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Exam 22: Immigration and Labor Law

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Question 41

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A majority of the workers at Packing & Shipping Inc. sign authorization cards. Union organizers present the cards to the firm and ask for formal recognition of the union. The employer

A) is required to honor the request on a showing of majority support.
B) cannot recognize the union without an election.
C) must petition the National Labor Relations Board to hold an election.
D) may voluntarily recognize the union, but is not required to do so.

E) C) and D)
F) A) and C)

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Question 42

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Otis, a member of Pipefitters Union, feels that the union is not providing proper representation for its members at Otis's workplace, and starts a campaign to decertify the union. For this effort, it is not an unfair labor practice for the union to

A) expel Otis from membership.
B) fine Otis.
C) discipline Otis.
D) expel, fine, or discipline Otis.

E) A) and C)
F) B) and D)

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Question 43

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The employees of Beverage Bottling Company designate Cola Cappers Union as their bargaining representative. Beverage refuses to bargain with the union. This most likely violates

Good faith in collective bargaining between a union and an employer does not include

An employer charged with hiring an unauthorized worker in violation of immigration law can avoid a penalty by claiming that he or she did not "know" the worker was unauthorized.

The rules of the National Labor Relations Board expedite union elections by allowing as few as ten days to pass between the filing of a petition and the ensuing election. This short timeline favors

Because collective bargaining over certain subjects is considered mandatory, a party's refusal to bargain over these subjects is an unfair labor practice.

It is not an unfair labor practice for a union to use its influence to cause an employer to discriminate against workers who refuse to join the union, because an employer could not otherwise be expected to favor pro-union workers.

Because a union may picket to coerce unionization, it is not an unfair labor practice for the employer to punish employees who engage in the picketing.

To engage in collective bargaining in good faith is to negotiate with the belief that an agreement is possible.

During collective bargaining, an employer cannot use a lockout to prevent employees from working even if the employer believes that a strike is imminent.

A temporary worker hired through an employment agency does not qualify for protection under the National Labor Relations Act or other federal labor laws.