CPC CPC Human Resources & Labor Relations 2 — Questions and Answers
Question 1: A collective bargaining agreement (CBA) in construction typically covers:
- Wage rates only, with all other terms set by management
- Wages, working conditions, benefits, and dispute resolution procedures (Correct answer)
- Safety protocols and OSHA compliance requirements only
- Management's exclusive right to hire, direct, and discharge workers
Correct answer: Wages, working conditions, benefits, and dispute resolution procedures
A CBA is a comprehensive negotiated contract covering wages, fringe benefits, working conditions, grievance procedures, and other terms of employment.
Question 2: In construction, a 'jurisdictional dispute' refers to a conflict between:
- A general contractor and owner over contract scope changes
- Two unions claiming the right to perform the same type of work (Correct answer)
- Federal and state regulatory agencies over enforcement authority
- A prime contractor and subcontractor over payment terms
Correct answer: Two unions claiming the right to perform the same type of work
A jurisdictional dispute occurs when two or more trade unions each claim the right to perform the same work on a construction project.
Question 3: What is the purpose of a 'hiring hall' in union construction?
- A dedicated space on-site where job interviews are conducted
- A union-operated system for dispatching workers to jobs using established priority rules (Correct answer)
- A meeting facility used for collective bargaining negotiations
- A training center where apprentices learn their trade
Correct answer: A union-operated system for dispatching workers to jobs using established priority rules
A hiring hall is a union-administered referral system that dispatches available workers to job sites based on established seniority or rotation rules.
Question 4: Which of the following best describes an 'open shop' construction environment?
- Projects where all workers are required to join a union within 30 days
- Projects where employment is not conditioned on union membership (Correct answer)
- Projects that exclusively use non-union subcontractors on all tiers
- Projects where workers may freely choose to join any union they prefer
Correct answer: Projects where employment is not conditioned on union membership
An open shop environment allows contractors to hire workers without requiring union membership as a condition of employment.
Question 5: A construction contractor's Employee Assistance Program (EAP) typically provides workers with:
- Financial bonuses and incentives for high job performance
- Confidential counseling and referral services for personal and work-related problems (Correct answer)
- Safety certification training and OSHA 10/30-hour courses
- Career advancement planning and management promotion opportunities
Correct answer: Confidential counseling and referral services for personal and work-related problems
EAPs provide confidential assessment, counseling, and referral services to help employees address personal issues that may impact their work performance.
Question 6: When managing a diverse workforce on a construction project, which approach is most effective for site supervisors?
- Apply identical management techniques to all workers regardless of background
- Recognize individual differences and adapt leadership style to maximize team performance (Correct answer)
- Group workers by cultural background to minimize potential conflicts
- Delegate all diversity-related issues exclusively to the HR department
Correct answer: Recognize individual differences and adapt leadership style to maximize team performance
Effective construction workforce management requires recognizing and adapting to individual differences in culture, communication, and work style to optimize team performance.
Question 7: Under the Family and Medical Leave Act (FMLA), eligible construction employees are entitled to up to how many weeks of unpaid, job-protected leave per year for qualifying reasons?
- 6 weeks
- 10 weeks
- 12 weeks (Correct answer)
- 16 weeks
Correct answer: 12 weeks
The FMLA provides eligible employees at covered employers with up to 12 weeks of unpaid, job-protected leave per year for qualifying family and medical reasons.
CPC CPC Human Resources & Labor Relations 2
A collective bargaining agreement (CBA) in construction typically covers: