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 Worker Adjustment and Retraining Notification (WARN) Act, covered employers must provide advance notice of a plant closing or mass layoff at least:
Answer: 60 days
The WARN Act requires covered employers (100+ employees) to provide 60 days' advance notice before a plant closing or qualifying mass layoff.
A union calls a strike to pressure an employer who is not party to the dispute in order to influence a third-party employer. This is known as a:
Answer: Secondary boycott
A secondary boycott involves union pressure against a neutral employer to force it to stop doing business with the primary employer in dispute.
Which of the following is the primary purpose of an Employee Assistance Program (EAP) in the context of employee relations?
Answer: To provide confidential counseling and referral services for personal and work-related issues
EAPs provide confidential assessment, short-term counseling, and referral services to help employees address personal problems affecting work performance.
An arbitrator applying the 'seven tests of just cause' developed by arbitrator Carroll Daugherty would examine which of the following?
Answer: Whether the employer consistently applied the rule and investigated fairly
Daugherty's seven tests include whether the rule was reasonable, the employee was warned, the employer investigated properly, and applied the rule consistently.
Which labor relations concept holds that employees in an appropriate bargaining unit who are doing work similar to bargaining unit members should be included in that unit?
Answer: Community of interest
The community of interest doctrine groups employees with similar wages, hours, working conditions, skills, and supervisory oversight into the same bargaining unit.
Which scenario best illustrates a 'constructive dismissal' claim?
Answer: An employer unilaterally reduces an employee's salary by 40%, forcing them to resign
Constructive dismissal occurs when an employer fundamentally changes the terms of employment, leaving the employee no reasonable choice but to resign.
In collective bargaining, 'surface bargaining' refers to an employer or union that:
Answer: Goes through the motions of bargaining without genuine intent to reach agreement
Surface bargaining violates the duty to bargain in good faith because the party appears to negotiate but has no genuine intention of reaching an agreement.