SHRM-CP Employee & Labor Relations 2 — Questions and Answers
Question 1: Which of the following best describes a collective bargaining agreement (CBA)?
- A company handbook distributed to all new hires
- A legally binding contract between an employer and a labor union (Correct answer)
- A government mandate establishing minimum wage requirements
- An informal understanding between managers and employees
Correct answer: A legally binding contract between an employer and a labor union
A CBA is a written, legally enforceable contract negotiated between an employer and union representing workers, covering wages, hours, and working conditions.
Question 2: Under the Taft-Hartley Act (1947), which of the following union activities is prohibited?
- Employees forming a new union
- Unions engaging in secondary boycotts (Correct answer)
- Employers offering merit-based pay increases
- Employees striking over unsafe working conditions
Correct answer: Unions engaging in secondary boycotts
The Taft-Hartley Act prohibited secondary boycotts, closed shops, and other union practices deemed unfair to employers and neutral parties.
Question 3: What is the primary role of the National Labor Relations Board (NLRB)?
- Setting federal minimum wage and overtime standards
- Administering workplace safety and health regulations
- Overseeing union representation elections and investigating unfair labor practice charges (Correct answer)
- Establishing mandatory employee benefit requirements
Correct answer: Overseeing union representation elections and investigating unfair labor practice charges
The NLRB administers the NLRA by conducting union elections, certifying bargaining units, and investigating unfair labor practice charges.
Question 4: Which conflict resolution method involves a neutral third party who makes a binding decision?
- Mediation
- Arbitration (Correct answer)
- Negotiation
- Conciliation
Correct answer: Arbitration
Arbitration involves a neutral arbitrator who hears both sides and issues a binding decision, unlike mediation where the mediator facilitates but does not decide.
Question 5: What is 'interest-based bargaining' in labor relations?
- A negotiation approach focused exclusively on wage and salary increases
- A collaborative approach focusing on underlying needs and interests rather than fixed positions (Correct answer)
- A legal requirement for union negotiations under the NLRA
- A method where each party lists demands and the parties split the difference
Correct answer: A collaborative approach focusing on underlying needs and interests rather than fixed positions
Interest-based bargaining focuses on identifying each party's underlying interests to create mutually beneficial solutions rather than defending fixed positional demands.
Question 6: An employee files a grievance claiming a supervisor treated them unfairly. The HR investigation reveals the supervisor did violate company policy. What should HR do?
- Support the supervisor's decision to maintain management authority
- Dismiss the grievance to avoid setting a precedent for future claims
- Conduct a thorough, documented investigation and take appropriate corrective action (Correct answer)
- Allow the employee and supervisor to resolve the matter privately without HR involvement
Correct answer: Conduct a thorough, documented investigation and take appropriate corrective action
HR must ensure a fair, thorough investigation and take corrective action when policy violations are confirmed, regardless of the parties' positions.
Question 7: What is a 'no-strike clause' in a collective bargaining agreement?
- A provision prohibiting management from locking out workers during contract negotiations
- An agreement by the union not to strike for the duration of the contract term (Correct answer)
- A federal government requirement during declared national emergencies
- A clause limiting the amount of strike pay the union can distribute to members
Correct answer: An agreement by the union not to strike for the duration of the contract term
A no-strike clause is the union's contractual commitment not to engage in strikes during the CBA's term, typically exchanged for binding grievance arbitration.
SHRM-CP Employee & Labor Relations 2
Which of the following best describes a collective bargaining agreement (CBA)?