true or false answer

11. Under the NLRA, security guards may exercise their legal rights to collective bargaining only if they are in completely separate and unaffiliated bargaining units and unions from non-security guard employees. 12. Under the NLRA, after a 3-year collective bargaining agreement expires, a union must be re-certified by a vote of the employees before it may bargain a new collective bargaining agreement. 13. If an individual employee does not like a provision in the collective bargaining agreement negotiated for her bargaining unit by the union and the employer, the employee is entitled to the freedom to individually negotiate a legally enforceable contrasting agreement directly with the employer 14. The "Bill of Rights" for union members is contained in the Fair Labor Standards Act. 15. After being certified by the NLRB, the collective bargaining representative has the legal right and duty to negotiate a valid, enforceable agreement that covers each and every one of the bargaining unit employees, except the employees who choose not to be covered by the contract under the right-to-work laws. 16. An individual bargaining unit member may opt out of representation for new contract negotiations by the certified union during the window period near the end of a collective bargaining agreement by notifying the union that he is invoking his "right-to-work" entitlement 17. There may legally be different collective bargaining representative organizations for employees in different bargaining units at the same place of employment 18 In the building and construction industry, it is the employer who decides whether its workforce will be unionized through voluntary recognition 19. When the proper interpretation or application of the language of a collective bargaining agreement is at issue, and the language is unclear or ambiguous, the arbitrator may consider the meaning of the language in the light of the past practice - which is the understood and accepted way of doing things over an extended period of time, even though the matter wasn't ever specifically conferred about during contract negotiations. 20. If an Employer discharges a unionized female building engineer because the employer thinks that a male would be generally more suitable for the position, it is an Unfair Labor Practice under the NLRA