助理人力資源管理師英語閱讀理解(參考版)
2025-04-07 00:06本頁面
【正文】 some were rude。 however, 12 also mentioned the impression made by the recruiters themselves and 9 said the ments of friends and acquaintances affected their impressions. Unfortunately, the reverse was also true. When asked why they judged some firms as bad fits, 39 mentioned the nature of the job, but 23 said they’d been turned off by recruiters. For example, some were dressed sloppily。 about half the people to whom offers are made accept. Similarly, the firm knows that the ratio of candidates interviewed to offers made is 3 to 2, while the ratio of candidates invited for interviews to candidates actually interviewed has been 4 to 3. Finally, the firm knows that the ratio of new leads generated to candidates actually invited has been 6 to 1。 (d) answer questions the person might have。 (b) monitor the person’s activities。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
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