Author: Anonymous

Under the National Labor Relations Act (NLRA), an employer is required to bargain in good faith with union representatives about wages, hours, and terms and conditions of employment.

_____ refers to defamation in a written document.

The union shop agreement clause requires that all employees join the union within a certain time of coming into the bargaining unit.

Bob, a pharmacist, informed the pharmacy manager during his job interview that he would not provide contraceptives as it was against his religious beliefs. The pharmacy manager agreed to accommodate Bob by relieving him of the duty of filling birth control prescriptions and taking orders for birth control drugs from customers or physicians. These tasks were assigned to other pharmacists even though they were reluctant to take on additional responsibilities. After starting work, Bob demanded more accommodations. He refused to transfer phone calls from patients seeking contraception, leaving them on hold indefinitely, and he walked away from people who asked for birth control drugs at the pharmacy counter without notifying other staff that those customers needed assistance. The manager then offered to relieve him of counter duty but could not relieve him from telephone duty as the high volume of calls mandated that all employees answer the telephone. Bob refused to accept his role change. As a result, he was terminated. Which of the following is most likely to be true in this case?

Mary, an apprentice at Baby Bear Kitchens, is learning how to assemble and install kitchen cabinets.  BBK pays her $5.50 per hour, which is less than the government-approved minimum wage. Which of the following is most likely to be true in this case?

U.S. labor law requires only that the parties bargain in good faith about appropriate matters, not that one party necessarily agree with the other’s position and agree to include the other’s position in the collective bargaining agreement.

While U.S. postal workers may do so, generally federal employees cannot bargain over wages, hours, or benefits.

An employer need not previously know of, have heard of, or approve of an employee’s religion in order to be required to accommodate it for Title VII purposes, but the religion must be well-established.

An employer will be held responsible under the Occupational Safety and Health Act (OSHA) even where it is physically or economically impossible for the employer to comply with a safety requirement. 

Under the Americans with Disabilities Act (ADA), an individual is disabled: