1. A union that has won an NLRB-conducted election is presumed to have the support of a majority of employees in the unit for:

2. 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.'

3. An employer may generally restrict solicitation and distribution of union literature by employees in the workplace by enforcing a no-solicitation / no-distribution policy that was in place before union organizing began.

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

5. A union may only represent employees in a bargaining unit that is appropriate under federal labor law. Whether a bargaining unit sought by a union is appropriate is based on:

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

7. An employer may generally restrict solicitation and distribution of union literature by employees in the workplace by enforcing a no-solicitation / no-distribution policy that was in place before union organizing began.

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

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

10. 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.

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

12. 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.

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

14. 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.

15. 'Salting' refers to the process where:

16. A union may only represent employees in a bargaining unit that is appropriate under federal labor law. Whether a bargaining unit sought by a union is appropriate is based on:

17. During a union organizing campaign, a company manager tells employees: 'I understand that some of you are considering supporting a union. I sure hope a union doesn't come in here. That would be terrible for you. It would probably mean that you would have to give up some of your paycheck each week to the union in the form of dues. Worse, the union couldn't guarantee you anything. The company already gives you everything that it can afford. Union or no union, I can't see the company doing much more. Our company president opposes a union here. He has told me to tell you that he urges you to vote against any union. You wouldn't want to disappoint the company president, would you? That could lead to terrible consequences for you. The last time I saw the president get angry at employees, he fired everyone. Of course, that was many years ago, but I don't think he has changed his approach. So, I trust that you will do the right thing and vote against the union.'

18. 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.

19. 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.

20. During a union organizing campaign, a company manager tells employees: 'I understand that some of you are considering supporting a union. I sure hope a union doesn't come in here. That would be terrible for you. It would probably mean that you would have to give up some of your paycheck each week to the union in the form of dues. Worse, the union couldn't guarantee you anything. The company already gives you everything that it can afford. Union or no union, I can't see the company doing much more. Our company president opposes a union here. He has told me to tell you that he urges you to vote against any union. You wouldn't want to disappoint the company president, would you? That could lead to terrible consequences for you. The last time I saw the president get angry at employees, he fired everyone. Of course, that was many years ago, but I don't think he has changed his approach. So, I trust that you will do the right thing and vote against the union.'

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

22. 'Salting' refers to the process where: