Test Bank For Labor Relations 11th Edition John Fossum

Test Bank for Labor Relations, 11th Edition: John Fossum
Test Bank for Labor Relations, 11th Edition: John

Fossum
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Chapter 06 - Union Organizing Campaigns
Chapter 06
Union Organizing Campaigns
True / False Questions
6-1. The Wagner Act strongly facilitated and institutionalized collective bargaining as the
preferred method to resolve workplace conflicts where employees chose it.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 156
6-2. The concept of exclusive representation establishes a “winner-takes-all” outcome in

representation elections.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 156
6-3. Organizing unions is highly adversarial and heavily regulated.

Answer: True
Difficulty: Easy
Blooms: Remember
Page: 156
6-4. The National Labor Relations Board acts as a referee in the process of organizing unions.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 156
6-5. Monopoly power generally leads to a union wage deprivation.

Answer: False
Difficulty: Easy
Blooms: Remember
Page: 157
6-6. Unions depend on the employers’ dues to operate.

Answer: False
Difficulty: Easy
Blooms: Remember
Page: 157
6-7. Employers can legally refuse to hire applicants based on union membership or concurrent
union employment.
Answer: False
6-1
© 2012 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in
any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
Difficulty: Easy
Blooms: Remember
Page: 158
6-8. National union campaigns often occur if a unionized firm opens a new nonunion plant.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 158
6-9. Organizing begins with an authorization card campaign and most often ends with the
NLRB certifying the election results.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 158
6-10. Employers faced with a recognition request usually claim that the union’s majority
status is not doubtful.
Answer: False
Difficulty: Easy
Blooms: Remember
Page: 158
6-11. Elections in units where employees are not currently represented are called
decertification elections.
Answer: False
Difficulty: Easy
Blooms: Remember
Page: 160
6-12. Elections can be held even if an election result was certified within the previous year.
Answer: False
Difficulty: Easy
Blooms: Remember
Page: 160
6-13. The NLRB considers legal constraints when determining the bargaining unit.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 163
6-14. Legal constraints limit the potential scope of a bargaining unit.

Answer: True
6-2
Difficulty: Easy
Blooms: Remember
Page: 164
6-15. The major difference between the Wagner Act and the Railway Labor Act is that the
Wagner Act requires that bargaining units be formed on a craft basis.
Answer: False
Difficulty: Easy
Blooms: Remember
Page: 164
6-16. Craft severance is a term used when a group of employees with a substantially different
community of interests is allowed to establish a separate unit.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 167
6-17. Accretion occurs when an existing union in an employer wins representation rights for
employees previously represented by another union.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 168
6-18. The usual catalyst for a campaign is employees’ frustration about their wages and
benefits or their inability to influence outcomes in the workplace.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 170
6-19. If unionized, many decisions that managers previously implemented unilaterally would
require consultation and negotiation with the union.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 172
6-20. No-solicitation rules do not apply to employees.

Answer: True
Difficulty: Easy
Blooms: Remember
Page: 173
6-3
6-21. Employer interrogation of employees during a campaign would be legal if used to test a
claim of majority status.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 175
6-22. Beliefs about unions and the opinions of others is salient to the future influence voting
behavior.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 178
6-23. Unions that are centralized have more organizing success.

