Employee & Labor Relations Flashcards
7 cards from real SHRM-CP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Employee & Labor Relations flashcards as text
Which of the following best describes 'constructive discharge'?
Answer: An employee resigning because the employer made working conditions deliberately intolerable
Constructive discharge occurs when an employer intentionally creates intolerable working conditions that force a reasonable person to resign, treated legally as an involuntary termination.
Under the Worker Adjustment and Retraining Notification (WARN) Act, how much advance notice must employers with 100 or more employees provide before a covered plant closing?
Answer: 60 days
The WARN Act requires 60 days advance written notice before plant closings or mass layoffs affecting 50 or more employees at establishments with 100 or more workers.
What is the primary purpose of an Employee Assistance Program (EAP)?
Answer: To provide confidential counseling and support services to employees facing personal or work-related challenges
EAPs provide confidential counseling, referrals, and support services to help employees address personal and professional issues before they affect job performance.
Which approach to workplace investigations best protects both the employee and the organization?
Answer: Using a neutral, trained investigator who follows a consistent, documented process
Neutral, trained investigators following consistent documented processes ensure procedural fairness, reduce bias, and protect the organization from legal liability.
What is the key legal distinction between a 'closed shop' and a 'union shop'?
Answer: A closed shop requires employees to be union members before being hired; a union shop allows new hires a grace period to join
Closed shops (requiring pre-hire union membership) are illegal under the Taft-Hartley Act; union shops allow employers to require employees to join the union after being hired within a specified period.
During CBA negotiations, the union demands a 10% wage increase but the company can only support 3%. What is the most effective HR strategy?
Answer: Present verified financial data and explore non-wage benefits as alternative components
Sharing verifiable financial data and exploring creative alternatives like enhanced benefits demonstrates good-faith bargaining and may help bridge a significant wage gap.
Which of the following best describes 'management rights' in a labor relations context?
Answer: The employer's retained authority to manage business operations not expressly restricted by the CBA
Management rights clauses preserve the employer's right to make operational decisions—such as hiring, discipline, and work assignments—that are not specifically restricted by the collective bargaining agreement.