Question: The personnel department at an electrical utility had a policy of giving all new employees a "psychological aptitude test." The union demanded access to the test questions, answers, and individual scores for the employees in the bargaining unit. The union pointed out that among similar types of information that the NLRB had ordered disclosed in other cases were seniority lists, employees' ages, names and addresses of successful and unsuccessful job applicants, information about benefits received by retirees under employer's pension and insurance plans, information on employee grievances, and information on possible loss of work due to a proposed leasing arrangement. The company claimed that if it released the information the union sought, its test security program would be severely compromised. Furthermore, employee confidence in the confidentiality of the testing program would be shattered. How do you think the NLRB would rule in this case? See Detroit Edison Co. v. NLRB [440 U.S. 301, 100 L.R.R.M. 2728 (1979)].