CHRP Labour and Employee Relations 3

Question 1

Under the duty of fair representation, the union is obligated to:

Accepted Answer

Represent members without discrimination, arbitrariness, or bad faith

Answer

The duty of fair representation requires unions to handle member grievances without acting arbitrarily, discriminatorily, or in bad faith.

Question 2

What is the primary purpose of a no-strike, no-lockout clause during the term of a collective agreement?

Accepted Answer

To ensure labour peace by channeling disputes into the grievance-arbitration process

Answer

No-strike/no-lockout clauses stabilize the employment relationship by requiring disputes to be resolved through grievance arbitration rather than work stoppages.

Question 3

An employer suspects an employee of theft but lacks direct evidence. Before terminating for just cause, what should the employer do?

Accepted Answer

Conduct a thorough investigation, allow the employee to respond, and assess evidence before deciding

Answer

Just cause requires a fair investigation, giving the employee the opportunity to respond to allegations before a termination decision is made.

Question 4

What distinguishes a wildcat strike from a lawful strike?

Accepted Answer

A wildcat strike is a work stoppage that occurs without union authorization, often during the term of a collective agreement

Answer

A wildcat strike is an unauthorized, spontaneous work stoppage that typically violates the no-strike clause of the collective agreement.

Question 5

In interest arbitration, an arbitrator is asked to:

Accepted Answer

Set the terms of a new collective agreement when the parties cannot reach a negotiated settlement

Answer

Interest arbitration resolves disputes over the terms of a new contract, while rights arbitration resolves disputes about an existing contract's interpretation.

(CHRP) Certified Human Resources Professional Practice Test

(CHRP) Certified Human Resources Professional Practice Test

CHRP Labour and Employee Relations 3