Question Question 1 The Supreme CourtSteelworkers’ Trilogy(1960) decisions in essence stated that:

Question 1

1. The Supreme CourtSteelworkers’ Trilogy(1960) decisions in essence stated that:

   		a. the courts are better qualified than the arbitrator to resolve an employee’s grievance.
   		b. the arbitrator is better qualified than the courts to resolve an employee’s grievance.
   		c. the issue of relative judicial or arbitration qualifications is irrelevant in the resolution of employee grievances.
   		d. all of these
   		e. the courts are better qualified than the arbitrator to resolve an employee’s grievance and the issue of relative judicial or arbitration qualifications is irrelevant in the resolution of employee grievances.

4 points 

Question 2

1. About ___ percent of the requests for arbitrator lists are made to the FMCS.

   		a. 31
   		b. 26
   		c. 43
   		d. 58
   		e. 67

4 points 

Question 3

1. The “repeat player” situation favors the individual employee.

   True

   False

4 points 

Question 4

1. A major purpose in cross-examination is to reinforce the other party’s testimony.

   True

   False

4 points 

Question 5

1. The passage of the Wagner Act of 1935 and the creation of the NLRB provided the first legal means for holding employers accountable for at least some of their disciplinary decisions and actions.

   True

   False

4 points 

Question 6

1. It is estimated that employers incur tremendous indirect costs (e.g., costs of poorly performing employees, costs of overly complex hiring processes, unnecessary granting of severance pay) because they routinely overestimate the costs of fighting wrongful discharge suits.

   True

   False

4 points 

Question 7

1. Which of the following is NOT characteristic of progressive discipline?

   		a. Progressive discipline does not allow employees an opportunity to correct their behavior.
   		b. There are increasingly severe penalties corresponding with repeated, identical offenses committed by an employee.
   		c. Progressive discipline impresses on the employee the seriousness of repeated offenses.
   		d. There are penalties that range in severity from an informal oral warning to immediate discharge.
   		e. Penalties for various types of offenses are clearly spelled out in a disciplinary price list.

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