Answer option D is correct.

A company cannot threaten employees or make promises to them contingent on the workforce

remaining union free. A philosophy statement should be geared toward communicating the

company's desire to work directly with the employees in discussions about working conditions or

benefits. If a union does attempt to organize, it is important for the employer to work directly with

outside council to determine the strategic benefits of discussing the desire to remain union free and

the disadvantages/limitations of unions as employee representatives.

Chapter: Employee and Labor Relations

Objective: Review Questions

Answer option B is correct.

The company may make truthful statements about a unionized environment during an organizing

campaign, such as pointing out that employees will have to pay dues to the union. Although

nonunion employees are free to talk about their reasons for not wanting a union (C), it is an unfair

labor practice for the employer to encourage them to do so. Telling employees that the company will

have to move the jobs to another country if the union is elected (D) is also a ULP, because it

constitutes a threat. Employers may not threaten, interrogate, promise, or spy on (TIPS) employees

during an organizing campaign (A).

Chapter: Employee and Labor Relations

Objective: Review Questions

Answer option C is correct.

A Notice of Contest must be filed within 15 days of the citation. The OSH Act requires employers to

allow the CSHO to inspect the workplace (D). Employers may request variances until repairs are

made (A) or for processes that provide equal or greater safety for workers. Employers may consult

with OSHA to identify possible hazards without fear of a citation or penalty (B); but once a consultant

becomes involved, the employer must abate any violations, or the consultant will refer the violation

to an OSHA inspector.

Chapter: Risk Management

Objective: Review Questions

Answer option B is correct.

The NLRB will conduct a decertification election if the employees present a petition signed by 30

percent of the employees in the bargaining unit. Management may not participate in or encourage

employees to circulate the petition or provide any support in the process. Doing so is considered an

unfair labor practice. A union can be deauthorized (C) if employees want to remove a union security

clause, such as dues check-off. If there is a valid CBA in place (D), the NLRB will not direct an election.

The NLRA prohibits an election if one took place during the preceding 12 months (A).

Chapter: Employee and Labor Relations

Objective: Review Questions