Latest WGU C233 Employment Law Exam Questions with 100% Correct Answers | Verified | 2024
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WGU C233
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WGU C233
Latest WGU C233 Employment Law Exam Questions with 100% Correct Answers | Verified | 2024
Identify the role of the National Labor Relations Board (NLRB). Correct Answer: a federal agency given power to police against unfair labor practices and determine whether the union is sanctioned to represe...
Latest WGU C233 Employment Law Exam Questions
with 100% Correct Answers | Verified | 2024
Identify the role of the National Labor Relations Board (NLRB). Correct Answer: a federal
agency given power to police against unfair labor practices and determine whether the
union is sanctioned to represent the members. NLRB administers all provisions of the
Wagner Act. Primary functions include: conducting union elections (make sure that they are
ethically and legally conducted), investigating complaints by employers or unions through
their investigations, issuing opinions on it findings and prosecuting violations in court.
Remember NLRB investigates all unfair labor practices even in non-union environments.
Investigating unfair labor practices connected with Social Media has been a recent focus for
the NLRB.
Define the steps in the union organization process. Correct Answer: 1. Union contacts
employees or employees contact union.
2. Initial organizational meeting with union to gather employee support.
3. 30% of authorization (employee) signatures are required to move forward with
unionization process.
4. Once 30% of signatures are gathered, a secret ballot election is administered by the
NLRA.
5. If the vote is "yes" (51% majority), the NLRB certifies the union as the legal bargaining
representative of the employees.
Describe the collective bargaining process. Correct Answer: Collective bargaining is the
negotiations between the employer and the the union (on behalf of the workers) to form a
new contract which governs the working relationship between the parties. Under the NLRA,
,both the union and the employer are required to bargain in good faith. The concept of good
faith does not mandate agreement, but instead requires a mutual obligation of the parties
to participate actively in negotiations, showing intent to find a basis for agreement.
Workplace issues are divided into three categories: mandatory, permissive and illegal
bargaining items.
Compare unfair labor practices for management and labor. Correct Answer: Management
cannot: refuse to bargain with labor; coerce, interfere or intrude on employees' rights to
become involved with unions;
For unions, they must bargain in good faith. During strike activity, unions are prohibited
from preventing persons who wish to work from entering the business, may not damage
employer property, and may not picket other businesses that provide goods and services to
the employer. Such a picket is called a secondary picket.
Describe the following strategies to resolve labor disputes:
Lockout Correct Answer: the employer either shuts down business operations and prevents
employees from coming to work or continues work but hires replacement employees
Describe the following strategies to resolve labor disputes:
Strikes Correct Answer: a mass work stoppage; economic strikes (used to pressure
management into conceding to compensation demands) and ULP strikes (employer
committed ULP) are lawful. Wildcat strikes, in which employees stop work without the
union's permission, are illegal.
, Describe the following strategies to resolve labor disputes:
Mediation Correct Answer: voluntary process, bringing a neutral third-party into a
negotiation as a facilitator. It may or may not lead to an agreement between the parties
What is the National Labor Relations Act, also known as the Wagner Act of 1935? Correct
Answer: Pro-union law which:
1. Established the rights of workers to form unions, collective bargain, and to strike.
2. Protected union rights and prohibited employers from interfering, coercing or otherwise
intruding on employees interested in the union
3. Established the National Labor Relations Board (NLRB)-
Describe the Labor Management Relations Act (LMRA), also known as the Taft-Hartley Act,
of 1947. Correct Answer: Pro-employer law which:
1. Curbed unions overreaching or shift some of the power back to the employer;
2. Forbade Unions from using unfair labor practices, for example unions cannot coerce or
discriminate against non-union members;
3. Outlawed the closed shop (shop that made union membership a condition of
employment). Let employers take back the right to hire.
4. Prohibited wildcat strikes (those not authorized by the union); Further, the "right to work"
provision was established, states that had right to work laws had to be honored. The state
law prohibits employees to be required to join a union. Gives the employee the choice.
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