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1、阅读理解（每题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 communicate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement. It
2、does not mean that either party is compelled 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
3、:1. Surface bargaining. This involves merely going through the motions of bargaining without any real intention of completing a formal agreement.2. Concession. Although no one is required to make a concession, the courts and NLRBs definitions of good faith suggest that a willingness to compromise is
4、 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, re
5、fusal 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
6、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
7、 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.
8、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
9、usually viewed as bad faith bargaining.1. Bargaining in good faith does not mean that .A. both parties communicate 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 interpretio
10、n of the NLRB and the courts, bargaining may be in good faith when .A. Both parties have no real intention of completing a formal agreement.B. Both parties are willing to compromise.C. Employers refuse to meet with the union.D. Both parties attempt to impose unreasonable conditions.3. Which of the f
11、ollowing isnt a positive factor in determining overall good faith? .A. a willingness to compromiseB. the advancement of proposalsC. unilateral changes in conditionsD. providing information4. From this passage, we can conclude that .A. It isnt mandatory to meet and “confer at reasonable times and int
12、ervals” for both parties .B. Employers can refuse to negotiate with the union representative in order to bargain in good faith.C. Commission of unfair labor practices during negotiations may reflect little good faith of the guilty party.D. Insistence on a permissive item can bring bargaining in good
13、 faith.5. The best title for the passage might be .A. what is and when is not bargaining in good faithB. what is bargaining in good faithC. when is not bargaining in good faithD. how to bargain in good faithAnswer:1.D 2.B 3.C 4.C 5.A（二）Fewer 18- to 25-year-olds are entering the work force; this has
14、caused many employers to look into “harnessing Americas gray power”. Is it practical in terms of productivity to keep older workers on? The answer seems unequivocably to be “yes”. Age-related changes in physical ability, cognitive performance, and personality have little effect on workers output exc
15、ept in the most physically demanding tasks. Similarly , creative and intellectual achievements do not decline with age and absenteeism drops as age increases. Older workers also usually display more company loyalty than youthful workers, tend to be more satisfied with their jobs and supervision, and
16、 can be trained or retrained as effectively as anyone.Recruiting and attracting older workers generally requires a comprehensive HR retiree effort before the recruiting begins. The aim is to make the company an attractive place in which the older worker can work. Specifically:Examine your personnel policies. Check to make sure policies and procedures do not discou
