WGU D352 Pre - Assessment Latest

WGU D352 Pre - Assessment (Latest Update 2025 / 2026) Employment and Labor Law | Review Questions and Answers | Grade A | 100% Correct (Verified Solutions)

Question:

A manufacturing company will be expanding its operations and needs to hire more employees. In its industry, labor unions are common, and it wanted to have employees sign yellow-dog contracts. However, it found out it could not use these contracts.Why is the company forbidden from using these contracts?

Answer:

Employees cannot sign away their right to organize.

Question:

Employees looking to unionize submitted authorization cards and other union support evidence four days after their initial petition filing. The regional director dismissed their petition, and the employees' company withdrew acknowledgment of the union support.What was violated by the employees' petition filing?

Answer:

48-hour rule 1 / 4

Question:

A hospital system hopes to sway its staff to hold a decertification election next week. Its nurses' labor union was certified six months ago via an election, and a collective bargaining agreement was put in place for the next year; however, the nursing staff is still unsatisfied. The National Labor Relations Board (NLRB) has been asked to rule on the nurses' request for an election.

Why does this union have the right to block another election?

Answer:

A vote was held less than a year, previously.

Question:

A transportation company tried to make new employees sign an agreement that they would not participate in union activities if they were approached. A new employee refused to sign it and the company rescinded the job offer. The employee sued, and the employer lost as this type of agreement is illegal to enforce.

How should this employer respond to comply with the Norris-LaGuardia Act?

Answer:

Prohibit the use of yellow-dog contracts in hiring

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Question:

A company without an employment-at-will clause fires a newer employee, over 40, in an administrative position, who has had consistently low performance. The employee filed a wrongful termination suit alleging age discrimination.

How should the employer respond to this lawsuit?

Answer:

Reiterate the cause for termination

Question:

An independent contractor has a one-year contract commitment from a company. Five months into the term, they are terminated. The employer's handbook states that all terminations must have just cause and that the employer did not abide by at-will employment; however, the contractor was terminated without reason and is not classified as a company employee. The contractor complains to union leadership, stating that they were wrongfully terminated.

How should union leadership respond?

Answer:

Contractors are not covered by federal regulations.

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Question:

A union member attends union meetings and frequently voices their opinions at the events. One of the union leaders approaches the union member and warns them to stop speaking up in meetings or they will ensure they lose their job.

How can the union prevent an unfair labor practice (ULP)?

Answer:

Allow the member to express views

Question:

A union member attended a management company meeting where a new policy was discussed, restricting breaks to no more than two 10-minute breaks, one between 8 a.m. and 12 p.m. and one between 1 p.m. and 5 p.m. In the past, the breaks were 15 minutes long. The member disseminated information on the new policy and was promptly terminated. The member and union filed a complaint with the National Labor Relations Board, who reinstated the member with back pay.

Why was the member reinstated?

Answer:

An employee's right to free speech is defined as a protected activity.

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