Fire Officer5

Question 1

Within most municipal fire departments, wages, working conditions, and many other aspects of the work environment are directly influenced by (***) relations.

Answer 1

labor management

Question 2

The range scope and tasks of a fire officers supervisory activities are defined by three primary components:

Answer 2

THe local labor contract.

The municipalities personnel regulations.

THe fire departments rules regulations and procedures.

Question 3

A fire officer is both a supervisor representing (**) and a member of the bargaining unit represented by the (*).

Answer 3

management

union

Question 4

At the (**)level most career fire fighters work under a labor contract or some form or written agreement, such as a memorandum of understanding (MOU), between labor and management.

Answer 4

fire company

Question 5

The contract or (*****) covers various working conditions, promotion/ assignment practices, and problem solving procedures.

Answer 5

MOU

Question 6

A (****) is a negotiated legal agreement between he labor organization and the local jurisdiction.

Answer 6

labor contract

Question 7

An (***) is a less powerful form of written agreement that is often used in jurisdictions where government employees do not have formal collective bargaining rights.

Answer 7

MOU

Question 8

(****) is a method whereby representatives of employees (UNIONS) and employers determine the conditions of employment through direct negotiation, normally resulting in a written contract setting forth the wages, hours, and other conditions to be observed for a stipulated period.

Answer 8

Collective Bargaining

Question 9

In departments with a contract, MOU , collective agreement, each fire station or work location will have a (**)

Answer 9

shop steward

Question 10

(****) is a union member appointed or elected to be the first line of labor representation at the work place.

Answer 10

shop steward

Question 11

The (****) is a member of the workforce who has received additional training in labor relations.

Answer 11

shop steward

Question 12

The (*****) enforces the contract or labor agreement and represents the union members at the fire station or work location.

Answer 12

steward

Question 13

When handling issues if discipline, policy, or procedures, a fire officer may deal with a (***) as the initial labor representative.

Answer 13

shop steward

Question 14

THe four federal laws that regulate the COLLECTIVE BARGAINING SYSTEM are the :

Answer 14

norris laGuardia Act
Wagner Connery Act
Taft Hartley labor act
Landrum Griffin Act

Question 15

The (**) specified that an employee could not be forced into a contract in order to obtain and keep a job.

Answer 15

Norris LaGuardia Act

Question 16

Employers required workers to sign a pledge that they would not join unions as along as the company employed them. THese pledges were called (***)

Answer 16

yellow dog contracts

Question 17

The (***) said that yellow dog contracts were not enforceable in any court in the USA. This act made it almost impossible for an employer to obtain an injunction to prevent a strike.

Answer 17

Norris LaGuardia Act

Question 18

(****) guaranteed unions the right to collective bargaining in order to keep wages at a level that would maintain the purchasing power of the worker.

Answer 18

Section 7a of the MIRA

Question 19

(****) to mitigate the revolutionary labor climate and avert future economic disruption

Answer 19

Wager Connery Act

Question 20

The (***) established the procedures that are commonly called collective bargaining.

Answer 20

Wagner Connery

Question 21

The (****) forms the basis of formal labor relations in the USA. It geants workers the right to decide, by majority vote, which organization will represent them at the labor management bargaining table.

Answer 21

Wagner Connery Act

Question 22

(***) requières management to bargain with duly elected union representatives and outlaws yellow dog contracts.

Answer 22

Wagner Connery act

Question 23

Provision of the Wagner Connery Act also established the (**)

Answer 23

National Labor Relations Board

Question 24

(**) has the power to hold hearings, investigate labor practices, and issue orders and decisions concerning unfair labor practices.

Answer 24

National Labor Relations Board

Question 25

Five types of unfair labor practices (Wagner Connery Act) ; | X5

Answer 25

1. interfering with employees in a union. 2. Stopping a union from forming and collecting money 3. Not hiring union members. 4. Firing union members. 5. Refusing to bargain with the union.

Question 26

The (*******) was designed to modify the Wagner Connery act and swing the pendulum back toward the middle by reducing the power of unions. It also spelled out specific penalties, including fines and imprisonment, for violations of the act.

Answer 26

Taft Hartley Labor Act

Question 27

(******) gave workers the right to refrain from joining a union and applied the unfair labor practice provisions to unions as well as employers.

Answer 27

Taft Hartley Act

Question 28

(******) specifically prohibited a union from forcing management to fire antiunion or non union workers.