Answer: False
Difficulty: Easy
Blooms: Remember
Page: 180
6-24. Besides reruns or bargaining orders, the NLRB can issue cease-and-desist orders for
ULPs during organizing drives.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 186
6-25. An employer may withdraw recognition only if there is clear-cut evidence that the union
has actually lost its majority.
Answer: True
Difficulty: Easy
Blooms: Remember
Page: 187
Multiple Choice Questions
6-26. _____ target specific employers or geographic areas and send professional organizers to
encourage and assist local employees in unionizing.
A. National unions
B. NLRB
C. independent local unions
D. NMB
Answer: A
Difficulty: Easy
Blooms: Remember
6-4
Page: 157
6-27. Organizing begins with an authorizing card campaign and most often ends with the
_____ certifying the election results.
A. American Federation of Labor
B. Labor Department
C. National Labor Relations Board
D. Independent Local Unions
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 158
6-28. A(n) _____ campaign tries to enroll employees in the union in the unit the union seeks
to represent.
A. recognitional picketing
B. decertification election
C. raid election
D. authorization card
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 158
6-29. A(n) _____ is held to determine whether a majority of employees desire union
representation, and if so, by which union.
A. board-directed election
B. representation election
C. election bar
D. recognitional picketing
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 160
6-30. Elections in units where employees are not currently represented are called _____
elections.
A. certification
B. accretion
C. decertification
D. raid
Answer: A
Difficulty: Easy
Blooms: Remember
Page: 160
6-5
6-31. _____ elections are held when at least 30 percent of currently represented employees
indicate that they do not want continued representation.
A. Certification
B. Decertification
C. Board-directed
D. Raid
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 160
6-32. Which of the following types of elections may not be held while a contract is in effect?
A. Certification elections
B. Authorization card elections
C. Decertification elections
D. Raid elections
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 160
6-33. Which of the following best describes raid elections?

A. They are held to determine whether a majority of employees desires union representation
and, if so, by which union.
B. They occur when 30 percent of the currently represented employees indicate they do not
want continued representation.
C. They occur when at least 30 percent of employees indicate they would prefer a different
union to represent them.
D. Elections in units where employees are not currently represented are called raid elections.
Answer: C
Difficulty: Medium
Blooms: Understand
Page: 160
6-34. The union may petition the _____ to hold an election in the unit it is trying to organize
and includes the signed authorization cards as evidence of support.
A. business agents
B. NLRB
C. AFL
D. stewards
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 161
6-6
6-35. The employer frequently contests the makeup of a(n) _____, requiring the NLRB to
decide which employees should be included.
A. appropriate bargaining unit
B. Excelsior list
C. corporate campaign
D. secret ballot ruling
Answer: A
Difficulty: Easy
Blooms: Remember
Page: 161
6-36. If an employer has had a(n) _____, it can directly petition the board to hold an election.
A. order indicating a bar on elections
B. request for consent election
C. negotiation on a neutrality pledge
D. recognition demand
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 162
6-37. In _____ elections, the NLRB regional director determines, after hearings, an
appropriate bargaining unit and voter eligibility.
A. consent
B. petition
C. joint
D. employer directed
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 162
6-38. Which of the following conducts the secret-ballot elections for unions?
A. The AFL
B. The state government
C. The NLRB
D. The NMB
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 162
6-7
6-39. The 1974 amendments to the _____, permitting representation in private, nonprofit
health care facilities established special constraints on bargaining.
A. Taft-Hartley Act
B. Wagner Act
C. Norris-LaGuardia Act
D. Civil Rights Title VII Act
Answer: A
Difficulty: Easy
Blooms: Remember
Page: 164
6-40. Which of the following best describes the degree of functional integration?
A. The extent to which all potentially includable employees are required to provide the
company’s output
B. A group of employees with a substantially different community of interests that is allowed
to establish a separate unit
C. When a new facility is added to the bargaining unit or when an existing union in an
employer wins representation rights for employees previously represented by another union
D. Where there is no union shop or required agency fee, employees do not need to pay dues to
the union to receive contractual benefits
Answer: A
Difficulty: Medium
Blooms: Understand
Page: 166
6-41. In determining appropriateness, the board considers carefully the _____ of the
employees in the proposed unit.
A. racial identity
B. social status
C. community of interests
D. financial background
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 166
6-8
6-42. Which of the following best explains interchangability and degree of contact among
employees in determining appropriateness of the petitioned unit?
A. If employees transfer frequently across plants or offices, their community of interest may
be similar, leading the board to designate a multiplant unit.
B. If employees in two or more different occupations worked under common supervision, a
unit including only one of the occupations would probably be inappropriate.
C. Employees at a particular facility may have differences in job duties, but similar levels of
skills and be considered as an appropriate group for organizing.
D. Differences in pay rates or benefits would not necessarily lead to a unit being found to be
inappropriate.
Answer: A
Difficulty: Medium
Blooms: Understand
Page: 167
6-43. The term _____ means that a group of employees with a substantially different
community of interests is allowed to establish a separate unit.
B. craft severance
C. neutrality pledge
D. accretion
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 167
6-44. _____ occurs when a new facility is added to the bargaining unit or when an existing
union in an employer wins representation rights for employees previously represented by
another union.
A. Succession
B. Accretion
C. Preferential transfer
D. Finalization
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 168
6-45. Which of the following is true about successor organizations?

A. Where ownership changes but operations continue unchanged, the new owner must honor
the existing contract.
B. A firm that merges with another firm assumes existing contractual obligations.
C. Where operations continue but, because of layoffs and/or new hires, the union lacks a
majority, the employer has an obligation to honor a contract.
6-9
D. When a closed firm is reopened by new owners, the bargaining relationship ceases to exist
if a majority of the employees worked for the former company and were in a represented unit.
Answer: B
Difficulty: Medium
Blooms: Remember
Page: 169
6-46. If an employment agency supplies temporary employees to another and both can fire,
discipline, change wages, and so on, then they are _____.
A. following unfair labor practices
B. stewards
C. business agents
D. joint employers
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 169
6-47. Which of the following is true of successor organizations?

A. Where ownership changes but operations continue unchanged, the new owner must honor
the existing contract but need not recognize the union.
B. Where operations continue but, because of layoffs and/or new hires, the union lacks a
majority, the employer has to strictly honor a contract.
C. When a closed firm is reopened by new owners, the bargaining relationship continues if a
majority of the employees worked for the former company and were in a represented unit.
D. A firm that acquires or merges with another firm need not honor the existing contractual
obligations.
Answer: C
Difficulty: Medium
Blooms: Understand
Page: 169
6-48. Unionization aims to permanently change the employment relationship by

institutionalizing _____ as the method through which managers and employees deal with each
other about future wages, hours, and terms and conditions of employment.
A. accretion
B. stewardship
C. craft severance
D. collective bargaining
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 170
6-10
6-49. Employees who are hired after _____ need to be recruited to join and get socialized to
better understand and support the union’s goals.
A. the negotiation of the neutrality pledges
B. decertification elections
C. craft severance
D. unionization in the firm
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 171
6-50. A permanent _____ must be established within the unit to address member concerns and
challenge management when workers’ rights have been abridged.
A. corporate campaign
B. community action wing
C. support organization
D. election bar
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 171
Page: 172
6-51. Economic returns from _____ are substantially greater than costs of organizing for
employees in most industries.
A. picketing
B. craft severance
C. decertification elections
D. union representation
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 173
6-52. Which of the following is true regarding solicitation by any organization?

A. No-solicitation rules strictly apply to all employees.
B. All employers allow solicitations by any organization on company property or on company
time.
C. Nonemployee organizers can, in most instances, be barred from soliciting on company
property.
D. Employee organizers cannot solicit fellow workers on company premises even if it’s
clearly shown that solicitation interferes with production.
Answer: C
Difficulty: Medium
Blooms: Understand
6-11
Page: 173
6-53. Which of the following is true about the method employers use to reduce an organizer’s
solicitation opportunities?
A. Employers cannot restrict computer and e-mail system use to working time only.
B. Employers cannot block employees’ incoming e-mails.
C. Employers can force employees to leave working areas and plants at the end of their shifts.
D. Employers can allow organizers to solicit on quasi-public property, such as shopping mall
courts or parking lots.
Answer: C
Difficulty: Medium
Blooms: Understand
Page: 174
6-54. Employer interrogation of employees during a campaign would probably be legal only
if used to test a claim of majority status, but it would be unfair if:
A. the employer has been friendly toward unions.
B. he interrogation is done in an understanding manner.
C. the questioner is a low-level employee.
D. information is likely to be used against a particular individual.
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 175
6-55. In which of the following situations would employer interrogation of employees be

considered unfair?
A. The questioner is a high-level manager
B. Information is likely to be used for the good of a particular individual
C. The employer has been impartial toward unions
D. The interrogation is done in an understanding manner
Answer: A
Difficulty: Medium
Blooms: Understand
Page: 175
6-56. Which of the following would be regarded as an unfair labor practice (ULP)?
A. Audiotaping the speech given by the owner of a company during its annual general
meeting
B. Videotaping to record protected concerted activity
C. Installing CCTVs in the company to track security of the premises
D. Restricting computer and e-mail system use to working time.
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 175
6-12
6-57. Obtaining a majority requires that employees _____ for an organizer.

