PHRca California Labor Relations and Collective Bargaining 3

Question 1

The Higher Education Employer-Employee Relations Act (HEERA) covers employees of which institutions?

Accepted Answer

University of California and California State University systems

Answer

HEERA governs collective bargaining rights for employees of the University of California and California State University systems, distinct from community college employees covered by EERA.

Question 2

In a collective bargaining agreement, a 'management rights' clause is best described as:

Accepted Answer

A contract provision specifying areas where management retains exclusive decision-making authority not subject to bargaining

Answer

A management rights clause reserves specific decisions — such as setting work schedules, hiring, or directing the workforce — as the employer's exclusive prerogative outside the scope of mandatory bargaining.

Question 3

What is 'pattern bargaining' in California labor relations?

Accepted Answer

A strategy where a union uses contract terms negotiated with one employer as a benchmark for negotiations with similar employers

Answer

Pattern bargaining occurs when a union leverages a favorable contract reached with one employer as a model or target benchmark in subsequent negotiations with other employers in the same industry.

Question 4

Under NLRB procedures applicable to California private sector workers, what is the minimum 'showing of interest' required to file a representation election petition?

Accepted Answer

At least 30% of employees must demonstrate interest, typically through signed authorization cards

Answer

The NLRB requires at least 30% of employees in the proposed unit to demonstrate interest (typically via authorization cards) as a threshold to trigger a formal representation election petition.

Question 5

Under the NLRA (applicable to California's private sector), an employer who interrogates employees about their union membership or activities is most likely committing:

Accepted Answer

An unfair labor practice under Section 8(a)(1) of the NLRA

Answer

Interrogating employees about union membership or activities interferes with Section 7 rights and violates Section 8(a)(1) of the NLRA, which prohibits employer interference with employees' right to organize.

PHRca - Professional in Human Resources - California Practice Test

PHRca - Professional in Human Resources - California Practice Test

PHRca California Labor Relations and Collective Bargaining 3