Each question is worth 5 points. Place answers here. 1 4 7 10 13 2 5 8 11 14 3 6 9 12 15 1. The package approach to bargaining is particularly...

Each question is worth 5 points. Place answers here.147101325811143691215The package approach to bargaining is particularly important in reference tounion security.management rights.economic issues.the management position.The first major union to be touched by the threat of “multi-nationals” was theUAW.Steelworkers.Newspaper Guild.Machinists.Today most labor-management contracts are renegotiatedannually.every two years.every three or four years.every five years.Counterproposals aregeared to compromising.more or less synonymous with trading points.not illegal if they involve some element of concession from the party making them.All of the above.Joint study groupsdo not engage in collective bargaining as such.should be established soon after contracts are negotiated.have worked successfully in both the basic steel and automobile industries.All of the above. A labor mediatortypically serves without compensation.has no conclusive powers in a dispute.must always be neutral.None of the above.Unions have referred to Boulwarism asdoing right voluntarily.exclusive jurisdiction bargaining.take it or leave it bargaining.coercion bargaining.The steps in processing a complaint through the grievance procedureare clearly outlined in the collective bargaining agreement.are rarely subject to time limits.are totally controlled by management.involve participation by management, labor, and the federal government.In addition to being orderly and efficient, the grievance procedure can be regarded as a means forproducing labor/management conflict.defeating one side or the other.obtaining a better climate for labor relations.establishing a collective bargaining agreement.In 1957, the Supreme Court ruled that an employer mayrefuse to arbitrate unresolved grievance disputes when the contract contains an arbitration provision.not refuse to arbitrate unresolved grievance disputes when the labor agreement contains an arbitration provision.refuse to arbitrate cases involving civil rights questions.avoid arbitration under Taft-Hartley.The Supreme Court decision in the Enterprise Wheel and Car Corporation case demonstrates thatcivil rights issues are an exception to the finality of the arbitrator’s award.private arbitration has been weakened by the courts.a union or a management may not use the courts to set aside an arbitrator’s award.All of the above.When past practice and clear-cut contractual language conflictpast practice supersedes language.language supersedes past practice.the merits of the case become paramount.a compromise is desirable.The ruling that an arbitrator’s decision is not final and binding when Title VII of the Civil Rights Act is involved comes fromthe Collyer Insulated Wire case.Gibbons v. Ogden.Alexander v. Gardner-Denver.the Yale New Haven Hospital case.The typical arbitration hearinghas the same rules of evidence as a court proceeding.is more formal than the grievance procedure.moves more slowly than a normal court case.takes place a few days after an appeal.Which of the following is not a method for the selection of an arbitrator?ad hocpermanentappointment by the Federal Mediation and Conciliation Service or the American Arbitration AssociationNone of the above.