PHR Domain 5: Employee and Labor Relations Welcome to your PHR Domain 5: Employee and Labor Relations 1. PHR: Employee and Labor Relations Which action best demonstrates an employer's adherence to the duty of fair representation under the National Labor Relations Act? A. Refusing to negotiate with a minority union that represents less than 50% of employees B. Bargaining in good faith with a certified union for contract renewal C. Implementing a last-best-offer without union approval to avoid a strike D. Disciplining an employee for misconduct, regardless of union membership status None 2. PHR: Employee and Labor Relations In the context of labor relations, what is an unfair labor practice charge most likely to be filed against an employer for? A. Increasing wages to match inflation without union consent B. Failing to provide timely responses to information requests by the union C. Offering above-market compensation to retain skilled employees D. Implementing flexible work schedules as per employee feedback None 3. PHR: Employee and Labor Relations What principle is most directly at issue when a union engages in a "wildcat strike"? A. The right to collective bargaining B. The duty to bargain in good faith C. The adherence to the no-strike clause during a contract term D. The protection of workers' rights under the Occupational Safety and Health Act None 4. PHR: Employee and Labor Relations Which statement best reflects the purpose of the Wagner Act, also known as the National Labor Relations Act (NLR A. of 1935? A) To restrict the operations of labor unions within federal and state government workplaces B. To provide a framework for the resolution of disputes between employers and employees C. To establish the right of employees to engage in collective bargaining through representatives of their own choosing D. To enforce minimum wage standards and address child labor issues None 5. PHR: Employee and Labor Relations When an employer engages in "surface bargaining," what are they likely accused of? A. Negotiating with the intent to reach a mutual agreement B. Bargaining without the intent to reach an agreement C. Offering concessions beyond what the union has demanded D. Finalizing an agreement without union input or consent None 6. PHR: Employee and Labor Relations Under the Taft-Hartley Act, which practice is considered an unfair labor practice by unions? A. Engaging in collective bargaining B. Conducting strike action after a contract expires C. Demanding union dues from non-members in a right-to-work state D. Picketing for employee rights None 7. PHR: Employee and Labor Relations What is the primary legal significance of a "Weingarten meeting" in the context of employee and labor relations? A. It allows employees to request union representation during disciplinary meetings. B. It mandates employers to disclose financial information to unions during bargaining. C. It provides a framework for discussing voluntary retirement plans with employees. D. It obligates unions to represent non-union members in collective bargaining. None 8. PHR: Employee and Labor Relations In labor relations, what does the term "secondary boycott" refer to? A. A strike targeting the primary employer with whom the union has a dispute B. A protest demanding higher safety standards in the workplace C. A boycott or strike targeting a business that is not the primary employer but is associated with a labor dispute D. A union's refusal to negotiate with an employer over contract terms None 9. PHR: Employee and Labor Relations Which best describes the purpose of the "hot cargo" agreements prohibited under the Taft-Hartley Act? A. Agreements that allow employers to hire replacement workers during a strike B. Agreements between unions and employers to improve workplace safety standards C. Agreements that prevent employers from handling, using, or dealing in goods of other employers produced by nonunion labor D. Agreements that mandate automatic dues deduction from union members' paychecks None 10. PHR: Employee and Labor Relations What legal doctrine, established by the Supreme Court, limits the right to strike when it would create a national emergency? A. The Taft-Hartley Act's national emergency injunction B. The Norris-LaGuardia Act's anti-injunction provisions C. The "clear and present danger" test D. The "national interest" doctrine None 11. PHR: Employee and Labor Relations The concept of "good faith bargaining" requires that parties to a collective bargaining agreement: A. Meet at reasonable times and confer in good faith B. Agree to all proposals presented by the other party C. Only negotiate wages and ignore other terms and conditions of employment D. Conduct negotiations in public to ensure transparency None 12. PHR: Employee and Labor Relations When implementing a "bargaining to impasse" strategy, what is the primary risk an employer faces? A. Increased productivity due to streamlined negotiation processes B. Enhanced employee morale from perceived firm negotiation stances C. Legal challenges for failing to negotiate in good faith D. Immediate agreement on contract terms by the union None 13. PHR: Employee and Labor Relations In labor relations, the term "salting" refers to which of the following practices? A. Employers adding non-union employees to dilute union membership B. Unions sending their members to seek employment at non-union sites to organize from within C. Negotiating contracts with excessive benefits to attract employees away from unions D. Employers using subcontractors to avoid union contracts None 14. PHR: