Question

QUESTION 3

An electric utility operates in a state with right-to-work laws. About three-quarters of its line workers have elected to join the union that represents them. Joel, one of the line workers, believes that his supervisor is unfairly passing him over when selecting employees to earn extra pay by working overtime. Joel wants to file a grievance according to the process in the labor agreement, but he is not a member of the union. What must the union do in this situation?

		It must give Joel representation equal to what a union member would receive.
		It must allow Joel to use the process it negotiated, but it need not send representatives.
		It has no obligations in this process, because Joel chose not to be represented.
		It must give Joel a copy of the labor agreement, but it need not be involved in the process.
		It must let Joel join the union so he can have representation in the process.

2 points   

QUESTION 4

As Ray Inc., a shoe manufacturer, grows more profitable, it wants to become more competitive as an employer in the labor market. Tanya, the human resource manager, urges the company to develop a more attractive package of benefits, rather than simply raising salaries. Which of the following statements best supports Tanya's argument?

		Different employees look for different types of benefits.
		Higher cash compensation gives employees more purchasing power.
		Employees could get a better deal if they bought their own insurance policies.
		Benefits are harder for employees to understand than pay structures.
		Employees do not pay income taxes on most benefits they receive.

2 points   

QUESTION 5

At Carbon Fine Inc., a maker of premium art pencils, the human resource department is evaluating its pay structure. A compensation specialist computes the compa-ratio of the designers and determines that it is 1.9. What problem is most likely to result from a compa-ratio of this size?

		The company may have difficulty keeping costs under control.
		The company may have difficulty attracting and keeping qualified employees.
		The company may have misclassified these employees as exempt when they are nonexempt.
		The company may be in violation of the Fair Labor Standards Act.
		The company may not have met minimum-wage requirements.

QUESTION 2

According to the provisions outlined in the contract between Kranfer Inc. and its labor union, Kranfer must pay its employees double for working overtime. However, due to financial constraints, the company is unable to meet these demands. The company and the union decide to negotiate the terms of the contract in a relatively informal manner. A non-authoritative third party is invited to listen to the views of both sides and to help resolve the conflict. In the context of the alternatives to work stoppages, the third party in this scenario is an example of a(n) ________.

		arbitrator
		rights enforcer
		stakeholder
		mediator
		fact finder

choes the coret answer

Answer 1

3. It must allow Joel to use the process it negotiated, but it need not send representatives. Since, Joel is not a member of the Union, Union is not bound to send any representative.

4. Different employees look for different types of benefits. As with this, Ray Inc. can attract more skilled employees to work for them.

5. The company may have difficulty keeping costs under control. With a compa-ratio of 1:9, it means that they are paying twice the industry current market rate, which means that the company may have difficulty keeping costs under control.

6. mediator