To be answer by True or False

21. A Union has a legally enforceable duty to represent all members of the Bargaining Unit equally and fairly - including a bargaining unit member who alleges she has been discharged without just cause but has consistently refused to join the union or pay dues. 22 Union members must ordinarily exhaust internal union remedies before suing a Union for breach of the duty of fair representation. 23. Labor grievance arbitrators have broad authority in deciding cases, including the right to alter the language of a collective bargaining agreement to fit what the informed arbitrator believes are the best interests of the parties in relation to the free flow of interstate commerce. 24. Any bargaining unit employee who was employed in the bargaining unit by the employer on the proper eligibility date may vote in an NLRB sanctioned representation election even if they since have been laid off, but have a substantial continuing interest in the employment. 25. The Velvet Glove / Iron Fist rule prohibits employers from making discretionary increases in wages of benefits during a union representation election campaign period. The principle of collective bargaining presents a situation where it would be legal for the collective bargaining representative to require that a bargaining unit member take a pay cut in order to comply with a collective bargaining agreement. 26. 27. The main purpose of Weingarten Rights is to require that the employer and union observe and obey reasonable rules set up by the NLRB Election Officer at a representation election to allow the employees a free, untrammeled choice. 28. It must be assumed in grievance arbitration that the parties knew what they were doing when they agreed to contract language and, therefore, unambiguous language must control. To credit an alleged "intent" over the clear meaning of the collective bargaining agreement language, negates the language and renders it nugatory and useless. 29. The NLRB will allow both the Union and Employer a fair opportunity to examine Show of Interest cards in order to verify the authenticity of the employee signatures. 30. Under the NLRA supervisors may exercise their legal rights to collective bargaining as long as they are in separate and unaffiliated bargaining units and unions from non-supervisory employees