Labour and Employee Relations Flashcards
7 cards from real CPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Labour and Employee Relations flashcards as text
Under the National Labor Relations Act (NLRA), which of the following is considered a mandatory subject of bargaining?
Answer: Wages, hours, and working conditions
Wages, hours, and other working conditions are mandatory subjects of bargaining under the NLRA, meaning either party can insist on bargaining to impasse.
A 'just cause' standard for discipline typically requires an employer to demonstrate which of the following?
Answer: That the employee was aware of the rule and the penalty was proportionate
Just cause requires the employer to show the employee knew the rule, the rule was reasonable, and the discipline was proportionate to the offense.
Which type of union security clause requires all bargaining unit employees to pay union dues as a condition of employment, even if they are not union members?
Answer: Agency shop
An agency shop requires all employees to pay dues or fees to the union but does not require formal union membership.
An employer implements a new attendance policy without bargaining with the certified union. This action most likely constitutes a:
Answer: Unilateral change unfair labor practice
Implementing a unilateral change to a mandatory subject of bargaining without notifying and bargaining with the union is an unfair labor practice.
During contract negotiations, management and the union reach a point where neither side will move further. This is known as:
Answer: Bargaining impasse
A bargaining impasse occurs when good faith negotiations have stalled and neither party is willing to make further concessions.
Which grievance arbitration principle holds that an arbitrator's award must draw its essence from the collective bargaining agreement?
Answer: Enterprise Wheel doctrine
The Enterprise Wheel doctrine, established in United Steelworkers v. Enterprise Wheel, requires arbitration awards to be grounded in the collective agreement.
An employee refuses to cross a picket line set up by another union at their workplace. Under most labor law frameworks, this action is:
Answer: A protected concerted activity
Honoring another union's primary picket line is generally considered protected concerted activity under the NLRA.