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Tuesday, March 29, 2016

HR mediation-arbitration

 March 29, 2016     No comments   

HR mediation-arbitration


1. One possible disadvantage of mediation-arbitration as a method for third party dispute resolution is:
A. The threat of arbitration makes successful mediation less likely to occur.
B. The mediator-arbitrator develops too much knowledge of the parties' concerns in the mediation phase and can no longer remain neutral in the arbitration phase.
C. The mediator-arbitrator can have too much power because of the threat of what they'll do in arbitration.
D. The parties may withhold information during the mediation because they fear the mediator-arbitrator will use the information against them in the arbitration phase.

2. To improve the fairness of compulsory arbitration agreements, it has been suggested that all of the following be done except:
A. Allow employees to waive their rights on a case by case basis only so that they can consider the facts of each dispute before waiving their rights
B. Allow employees access to any information relevant to the case
C. Share expenses in such a way as to keep them reasonable to both parties
D. Limit the range of remedies available to the arbitrator

3. Which of the following does not characterize the nature of competition for U.S. companies in today's economy:
A. Emphasis on high quality good and services that respond quickly to changes in consumer tastes
B. Capitalize on narrowly defined, routine jobs as a way to hold down labor costs so they are comparable to low wage countries
C. Need for greater levels of employee involvement that can capitalize on higher education levels
D. Short-term, market-driven employment relationships where the employee is more closely tied to their job/occupation than to the company they work for

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