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Answer true or false.1. Managers do not have to worry about the NLRA if the workers they manage are not in a union.2. Nonunion workers cannot go on strike.3. A company can adopt a no pro-union shirt rule.4. A manager can invoke the “employment-at-will” doctrine and fire a nonunion worker who complains about too much overtime.5. A manager can invoke the “employment-at-will” doctrine and fire an employee who refuses to obey an order the employee feels is unsafe.6. A manager can fire an employee who fails to use the company complaint process and walks off the job in protest of working conditions.7. A manager can fire an employee who refuses to work an overtime shift.8. A manager can fire an employee who voices a complaint in an offensive or disruptive manner.9. A company may include a rule in its Handbook that prohibits employees from discussing their wages.10. Managers can bar off-duty employees entry to parking lots and other nonworking areas.11. Managers can bar its off-site employees from access to an employer’s facilities.12. A manager can fire an employee who makes disparaging remarks about the employer in a newspaper article.13. An employer can ban all non-business e-mail correspondence among employees.14. Because of the employment-at-will doctrine, managers do not necessarily have to apply work rules consistently.15. A manager can appoint nonunion subordinates to a committee to discuss working conditions.16. A manager can fire a nonunion employee who is picketing a store during off-duty hours for purposes of organizing the workers.17. A manager can fire an employee if the manager finds out that the employee is a paid union organizer.18. A manager can refuse to hire a job applicant if the manager knows the applicant is a union member.19. An employer can adopt a no “moonlighting” policy if the employer is concerned about paid union organizers being hired.20. An employer can refuse to hire an overqualified individual if management knows the individual is sympathetic to unions.21. An employer can refuse to hire an applicant who violates a company rule forbidding disclosure by applicants of “protected activity” such as union organizing.22. A manager is allowed to tell employees that strikes are “inevitable” if there is a union.23. A manager can say that the store or plant will shut down if a union is voted in.24. A manager can ask employees questions about where they stand on unions.25. An employer can promise increases in employee benefits during an organizing campaign26. An employer can impose a “no solicitation” rule at work stipulating absolutely no union organizing activities during all work hours on company property.27. An employer can allow anti-union activity during work hours while disallowing pro-union activity.28. An employer can allow charities to distribute material while not allowing a union to distribute information.29. An employer can ban pro-union buttons or insignia during working hours.30. An employer can ban union material from a bulletin board that allows Red Cross solicitations.31. An employer can ban pro-union screen-savers on the employer’s computer.32. A manager is allowed to say wages and benefits are not paid during a strike.33. A manager is allowed to say unemployment insurance is unavailable during a strike.34. A manager is allowed to say that only strike benefits are available to workers who picket.35. A manager is allowed to say “my eyes are on you and you’d better watch your step” to a pro-union employee.36. A manager can hire “permanent replacement workers” during a strike action and these replacements need not be displaced when the strike ends.37. Wal-Mart surveys its employees annually as part of its “Grass Roots” program. The survey is designed to assess employees’ perceptions on work-related issues. Results are tabulated by store, and the top three concerns are posted at each store. Formerly known as the Union Potential Index, the Unresolved People Index (UPI) is used to identify stores at risk of union organizing activity.Is the use of the UPI legal under the NLRA?

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