9. About 30% of the union members at Blue Corp. believe their union is not representing them adequately. These workers have the right
(a) To leave the union.
(b) To bargain separately with management.
(c) To bargain separately with the union.
(d) To sue the union.
(e) To stop paying union dues.
11. The strike was initially over pay and was thus an economic strike. If the company committed a ULP by refusing to bargain until the validity of the strike was resolved, then it converted the dispute into a ULP strike. In that case, all striking workers would be entitled to their jobs back, even if it meant laying off replacement workers. However, the court ruled that the company had not committed a ULP. Gibson claimed in good faith that the strike was illegal. The strike remained an economic one, and the striking workers were not guaranteed their jobs back (though they had to be rehired without discrimination if openings appeared). Gibson Greetings v. NLRB, 53 F.3d 385, 1995 U.S. App. LEXIS 11788 (D.C. Cir. 1995).
13. The Board of Education committed a ULP by terminating the position. The Board has a continuing duty to bargain in good faith–even after a CBA has been signed. If issues arise that require bargaining, or a grievance under the CBA, the Board must act in good faith. Here, the Board terminated a position to evade an arbitrator's award made pursuant to the CBA. That is a ULP. The court ordered the Board of Education to restore the job to Schipul. Board of Education of Thomaston v. State Board of Labor Relations, 217 Conn. 110, 584 A.2d 1172, 1991 Conn. LEXIS 10 (1991).
15. ROLE REVERSAL: Write an essay question involving a union organizing campaign and a management response that includes both permissible advocacy and illegal conduct.