A. run a decertifying election campaign
B. picket for the post of stewardship
C. sign an authorization card
D. form independent local unions
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 175
6-58. Where the employer is a significant economic entity in the local area, _____ is an
important adjunct.
A. resource coordination
B. employee interrogation
C. community action
D. employee surveillance
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 176
6-59. When the employer is not particularly dependent on the local community, but is well-
known to the public or can be linked to other organizations that are, the union may also
undertake a(n) _____ to inform the public and pressure the employer to conduct a fair
campaign.
A. decertification election
B. corporate campaign
C. free riding campaign
D. interrogation of employees
Answer: B
Difficulty: Easy
Blooms: Remember
Page: 176
6-60. Which of the following refers to a heavily used traditional union organizing campaign
strategy?
A. Use of a developed internal cadre to wage an intensive one-to-one rank-and-file campaign
B. Use of national union representatives who are trained in organizing
C. Use of coordinated resources and focus on community action
D. Use of handbilling, and letters to employees in the unit
Answer: D
Difficulty: Medium
Blooms: Understand
Page: 176
6-13
6-61. A(n) “_____” perception reduces the willingness to vote for representation.
A. big labor
B. belief that unions are instrumental for gaining positive employment outcomes
C. recognitional picketing
D. election bar
Answer: A
Difficulty: Easy
Blooms: Remember
Page: 178
6-62. Which of the following is a factor that contributes to union failure in organizing?
A. Using information technology
B. Having centralized control in the union
C. Specializing in representing specific employee groups
D. Using innovative methods for organizing
Answer: B
Difficulty: Medium
Blooms: Understand
Page: 180
6-63. Where not all units of an employer are already organized, unions try to negotiate _____
into the collective bargaining agreement.
A. no-solicitation rules
B. no-distribution permissions
C. neutrality pledges
D. the 24-hour rule
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 181
6-64. Which of the following best describes the neutrality pledge in the collective bargaining
agreement?
A. It means that a group of employees with a substantially different community of interests is
allowed to establish a separate unit.
B. It requires that the employer agree not to oppose future organizing drives by the union
within the company.
C. It refers to the extent to which all potentially includable employees are required to provide
the company’s output.
D. It occurs when 30 percent of the currently represented employees indicate that they do not
want continued representation.
Answer: B
Difficulty: Medium
Blooms: Understand
Page: 181
6-14
6-65._____ agreements substantially increase the probability of organizing success.

