Labor Relations and Union Management Flashcards
6 cards from real Civil Service Supervisor Exam practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Labor Relations and Union Management flashcards as text
A shop steward asks to inspect a personnel file related to a pending grievance. Under most public sector labor statutes, management should:
Answer: Provide access to relevant documents within a reasonable time as required by law or contract
Labor statutes and contracts typically give unions the right to information needed to process grievances, subject to privacy protections.
Progressive discipline in a unionized civil service environment means:
Answer: Applying increasingly serious penalties for repeated or escalating misconduct
Progressive discipline uses a graduated series of penalties—verbal warning, written warning, suspension, termination—proportionate to the offense.
A supervisor wants to change the schedule of union-represented employees. The CORRECT approach is to:
Answer: Bargain with the union before implementing the change if scheduling is a mandatory subject
Schedule changes affecting terms and conditions of employment require bargaining with the union before implementation.
Which of the following actions by a supervisor constitutes interference with employees' protected concerted activity?
Answer: Threatening to deny promotions to employees who support the union
Threatening adverse employment actions to discourage union activity is a classic unfair labor practice that violates employees' organizing rights.
In a Step 1 grievance meeting, the supervisor's primary objective should be to:
Answer: Listen carefully, gather facts, and attempt to resolve the dispute at the lowest level
Early-step grievance meetings are designed for informal resolution; resolving disputes quickly saves time and preserves working relationships.
A union contract contains a 'just cause' standard for disciplinary actions. This means management must show:
Answer: That the discipline was reasonable, based on evidence, and proportionate to the offense
Just cause requires proving the rule was clear, the employee knew it, an investigation was conducted, and the penalty was proportionate.