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Chapter 09 Contract Clauses and Their Administration Answer Key
True / False Questions
1. (p. 308) Contract administration is a term used to describe interpreting, applying and
resolvingconflicts pertaining to collective bargaining agreements.
TRUE
Difficulty: Easy
2. (p. 308) Under the employment-at-will doctrine, employers are generally free to
establishwhatever terms and conditions of employment they desire.
TRUE
Difficulty: Easy
3. (p. 308) A key criticism of the bureaucratic model of collective bargaining is that it allows too
much flexibility and unpredictability in the workplace.
FALSE
Difficulty: Easy
4. (p. 308) In the U.S. it is generally believed that efficiency, equity, and voice are best
attainedusing written rules enforced privately at the workplace level.
,2
TRUE
Difficulty: Hard
5. (p. 308,309) Traditional U.S. union contracts provide strict guidelines for employers, but are
notlegally enforceable in the United States.
FALSE
Difficulty: Moderate
6. (p. 308) From the union perspective, the bureaucratic system of collective bargaining
contractsmay achieve stability at the expense of rank and file involvement and activism.
TRUE
Difficulty: Moderate
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7. (p. 309) Workers seeking the protection of a union contract generally prefer
workplacedecisions that are guided by impartial rules such as seniority-based pay
increases or promotions.
TRUE
Difficulty: Hard
8. (p. 309) U.S. Labor relations are set primarily by strike power, court orders, and
publicdecision-making than by private administrations of contract terms.
FALSE
Difficulty: Hard
9. (p. 310) Nearly every U.S. union contract contains a just cause clause protecting workers
fromarbitrary dismissal or discipline.
TRUE
Difficulty: Easy
10. (p. 310) Employers in the U.S. are generally required by contract to give union workers
avalid, job-related reason for dismissal, just like they must for nonunion workers.
FALSE
Difficulty: Hard
11. (p. 310) The concept of just cause means that employers may fire an employee only if
thereis an economic reason for doing so.
FALSE
Difficulty: Moderate
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12. (p. 311) Bumping rights are a seniority provision in many union contracts which allow
workers with greater tenure at a company to take the jobs of those with less seniority in
theevent of a layoff.
TRUE
Difficulty: Moderate
13. (p. 311) Layoffs in unionized settings are usually done by inverse seniority meaning the
mostsenior employee is laid off first because they are more likely to be able to afford it.
FALSE
Difficulty: Moderate
14. (p. 312) Unionized employers typically provide better benefits and wages than
nonunionizedemployers.
TRUE
Difficulty: Moderate
Chapter 09 Contract Clauses and Their Administration Answer Key
True / False Questions
1. (p. 308) Contract administration is a term used to describe interpreting, applying and
resolvingconflicts pertaining to collective bargaining agreements.
TRUE
Difficulty: Easy
2. (p. 308) Under the employment-at-will doctrine, employers are generally free to
establishwhatever terms and conditions of employment they desire.
TRUE
Difficulty: Easy
3. (p. 308) A key criticism of the bureaucratic model of collective bargaining is that it allows too
much flexibility and unpredictability in the workplace.
FALSE
Difficulty: Easy
4. (p. 308) In the U.S. it is generally believed that efficiency, equity, and voice are best
attainedusing written rules enforced privately at the workplace level.
,2
TRUE
Difficulty: Hard
5. (p. 308,309) Traditional U.S. union contracts provide strict guidelines for employers, but are
notlegally enforceable in the United States.
FALSE
Difficulty: Moderate
6. (p. 308) From the union perspective, the bureaucratic system of collective bargaining
contractsmay achieve stability at the expense of rank and file involvement and activism.
TRUE
Difficulty: Moderate
,3
7. (p. 309) Workers seeking the protection of a union contract generally prefer
workplacedecisions that are guided by impartial rules such as seniority-based pay
increases or promotions.
TRUE
Difficulty: Hard
8. (p. 309) U.S. Labor relations are set primarily by strike power, court orders, and
publicdecision-making than by private administrations of contract terms.
FALSE
Difficulty: Hard
9. (p. 310) Nearly every U.S. union contract contains a just cause clause protecting workers
fromarbitrary dismissal or discipline.
TRUE
Difficulty: Easy
10. (p. 310) Employers in the U.S. are generally required by contract to give union workers
avalid, job-related reason for dismissal, just like they must for nonunion workers.
FALSE
Difficulty: Hard
11. (p. 310) The concept of just cause means that employers may fire an employee only if
thereis an economic reason for doing so.
FALSE
Difficulty: Moderate
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12. (p. 311) Bumping rights are a seniority provision in many union contracts which allow
workers with greater tenure at a company to take the jobs of those with less seniority in
theevent of a layoff.
TRUE
Difficulty: Moderate
13. (p. 311) Layoffs in unionized settings are usually done by inverse seniority meaning the
mostsenior employee is laid off first because they are more likely to be able to afford it.
FALSE
Difficulty: Moderate
14. (p. 312) Unionized employers typically provide better benefits and wages than
nonunionizedemployers.
TRUE
Difficulty: Moderate
