【正文】
閱讀理解(每題3分,共30分)第一套(一)Bargaining in good faith is the cornerstone of effective labor management relations. It means that both parties municate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement. It does not mean that either party is pelled to agree to a proposal. Nor does it require that either party make any specific concessions.When is bargaining not in good faith? As interpreted by the NLRB and the courts, a violation of the requirement for good faith bargaining may include the following:1. Surface bargaining. This involves merely going through the motions of bargaining without any real intention of pleting a formal agreement.2. Concession. Although no one is required to make a concession, the court’s and NLRB’s definitions of good faith suggest that a willingness to promise is an essential ingredient in good faith bargaining.3. Proposals and demands. The NLRB considers the advancement of proposals as a positive factor in determining overall good faith.4. Dilatory tactics. The law requires that the parties meet and “confer at reasonable times and intervals”. Obviously, refusal to meet at all with the union does not satisfy the positive duty imposed on the employer.5. Imposing conditions. Attempts to impose conditions that are so onerous or unreasonable as to indicate bad faith will be scrutinized by the board.6. Unilateral changes in conditions. This is viewed as a strong indication that the employer is not bargaining with the required intent of reaching an agreement.7. Bypassing the representative. An employer violates its duty to bargain when it refuses to negotiate with the union representative. The duty of management to bargain in good faith involves, at a minimum, recognition that this statutory representative is the one with whom the employer must deal in conducting bargaining negotiations.8. Commission of unfair labor practices during negotiations. Such practices may reflect poorly upon the good faith of the guilty party.9. Providing information. Information must be supplied to the union, upon request, to enable it to understand and intelligently discuss the issues raised in bargaining.10. Bargaining items. Refusal to bargain on a mandatory item (one must bargain over these) or insistence on a permissive item (one may bargain over these) is usually viewed as bad faith bargaining..1. Bargaining in good faith does not mean that .A. both parties municate and negotiateB. proposals are in line with counterproposalsC. both parties make great effort to reach an agreementD. either party must agree to a proposal2. According to the interpretion of the NLRB and the courts, bargaining may be in good faith when .A. Both parties have no real intention of pleting a formal agreement.B. Both parties are willing to promise.C.