Answer 28

Taft Hartley Act

Question 29

(*****) Unions were required to engage in good faith bargaining, and a 60 day "cooling off" period was created, when a labor agreement ends without a new contract.

Answer 29

Taft Hartley

Question 30

The most significant provision of the Taft Hartley Act that affects firefighters is referred to as (**********)

Answer 30

strikes during a national emergency

Question 31

(*******) the president can order employees back to work, compel arbitration, or provide economic, judicial, or political pressure to achieve a resolution of a dispute.

Answer 31

Taft Hartley Act

Question 32

The Labor management reporting and disclosure act also known as (*******)

Answer 32

Landrum Griffin Act

Question 33

(********) established a bill of rights for members of labor organizations. It required that unions file an annual report with the government listing the assets of the organizations as well as the names and assets of every officer and employee.

Answer 33

Landrum Griffin

Question 34

(*******) in 1963, grranted federal employees the right to bargain collectively under restricted rules.

Answer 34

Executive order #10988

Question 35

(********) of local governments have forbidden employee strikes

Answer 35

forty percent

Question 36

Fire fighters have the right to collectively bargain in (******) of the states

Answer 36

half

Question 37

Two notable strikes involving federal employees mark the beginning of a significant era in the evolution of labor management relations:

Answer 37

the postal service workers strike the Professional Air Traffic Controlers Organization air traffic controllers strike

Question 38

Under (*******) workers have the right to refrain from joining a union. In 2009, right to work laws were in effect in 22 states.

Answer 38

Taft Haretley

Question 39

(*******) a worker must be a member of a particular union to work for the company.

Answer 39

closed shop

Question 40

(*********) provide the employee with the option of remaining outside of the union.

Answer 40

open shops

Question 41

Proponnent of the (*****) statute believe that the practice eliminates union collusion and exclusionary practices, which are now deemed illegal, and protects an individuals right to refrain from joining an organization.

Answer 41

open shop

Question 42

Opponents of (******) express that right to work statutes reduce a unions bargaining power and place an unfair burden on the union members.

Answer 42

open shop

Question 43

the largest fire service labor organization in the United States the (*******) represents 295000 fire fighters emergency medical service personnel in the USA.

Answer 43

IAFF

Question 44

(******) has improved the quality of protective clothing, the safety of firefighting equipment, the content of training programs, and advanced techniques of emergency incident operations.

Answer 44

Labor Advocacy

Question 45

The first paid fire department in the United states was establish in 1853 in (*******)

Answer 45

Cincinnati

Question 46

Anti trust protection, legislated by the (*********) was interpreted by federal courts to prohibit union representation of multiple labor groups. Consequently, individual local unions could not organize to form regional or national labor organizations. this prohibition lasted until the CLAYTON act was passed in 1914

Answer 46

Sherman Act

Question 47

A (*******) the act of withholding labor for the purposes of effecting a change in wages, hours, or working conditions is one of the most drastic labor actions.

Answer 47

strike

Question 48

Today, most municipal fire fighters work between (******) hours a week. The work week for most federal and military firefighters still exceeds (****) hours

Answer 48

42 and 56 | 60

Question 49

An (******) occurs when parties have reached a deadlock in negotiations.

Answer 49

impasse

Question 50

The basis for strong, positive, and effective supervisor/ employee relationship is open, honest, and constant (*******) between the fire officer and the firefighter.

Answer 50

communications

Question 51

Key recommendations that form the foundation of any strong supervisor/employee relationship between a fire officer and a fire fighter include:

Answer 51

1. schdule regular one on one meetings between you and each member of your company. 2. Schdule regular meeting with the company as a whole. 3. If Disagreements arise, work together to articulate the concern and to develop possible solutions. 4. It the relationship between you and the firefighter is rocky from the beginning and you both decided to work to improve it, start by listing the areas in which you can succeed together.

Question 52

Any time the fire officer feel that communications are not going well, the fire officer should focus on bringing them back tin alignment by discussing feelings and concerns in an (******)

Answer 52

open exchange

Question 53

A healthy (*********) is essential to producing positive outcomes and avoiding the strife and consequences of a confrontational climate.

Answer 53

labor management relationship

Question 54

The (****) of almost every l;abor disturbance is a failure to properly manage the relationship between labor and management.

Answer 54

root cause

Question 55

A philosophical shift in labor management relationships is moving away from confrontational strategies to cooperative relationships, often through (******)>

Answer 55

mediation

Question 56

(*******) id the intervention of a neutral third party in an industrial dispute.