A. Card check
B. Decertification
C. The 24-hour rule
D. No-solicitation rule
Answer: A
Difficulty: Easy
Blooms: Remember
Page: 181
6-66. Which of the following statements about neutrality pledges and card checks is true?
A. Card check agreements cannot be negotiated for units that are not currently unionized.
B. Unions try to negotiate neutrality pledges into the collective bargaining agreement only
where all units of an employer are already organized,.
C. Card check agreements substantially increase the probability of organizing success.
D. Requiring an election instead of allowing card checks enables the employer to orchestrate
an opposition campaign.
Answer: D
Difficulty: Medium
Blooms: Remember
Page: 182
6-67. Many organizations conduct _____ and ask supervisors to keep alert for signs of
potential organizing activity.
B. boycotts
C. attitude surveys
D. interrogations of the employers
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 182
6-68. Sometimes the board considers an employer’s _____ that is, was an employer’s overall
conduct so coercive that it eroded a preelection majority?
A. Excelsior list
B. bargaining order
C. totality of conduct
D. restraining order
Answer: C
Difficulty: Easy
Blooms: Remember
Page: 185
6-15
6-69. If the union loses and the board finds employer conduct undermined an actual union
majority, it issues a(n) _____, requiring the employer to recognize and negotiate with the
union.
A. restraining order
B. totality of conduct statement
C. Excelsior list
D. bargaining order
Answer: D
Difficulty: Easy
Blooms: Remember
Page: 185
6-70. Organizing is highly adversarial, while negotiating requires that the parties, especially
the union, start from the position that _____ is a primary goal.
A. gaining agreement on a contract
B. discontinuation of the representation
C. preferences for a different union for representation
D. applying no-solicitation rules to employees
Answer: A
Difficulty: Easy
Blooms: Remember
Page: 189
Short Answer Questions
6-71. List the factors that the NLRB considers to determine a bargaining unit.
Answer: The NLRB considers a variety of factors to determine the bargaining unit: (1) legal
constraints, (2) the constitutional jurisdiction of the organizing union, (3) the union’s likely
success in organizing and bargaining, (4) the employer’s desires to resist organizing or
promote stability in the bargaining relationship, and (5) its own philosophy.
Difficulty: Medium
Blooms: Understand
Page: 163
6-72. Explain the following factors that would establish a community of interests with respect
to the NLRB policy: degree of functional integration, common supervision, and work situs.
Answer: Degree of functional integration: This refers to the extent to which all potentially
includable employees are required to provide the company’s output. For example, in the
Borden Co. decision the board recognized that although 20 different facilities with varying
human resource policies were involved in the seemingly independent processes of
manufacturing and distributing ice cream, an appropriate unit would contain all 20 plants
because of the interrelationships among facilities necessary to market the final product.
6-16
Common supervision: If employees in two or more different occupations worked under

common supervision, a unit including only one of the occupations would probably be
inappropriate.
Work situs: Employees who work within the same location are presumed to have a greater
community of interests than those who do not, although this would not be dispositive in
determining appropriateness.
Difficulty: Medium
Blooms: Understand
Page: 166
Page: 167
6-73. Under what conditions does the NLRB allow craft severance?
Answer: The NLRB will allow craft severance only when the following conditions are
present: (1) a high degree of skill or functional differentiation between groups and a tradition
of separate representation; (2) a short bargaining history in the present unit and a low degree
of likely disruption if severance is granted; (3) a distinct separateness in the established unit
among members of the proposed unit; (4) a different collective bargaining history in the
industry; (5) low integration in production; and (6) a high degree of experience as a
representative for the craft of the union desiring severance.
Difficulty: Medium
Blooms: Understand
Page: 167
Page: 168
6-74. Explain the terms “accretion” and “reorganization and reclassification.”

Answer: Accretion occurs when a new facility is added to the bargaining unit or when an
existing union in an employer wins representation rights for employees previously represented
by another union. The NLRB generally applies the same criteria to accretion as it applies to
initial unit determination. However, the board gives extra weight to the desires of employees
in the unit subject to accretion.
Reorganization and reclassification: An employer occasionally reclassifies jobs or reorganizes
administrative units. These changes might make a previously defined bargaining unit
inappropriate, and the parties may redefine the unit by consent. Failing this, the employer
would have to refuse to bargain, and the union would have to file a ULP charge for the board
to reexamine appropriateness.
Difficulty: Medium
Blooms: Understand
Page: 168
Page: 169
6-17
6-75. Explain the communication-related rule during organizing campaigns.

Answer: Employees can be required to attend meetings on company premises during working
hours to hear presentations opposing the union. However, if solicitation is barred during
nonworking time (as in a retail establishment), the union may be entitled to equal access.
Employers cannot promise employees new benefits if the union loses, but they can point out
that if the union is certified, present levels of wages and benefits will be subject to
negotiation. If extraneous racial propaganda is used in campaigns, it is likely a rerun will be
ordered if objections are filed. However, there is no requirement generally that campaign
rhetoric be truthful, although the board has switched its position on this several times. Voters
tend to decide their positions early in the campaign; thus, truth or falsity may have little effect
during the waning days.
Difficulty: Medium
Blooms: Understand
Page: 174
Page: 175
6-76. Explain what happens as an organizing campaign gains momentum.

