Human Resources Employee Relations 1 — Questions and Answers
Question 1: Which federal law guarantees employees the right to organize, bargain collectively, and engage in concerted activities?
- FLSA
- FMLA
- National Labor Relations Act (NLRA) (Correct answer)
- Title VII
Correct answer: National Labor Relations Act (NLRA)
The NLRA (Wagner Act) protects employees' rights to organize unions and engage in collective bargaining.
Question 2: What is a 'grievance procedure' in a unionized workplace?
- An annual performance review process
- A formal process for employees to raise and resolve workplace complaints under a collective bargaining agreement (Correct answer)
- A disciplinary action plan
- An employee engagement survey
Correct answer: A formal process for employees to raise and resolve workplace complaints under a collective bargaining agreement
A grievance procedure provides a structured process for employees to formally challenge alleged violations of the collective bargaining agreement.
Question 3: What does 'progressive discipline' involve?
- Terminating employees immediately for any violation
- A step-by-step corrective process with increasingly serious consequences (Correct answer)
- Only using verbal warnings
- Providing bonuses to improve behavior
Correct answer: A step-by-step corrective process with increasingly serious consequences
Progressive discipline escalates consequences (verbal warning → written warning → suspension → termination) to correct behavior while documenting performance issues.
Question 4: What is 'constructive dismissal'?
- A legal termination with cause
- When an employer makes working conditions so intolerable that an employee is forced to resign (Correct answer)
- A voluntary resignation with notice
- A mutual separation agreement
Correct answer: When an employer makes working conditions so intolerable that an employee is forced to resign
Constructive dismissal occurs when an employer's actions make continuing employment unreasonable, effectively forcing a resignation.
Question 5: Under the WARN Act, employers with 100+ employees must provide how many days' advance notice of mass layoffs?
- 30 days
- 60 days (Correct answer)
- 90 days
- 14 days
Correct answer: 60 days
The Worker Adjustment and Retraining Notification (WARN) Act requires 60 days' advance written notice before mass layoffs or plant closings.
Question 6: What is the primary purpose of an Employee Assistance Program (EAP)?
- Providing payroll advances
- Offering confidential counseling and referral services for personal and work-related problems (Correct answer)
- Managing performance reviews
- Coordinating employee training schedules
Correct answer: Offering confidential counseling and referral services for personal and work-related problems
EAPs provide employees with confidential access to mental health, financial, legal, and other support services.
Human Resources Employee Relations 1
Which federal law guarantees employees the right to organize, bargain collectively, and engage in concerted activities?