Reference no: EM132295286
1. The Brotherhood of Grocery Workers is standing outside of Wall Stores carrying placards to inform workers and customers that Wall Stores is unfair to union labor. This is called a:
secondary picket.
strike.
secondary boycott.
primary picket.
2. An employer lockout is:
always illegal.
always legal.
is a tool to frighten workers into voting against a union in an upcoming election.
legal over mandatory subjects of bargaining.
3. Sam is a manufacturing employee at Grounders Inc. He recently hung a poster on a company billboard to notify other employees of an upcoming union meeting:
This is an unfair labor practice.
Sam may be fired for using company property for union activity.
This fall within the rights of employees to concerted activities.
The company may remove the poster and warn Sam about his unprofessional behavior.
4. Employees have the right:
to refrain from forming, joining or assisting labor organizations.
to act as an independent union that is created and advocates for a single employee.
to make threats against management on Facebook.
to arrive late to work and file a retro-active intermittent FMLA claim because it does not require a doctor’s authorization for conditions like a cold or ear infection.
5. Banners and handbills are:
protected by the First Amendment as long as they are truthful statements of the union’s issue with the employers.
always protected by the First Amendment regardless of the content.
not protected by the First Amendment, even when containing truthful statements of the union’s issue with the employers.
a union unfair labor practice.
6. It is an unfair labor practice for an employer to:
interfere with union solicitation while employees are chatting amongst themselves on the production floor during scheduled work time.
share with employees why they think the employer should remain union-free.
interfere with union solicitation during nonworking time like lunch breaks.
provide a safe and desirable workplace with input from their employees in the hopes to avoid a union organization drive, in the future.
7. The NLRA forbids unions:
from striking during a company’s busy season.
from negotiating wages and working conditions.
from threatening to punish workers if they do not join or vote for the union.
from electing officers.
8. The Brotherhood of Grocery Workers is standing outside of Wall Stores carrying placards to inform workers and customers that Wall Stores is unfair to union labor. This is called a:
secondary picket.
strike.
secondary boycott.
primary picket.
9. An employer lockout is:
always illegal.
always legal.
is a tool to frighten workers into voting against a union in an upcoming election.
legal over mandatory subjects of bargaining.
10. Sam is a manufacturing employee at Grounders Inc. He recently hung a poster on a company billboard to notify other employees of an upcoming union meeting:
This is an unfair labor practice.
Sam may be fired for using company property for union activity.
This fall within the rights of employees to concerted activities.
The company may remove the poster and warn Sam about his unprofessional behavior.
11. Employees have the right:
to refrain from forming, joining or assisting labor organizations.
to act as an independent union that is created and advocates for a single employee.
to make threats against management on Facebook.
to arrive late to work and file a retro-active intermittent FMLA claim because it does not require a doctor’s authorization for conditions like a cold or ear infection.
12. Banners and handbills are:
protected by the First Amendment as long as they are truthful statements of the union’s issue with the employers.
always protected by the First Amendment regardless of the content.
not protected by the First Amendment, even when containing truthful statements of the union’s issue with the employers.
a union unfair labor practice.
13. It is an unfair labor practice for an employer to:
interfere with union solicitation while employees are chatting amongst themselves on the production floor during scheduled work time.
share with employees why they think the employer should remain union-free.
interfere with union solicitation during nonworking time like lunch breaks.
provide a safe and desirable workplace with input from their employees in the hopes to avoid a union organization drive, in the future.
14. The NLRA forbids unions:
from striking during a company’s busy season.
from negotiating wages and working conditions.
from threatening to punish workers if they do not join or vote for the union.
from electing officers.