Answer: As the campaign gains momentum, an internal organizing committee is established.
Solidarity days are scheduled on which signed-up members wear union buttons and/or T-
shirts to work to signal their strength. A negotiating committee may also be established to
define what specific outcomes are important to obtain in a first contract. This both
personalizes the campaign to the unit and gets workers to realize that winning the campaign is
necessary before desired bargaining outcomes can be attained.
Difficulty: Medium
Blooms: Understand
Page: 176
6-77. Briefly mention the factors related to union success in organizing campaigns.
Answer: Union campaign success within industries is affected by firm size, capital intensity,
the ratio of labor to total costs, and extremes in profitability. In general, large, unprofitable
firms are most vulnerable. Unless there are salient local issues, even well-orchestrated
organizing drives are likely to fail, as did efforts to organize several state Blue Cross-Blue
Shield insurers.
Difficulty: Medium
Blooms: Understand
Page: 180
6-18
Test Bank for Labor Relations, 11th Edition: John Fossum
6-78. Explain the process and implications of election certifications.

Answer: After the election, ballots are counted to determine whether any alternative received
a majority. If no objections or unfair campaign charges are filed, the NLRB certifies the
results. If a union won, it becomes the employees’ exclusive representative and can begin
contract negotiations. If it lost, and challenges are unsuccessful, then an election bar takes
effect, barring elections for one year. Even if a winning union loses its majority within the
year, the board will not permit a new election. The Supreme Court has ruled that certification
is equivalent to an elected term in office, even if the official’s constituents no longer support
him/her. If the union lost the election, the employer cannot legally take action against its
supporters because they have, under Section 7, the right to attempt to organize.
Difficulty: Medium
Blooms: Understand
Page: 184
Page: 185
6-79. Describe how union characteristics affect election results.

Answer: Unaffiliated unions win more often than AFL-CIO unions. They may be more in
tune with workplace interests. Larger and more democratic unions win more often. Direct
benefits to members and relatively lower dues enhance organizing success for white-collar
employees but make no difference for blue-collar workers. Teamsters win fewer elections.
Difficulty: Medium
Blooms: Understand
Page: 187
6-80. Explain the implications of an employer undermining the union during the bargaining
process.
Answer: An employer may undermine the union during the bargaining process. It might
refuse to bargain on technical grounds such as the appropriateness of the bargaining unit. This
will require NLRB intervention and a bargaining order. It also might bargain in a defiant or
evasive manner by making it difficult for the union to get information about the employer’s
situation and starting with an offer that includes conditions and wages lower than those
presently implemented.
Difficulty: Medium
Blooms: Understand
Page: 189
Page: 190
6-19
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6-2. The concept of exclusive representation establishes a “winner-takes-all” outcome in

6-3. Organizing unions is highly adversarial and heavily regulated.

6-5. Monopoly power generally leads to a union wage deprivation.

6-6. Unions depend on the employers’ dues to operate.

6-14. Legal constraints limit the potential scope of a bargaining unit.

6-20. No-solicitation rules do not apply to employees.

6-23. Unions that are centralized have more organizing success.

Multiple Choice Questions

6-33. Which of the following best describes raid elections?

6-45. Which of the following is true about successor organizations?

6-47. Which of the following is true of successor organizations?

6-48. Unionization aims to permanently change the employment relationship by

6-52. Which of the following is true regarding solicitation by any organization?

6-55. In which of the following situations would employer interrogation of employees be

6-57. Obtaining a majority requires that employees _____ for an organizer.

6-65._____ agreements substantially increase the probability of organizing success.

Short Answer Questions

Common supervision: If employees in two or more different occupations worked under

6-74. Explain the terms “accretion” and “reorganization and reclassification.”

6-75. Explain the communication-related rule during organizing campaigns.

6-76. Explain what happens as an organizing campaign gains momentum.

Chapter 06 - Union Organizing Campaigns

6-78. Explain the process and implications of election certifications.

6-79. Describe how union characteristics affect election results.

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