To promote collective bargaining

To regulate wages and hours

To establish a minimum wage

To provide unemployment benefits

National Labor Relations Board (NLRB)

Equal Employment Opportunity Commission (EEOC)

Occupational Safety and Health Administration (OSHA)

Department of Labor (DOL)

The right to organize and bargain collectively

The right to strike and picket

The right to a safe and healthy workplace

All of the above

An agreement that requires all employees to join a union

An agreement that allows employees to choose whether or not to join a union

An agreement that sets wages and benefits for union members only

An agreement that prohibits employers from hiring union members

In a union shop, all employees must join the union; in an agency shop, only union members pay dues.

In a union shop, only union members can be hired; in an agency shop, all employees can be hired.

In a union shop, the union negotiates wages and benefits for all employees; in an agency shop, the union negotiates wages and benefits only for union members.

None of the above

A temporary work stoppage by employees to protest working conditions or demand better wages and benefits

A permanent work stoppage by employees to protest working conditions or demand better wages and benefits

A refusal by employees to work overtime or perform certain tasks

A slowdown in work by employees to protest working conditions or demand better wages and benefits

A temporary work stoppage by employers to protest union activity or demand concessions from the union

A permanent work stoppage by employers to protest union activity or demand concessions from the union

A refusal by employers to hire union members

A slowdown in work by employers to protest union activity or demand concessions from the union

To help the parties reach a settlement without going to court

To determine which party is at fault for the dispute

To impose a settlement on the parties

To prevent the parties from engaging in strikes or lockouts

To determine which party is at fault for the dispute

To impose a settlement on the parties

To prevent the parties from engaging in strikes or lockouts

None of the above

A grievance is a complaint by an employee about a violation of the collective bargaining agreement, while an unfair labor practice is a violation of the NLRA by an employer or union.

A grievance is a complaint by an employer about a violation of the collective bargaining agreement, while an unfair labor practice is a violation of the NLRA by an employee or union.

A grievance is a complaint by an employee or employer about a violation of the NLRA, while an unfair labor practice is a violation of the collective bargaining agreement by an employer or union.

None of the above

The Supreme Court has the final say on the interpretation of the NLRA.

The Supreme Court can only interpret the NLRA if the NLRB asks it to.

The Supreme Court cannot interpret the NLRA.

None of the above

The right to organize and bargain collectively

The right to strike and picket

The right to a safe and healthy workplace

All of the above

The right to hire and fire employees

The right to set wages and benefits

The right to control the workplace

All of the above

The original name of the National Labor Relations Act

An amendment to the National Labor Relations Act

A law that regulates labor relations in the transportation industry

A law that regulates labor relations in the construction industry

An amendment to the National Labor Relations Act

A law that regulates labor relations in the transportation industry

A law that regulates labor relations in the construction industry

A law that regulates labor relations in the agricultural industry