1. To secure a representation election, a union must obtain support from what percentage of employees in an appropriate unit?

2. To prove it has sufficient employee support to secure an NLRB-conducted election, a union must:

3. Because union 'salting' is legal, there is nothing that an employer can lawfully do to discourage union 'salts' from applying for employment with the company.

4. A union can only become the collective bargaining agent for a group of employees if it wins an NLRB-conducted election.

5. An employee who has signed a union authorization card may vote against union representation in an NLRB-conducted election.

6. In seeking to represent a unit of 100 employees, what is the least possible number of votes the union could receive and still win an election conducted by the National Labor Relations Board?

7. In seeking to represent a unit of 100 employees, what is the least possible number of votes the union could receive and still win an election conducted by the National Labor Relations Board?

8. If a company holds mandatory meetings regarding the union, it must allow the union to conduct similar meetings on the company's property or on company time.

9. Any company employee who wishes to vote in a union election may do so.

10. An employee who has signed a union authorization card may vote against union representation in an NLRB-conducted election.

11. Over the past three years, an employer has noticed that employee use of the company e-mail and internet system has been growing at an increasing rate. At the same time, the employer has read with interest news reports showing that unions have begun using the internet and e-mail as a way to effectively organize workers. In fact, the employer has seen union websites which offer to e-mail employees free step-by-step materials on how to organize a workplace in favor of a union. Worried about these trends, the employer implements a new policy prohibiting employees from using the company e-mail and internet system for anything other than company business. At the time that this policy is implemented, there is in fact no union organizing activity or effort under way at any of the employer's locations.

12. 'Salting' refers to the process where:

13. An employer may lawfully urge employees to vote against a union and can express its opinions and beliefs as to why unionization would be bad for employees.

14. A company may lawfully implement a no-solicitation / no-distribution policy in response to union organizing activity.

15. In conducting a representation election, the NLRB does not tell the company which employees signed union authorization cards.

16. To secure a representation election, a union must obtain support from what percentage of employees in an appropriate unit?

17. An employer that learns that it has unknowingly hired union 'salts' can respond by enacting a 'no moonlighting' policy stating that 'no employee of the Company may work for any other employer without the written permission of the Company.

18. If a company holds mandatory meetings regarding the union, it must allow the union to conduct similar meetings on the company's property or on company time.

19. 'Salting' refers to the process where:

20. During a union organizing campaign, a company manager tells employees: 'I understand that some of you are considering supporting a union. Well, it is your choice, and the company believes that you should have the right to decide for yourself what is best. We respect your choice, and whatever you decide in the voting booth is fine. Of course, if this place were to go union, I don't know what would happen. I do know that we couldn't afford to stay competitive in this tough economy. We would probably have to shut down and fire all of the employees. Or else, we would probably have to move our production to Mexico. I don't know for sure what would happen, but don't worry – that's not your problem. As I said before, the company respects your right to choose whether or not you want to be represented by a union.'

21. A union 'salt' cannot simultaneously be on the payroll of the union and the company, since an employee owes his or her direct employer the duty of loyalty, and 'cannot serve two masters.'

22. Over the past three years, an employer has noticed that employee use of the company e-mail and internet system has been growing at an increasing rate. At the same time, the employer has read with interest news reports showing that unions have begun using the internet and e-mail as a way to effectively organize workers. In fact, the employer has seen union websites which offer to e-mail employees free step-by-step materials on how to organize a workplace in favor of a union. Worried about these trends, the employer implements a new policy prohibiting employees from using the company e-mail and internet system for anything other than company business. At the time that this policy is implemented, there is in fact no union organizing activity or effort under way at any of the employer's locations.