Question 1.
A(n) ________ is generally defined as a complaint by an employee concerning an action by management that does not violate the contract, past practice, or law.
o lockout
o injunction
o preemption
o grievance
o gripe
Question 2.
If a supervisor assigns an employee a work that is outside his job classification and if the employee thinks that it violates his contract, the employee can file a formal complaint against his supervisor. This is known as a(n) ________.
o lockout
o grievance
o preemption
o injunction
o gripe
Question 3.
If an employee reports a grievance to a union steward and both, the steward and the employee agree that the grievance has some merit and should be pursued, the immediate next step is to ________.
o negotiate a last chance agreement among the employer, union, and employee
o report the matter to an arbitrator
o complete a grievance form
o form a union grievance committee
o renegotiate the collective bargaining agreement with the employer
Question 4.
At which stage in a grievance procedure are the majority of grievances settled?
o reporting the matter to a mediator
o consulting an arbitrator for resolving the grievance
o negotiating a last chance agreement with the employer
o forming a union grievance committee for resolving the grievance
o discussing the grievance with the supervisor after it is reduced to writing
Question 5.
With reference to employee misconduct, which of the following statements is true regarding minor offences?
o If an employee commits a minor offence then the matter should be immediately reported to an arbitrator without following the formal grievance procedure.
o Minor offences under normal circumstances warrant immediate discharge without the necessity of prior warnings.
o Minor offences call for attempts at corrective action.
o Theft at the workplace is generally considered a minor offence.
o Threatening co-workers is considered a minor offence.
Question 6.
Which of the following is most likely to be considered a serious offence?
o stealing at the workplace
o poor work performance
o failing to punch a timecard
o discourteous behavior toward a supervisor
o taking an unplanned leave
Question 7.
Robert feels that he has been treated unfairly by the management. In order to take revenge, he damages one of the lathes in the factory and pretends that it happened accidentally. An arbitrator is called to resolve this case of employee misconduct. According to the Bureau of National Affairs' Grievance Guide, which of the following factors will most likely be taken into consideration by the arbitrator in deciding the case?
o Robert's educational background
o Robert's skill set
o Robert's intention
o the value of the damage
o Robert's family background
Question 8.
Which of the following types of employee misconduct is most likely to warrant discharge on the first incident?
o personal off-duty misconduct
o using the office e-mail for personal reasons
o participating in lunch-hour poker
o moonlighting
o resting at the workplace with eyes closed
Question 9.
The objective of a progressive discipline system is to ________.
o inform new recruits about their rights as per the approved collective bargaining agreement
o enable an employee to correct his/her inappropriate behavior without serious or permanent consequences
o develop a last chance agreement on behalf of the employer
o address serious employee offences
o provide an alternative to strikes
Question 10.
The general purpose of the disciplinary procedures is to ________.
o decrease the wastage of resources in the company
o educate newly hired employees about the rights granted to them as per the existing collective bargaining agreement
o to reduce the number of violations
o help employees cope with their personal problems so that their performance is not affected
o resolve the grievances of employees against management
Question 11.
A gripe is often defined as any perceived violation of a contract provision.
o True
o False
Question 12.
In most collective bargaining agreements, the last step of the grievance procedure is mediation.
o True
o False
Question 13.
Once a grievance has been reduced to writing, the steward and the employee must meet with the supervisor to discuss the grievance and most grievances containing little merit are dropped at this stage.
o True
o False
Question 14.
Under the the union contract provision, only the union has the right to request arbitration as a final step in resolving a grievance.
o True
o False
Question 15.
Serious offenses, under normal circumstances, warrant immediate discharge without the necessity of prior warnings or attempts at corrective action.
o True
o False
Question 16.
Threatening coworkers is generally considered a serious offence.
o True
o False
Question 17.
Discourteous behavior toward a supervisor is an example of a minor offence.
o True
o False
Question 18.
Management cannot discipline an employee for off-duty misconduct because employees have a right to privacy in their private lives.
o True
o False
Question 19.
A last chance agreement is an agreement between the union and the employer that allows an employee who was fired for misconduct his job back.
o True
o False
Question 20.
A mediator cannot meet with the two parties involved in the dispute.
o True
o False
Question 21.
Discuss the functions of grievance procedures.
Question 22.
What is a last chance agreement?