Employee and Labor Relations The "duty of fair representation" imposed on unions requires them to: A. Represent all members equally, without discrimination or negligence B. Only represent employees who are union members in good standing C. Focus exclusively on negotiating wage increases during collective bargaining D. Avoid engaging in collective bargaining to prevent labor disputes None 15. PHR: Employee and Labor Relations What does the "Beck Rights" principle established by the Supreme Court entail for unionized workers? A. The right to refrain from participating in union activities and political actions unrelated to collective bargaining B. The obligation to join a union as a condition of employment C. The right to exclusive representation by a single union in a workplace D. The obligation to pay full union dues regardless of membership status None 16. PHR: Employee and Labor Relations The "Excelsior List" is significant in labor relations for what reason? A. It is a list of employees eligible for overtime pay under the Fair Labor Standards Act B. It is a list of all bargaining unit members that must be provided to the union by the employer after a union election is ordered C. It details unfair labor practices committed by employers D. It enumerates the legal grounds for terminating an employee without cause None 17. PHR: Employee and Labor Relations The "permissive subjects of bargaining" include which of the following? A. Wage rates and overtime pay B. Health insurance benefits and retirement plans C. The decision to subcontract work D. Work schedules and break times None 18. PHR: Employee and Labor Relations A "neutrality agreement" between an employer and a union typically ensures that: A. The employer will not express support for any political party B. The employer will not support or oppose the union during an organizing campaign C. The employer will remain neutral in disputes between employees D. The employer will not engage in collective bargaining None 19. PHR: Employee and Labor Relations Under the Labor Management Reporting and Disclosure Act (LMRD A. of 1959, also known as the Landrum-Griffin Act, union members are granted specific rights, including: A) The right to participate in union strikes without facing disciplinary actions B. The right to a fair hearing before being fined or expelled from the union C. The obligation to support all political activities initiated by the union D. The right to demand the union to engage in collective bargaining on their behalf None 20. PHR: Employee and Labor Relations Which of the following best describes an employer's legal obligation under the "duty to bargain" in the United States? A. To agree to all demands made by the union during negotiations B. To bargain over mandatory subjects of bargaining to the point of agreement or impasse C. To ensure that all employees are members of the union before bargaining D. To negotiate exclusively with external third-party negotiators, not with the union directly None 21. PHR: Employee and Labor Relations The principle of "just cause" in employee discipline and termination cases primarily ensures that: A. Employees can only be terminated for reasons unrelated to work performance. B. Employers must provide evidence of wrongdoing or inadequate performance before terminating an employee. C. All employees have the right to a severance package upon termination, regardless of the reason. D. Termination decisions are based solely on the length of service of the employee. None 22. PHR: Employee and Labor Relations A "closed shop" agreement requires that: A. Employees must join the union within a certain period after being hired. B. All employees must be members of the union as a condition of employment. C. Employers must close their facilities during a strike. D. Unions must close their membership, limiting the number of employees who can join. None 23. PHR: Employee and Labor Relations The term "union shop" is best described as a workplace where: A. Employees are required to join the union as a condition for obtaining employment. B. Employees must join the union within a specified period after being hired. C. Union membership is strictly prohibited. D. Union membership is voluntary and not tied to employment. None 24. PHR: Employee and Labor Relations When an employer engages in "direct dealing," it means they: A. Negotiate directly with employees, bypassing the union. B. Deal directly with the union, excluding employee input. C. Engage in negotiations with the intention of reaching an immediate agreement. D. Handle all employee grievances directly without involving union representatives. None 25. PHR: Employee and Labor Relations The process of "interest arbitration" is used in labor relations to: A. Determine the interest rates on union dues. B. Resolve disputes over the interpretation of a collective bargaining agreement. C. Decide on the terms of a new collective bargaining agreement when parties cannot reach an agreement. D. Arbitrate between different unions interested in representing the same group of employees. None 26. PHR: Employee and Labor Relations A "no-solicitation policy" in the workplace typically restricts: A. Employees from distributing union literature in work areas during working hours. B. The sale of goods and services among employees during work hours. C. Any form of solicitation, including union organizing, without employer approval. D. Solicitation for charitable causes unless sanctioned by the employer. None 27. PHR: Employee and Labor Relations The "duty to mitigate damages" in wrongful