Answer 56

Mediation

Question 57

Nce passed, federal legislation remains in effect unless it is (*******)

Answer 57

ruled unconstitutional, amended, or repealed

Question 58

THe primary purpose of (*****) was to establish minimum standards for wages and to spell out administrative procedures covering work time and compensation, including overtime entitlement.

Answer 58

FLSA

Question 59

(*******) expanded flsa definition of fire protection activities to include paramedics, emts, rescue workers,……...

Answer 59

House Resolution 1693

Question 60

In some instances, management uses the (**********) as leverage against labor and vice versa.

Answer 60

moral ethos of public service

Question 61

FIREPAC is a (*********), a special interest group that can solicit funding and lobby local and national elected officials for its cause.

Answer 61

political action committee (PAC)

Question 62

(********), a Department of Homeland security - funded research afford started in 2008 to gather datra and conduct time on task experiments to develop a prospective deployment model

Answer 62

EMS Performance Measurement Program

Question 63

THe (********) was constructed field tested, and validated, and released in 2002. This instrument cosist of 15 EMS quality indicators, their definition, and performance measures that are useful at the local level in reporting the value of a fire based EMS system to local decision makers and the public.

Answer 63

EMS System Performance Measurement Instrument

Question 64

THe (****** , formerly known as the Fire Service Leadership Partnership, was developed in 1999 to assist todays fire chiefs and union presidents in fostering cooperative and collaborative labor management relationships.

Answer 64

IAFC/IAFF Labor Management Initiative (LMI)

Question 65

THe WFI task force developed the (*****), a standardized physical ability test that is validated as an assessment of a fire fighter candidates physical ability to preform the critical tasks of a fire fighter.

Answer 65

Candidate Physical Ability test (CPAT)

Question 66

The WFI task force developed the (***********) certification program and initiated chafes to the traditional critical incident stress management (CISM) behavior health model.

Answer 66

IAFF/IAFC/ACE Peer Fitness Trainer

Question 67

On of the fundamental duties of a fire officer is to supervise the activities of subordinate fire fighters. The basic authority of a supervisor and the duties of the subordinates are defined by (*******) of the the city or giver mental organization, as well as specific rules, regulations, and procedures of the fire department.

Answer 67

personnel rules

Question 68

I most organizational strutters there is a clear distinction between labor (******) and management (******).

Answer 68

the workers | the managers and supervisors

Question 69

as a supervisor, a (*******) is generally the first point of contact between the workers and the fire department organization.

Answer 69

fire officer

Question 70

A (*****) is a dispute, or complaint that any employee or a group of employees may have about the interpretation, application, and/or alleged violation of some provision of the labor agreement or personnel regulations.

Answer 70

grievance

Question 71

A (******) is a formal structured process that is employed within an organization to resolve a grievance.

Answer 71

grievance procedure

Question 72

In most cases the (****) is incorporated in the personnel rules of the labor agreement and specifies a series of steps that must be followed.

Answer 72

grievance procedure

Question 73

The employees union representative usually becomes involved at either the (*******) of the grievance process.

Answer 73

first or second step

Question 74

THe ability to resolve problems at a low level ia an indication of a health organization with a good (***********), whereas a steady stream of grievances moving up to the highest levels is a symptom of major problems in the relationship.

Answer 74

labor management relationship

Question 75

(*******) THe greivant presents his or her complaint verbally to a supervisor, shortly after the occurrence of the action that gave rise to the grievance. In some organizations this non documented verbal notification is called an (******) or step zero.

Answer 75

Step one | Informal grievance

Question 76

The (****) initiates the formal part of a grievance procedure. If the problem is not resolved at step one, the employ may prepare and submit a written grievance.

Answer 76

Step 2/ second step

Question 77

A (******) greivance is written out on another specific grievance form and again specifies the article and section of the contract or personnel regulation alleged to have been violated; the date times and specific violations that are alleged to have taken place; and the desired remedy or adjustment.

Answer 77

Step three

Question 78

A (******) grievance is submitted to a second level supervisor, typically an administrative fire officer who has 10 calendar days to respond

Answer 78

step three

Question 79

If the grievance remains unresolved, the grievance can present it to the fire chief or his designee as the (******).

Answer 79

forth step

Question 80

If the grievance remains unsettled, the process moves out of the fire department to a (********) for resolution.

Answer 80

mediator, personnel board, or civil service board