Evaluating an employee misconduct case

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Reference no: EM131917307

Please indicate your answer by entering "T" or "F" on the answer sheet.

Integrative bargaining is a "zero-sum" process.

Only attorneys and judges are allowed to be arbitrators.

According to the National Labor Relations Board (NLRB), child care is not a mandatory subject for collective bargaining.

In all unionized organizations, promotion decisions are solely based on seniority.

When an arbitrator is evaluating an employee misconduct case, the relative value of the damage is the primary factor in considering the appropriate discipline; the person's deliberate and malicious intent has relatively little significance.

Permanent replacements may only be hired during a lockout to affect the economic outcome of a contract under negotiations if the lockout is a result of an unfair labor practice by the employer.

If a negotiator must give the first opening offer, or choose to do so for strategic reasons, then they should choose the offer that is closest to their resistance point.

One's BATNA must be objectively "better" than the other party's BATNA to give one negotiating power.

Hours of employment and rates of pay are mandatory subjects for collective bargaining.

A distributive bargaining method results in a "win-win" situation.

Reference no: EM131917307

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