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
Which principle requires that in discipline cases, the most recent offense rather than past infractions be the primary basis for the penalty?
Answer: Progressive discipline
Progressive discipline escalates penalties for repeated offenses but focuses each disciplinary step on the current infraction while considering the employee's history.
A 'zipper clause' in a collective bargaining agreement is designed to:
Answer: Close off bargaining on issues not addressed in the agreement
A zipper clause states the agreement is complete and prevents either party from demanding bargaining on matters not addressed during negotiations.
Under the duty of fair representation, a union breaches its obligation to a member when it acts in a manner that is:
Answer: Arbitrary, discriminatory, or in bad faith
The duty of fair representation requires unions to act without arbitrariness, discrimination, or bad faith when handling member grievances.
In the context of a collective agreement, 'past practice' becomes binding as a supplement to the written agreement when it is:
Answer: Mutual, consistent, and accepted by both parties over time
Past practice must be mutual, consistent, and long-standing with the knowledge and acceptance of both management and the union to be binding.
An employer who bargains with a union that does not represent a majority of employees in the bargaining unit commits which unfair labor practice?
Answer: Domination of a labor organization
Bargaining with a minority union or one that lacks majority support constitutes domination or assistance of a labor organization under the NLRA.
Which of the following best describes 'interest-based bargaining' compared to traditional positional bargaining?
Answer: It focuses on the underlying needs of both parties rather than fixed positions
Interest-based bargaining seeks to understand the underlying interests of both parties to find mutually acceptable solutions, rather than competing over fixed positions.
Which concept refers to the employer's right to make decisions about business operations without negotiating with the union, as long as they are not mandatory subjects of bargaining?
Answer: All of the above capture the same concept
Management rights, residual rights, and the reserved rights doctrine all describe the employer's retained authority over non-mandatory subjects of bargaining.