Question

Which of the following is NOT true about work rules?

a. Management has an absolute obligation to inform the union of new work rules before they can be administered in the workplace.
b. Management's disciplinary decisions are more likely to be supported by an arbitrator when there are established work rules relating to the disciplinary offense.
c. Work rules must be clear and conclusive, indicating what is expected.
d. Management must inform employees of the rules and the consequences of their violation.
e. Management must administer the rules consistently for employees violating the rules under similar circumstances.

Answer 1

Option (a) is most likely not true as it overstates the obligation of management without considering the specific legal or contractual contexts.

Step-by-step explanation:

The question presented asks which of the following statements about work rules is NOT true. When looking for the correct answer, it is important to understand the context of work rules within bureaucracies and their relation to unions. Work rules are essential elements in managing a workforce, particularly where unions are involved.

In analyzing the options given:
(a) While management should inform the union about new work rules, claiming it to be an absolute obligation may be overstated without citing specific laws or agreements. (b) It is generally true that arbitrators are more likely to support management's disciplinary decisions if clear work rules are in place. (c) Work rules indeed must be clear, providing employees with a clear understanding of expectations. (d) Informing employees of the rules and consequences if they violate them is a standard practice. (e) The consistent administration of rules is a cornerstone of fair workforce management and legal defense.

From the provided statements, the one that is most likely NOT true, and thus the answer to the question, would be (a) the assertion of an absolute obligation for management to inform a union before administering new work rules, as the use of 'absolute' does not consider the potential nuances of different legal frameworks or collective bargaining agreements.