided in a given situation
Work team - CORRECT ANSWER Group of employees responsible for a given end product
Yellow-Dog Contracts - CORRECT ANSWER Contracts that force employees to agree not to join a union or participate in any union activity as a condition of employment.
Zipper clause - CORRECT ANSWER Contract stipulation in which both parties waive the right to demand bargaining on any matter not dealt with in the contract, whether or not that matter was contemplated when the contract was negotiated or signed [Show Less]