termination cases requires that: A. Employers must minimize the financial impact of termination on employees. B. Employees must make a reasonable effort to find comparable employment after being wrongfully terminated. C. Unions must compensate employees for lost wages and benefits due to wrongful termination. D. Employers must rehire employees who were wrongfully terminated within a specified period. None 28. PHR: Employee and Labor Relations "Secondary actions" in labor disputes refer to: A. Backup plans if primary negotiations fail. B. Strikes or boycotts aimed at a secondary employer not directly involved in the labor dispute. C. The secondary effects of a strike, such as increased workload for non-striking employees. D. Actions taken by secondary unions in support of the primary union involved in a dispute. None 29. PHR: Employee and Labor Relations The "right to work" laws primarily ensure that: A. Employees have the right to work without joining a union. B. All workers have a guaranteed right to employment in any field. C. Unions have the right to organize in any workplace. D. Employers have the right to hire non-union workers exclusively. None 30. PHR: Employee and Labor Relations The principle of "collective bargaining" primarily involves: A. Individual negotiations between an employee and employer regarding work conditions. B. A group of employees deciding to form a union without employer interference. C. Negotiations between the employer and a group of employees for setting wages and work conditions. D. Unilateral decision-making by employers on employment terms, later communicated to employees. None 31. PHR: Employee and Labor Relations An employer's policy that prohibits employees from discussing their wages could be considered: A. A violation of the National Labor Relations Act (NLRA). B. A standard confidentiality practice. C. Permissible under the Fair Labor Standards Act (FLSA). D. Only applicable to non-unionized workplaces. None 32. PHR: Employee and Labor Relations The term "grievance procedure" in the context of labor relations is best described as: A. A legal process for resolving workplace disputes through the court system. B. A structured process for resolving disputes between employees and management regarding contract interpretation or violation. C. A series of informal negotiations between an employee and their supervisor. D. A public forum for airing complaints about workplace safety. None 33. PHR: Employee and Labor Relations "Picketing" during a labor dispute is primarily intended to: A. Physically block employees or customers from entering the workplace. B. Serve as a public demonstration of a grievance against the employer. C. Privately negotiate terms directly with the employer without union interference. D. Encourage employees to work overtime without additional compensation. None 34. PHR: Employee and Labor Relations "Mediation" in the context of labor relations is best described as: A. A process where a neutral third party assists in resolving a dispute through arbitration. B. A legal requirement for all labor disputes before proceeding to court. C. A voluntary process where a neutral third party helps the union and employer reach a mutually acceptable agreement. D. A mandatory step in the grievance procedure specified in all collective bargaining agreements. None 35. PHR: Employee and Labor Relations The concept of "union security clause" in a collective bargaining agreement is intended to: A. Ensure the physical security of union members within the workplace. B. Protect the union's role as the bargaining representative by requiring employees to maintain union membership or pay dues. C. Secure employment for union leaders within the company. D. Guarantee the financial investments of the union in the company. None 36. PHR: Employee and Labor Relations The "free rider problem" in the context of labor relations refers to: A. Employees who benefit from union negotiations without contributing to union dues. B. Employers who benefit from other companies' collective bargaining agreements. C. Union members who do not participate in strikes but still receive wage increases. D. Non-union companies that adopt wage standards set by unionized sectors. None 37. PHR: Employee and Labor Relations "Decertification" of a union occurs when: A. The union voluntarily dissolves itself. B. The employer decides to stop recognizing the union as the representative of its employees. C. Employees vote to remove the union as their bargaining representative. D. The National Labor Relations Board (NLRB) revokes the union's certification due to misconduct. None 38. PHR: Employee and Labor Relations In the context of labor relations, "featherbedding" refers to: A. The practice of hiring more workers than are necessary for the task. B. A strategy used by employers to reduce labor costs by employing part-time workers. C. The use of technology to replace manual labor. D. A union demand for higher wages without corresponding increases in productivity. None 39. PHR: Employee and Labor Relations An "agency shop" arrangement in a collective bargaining agreement requires that: A. Employees must use the union as their exclusive agent for bargaining but are not required to join the union. B. All employees must join the union, but they are free to choose another agency for representation if desired. C. Employees must pay union dues but are not required to participate in union activities or meetings. D. Employers must act as the agent for the union in collecting dues directly from employees' paychecks. None 40. PHR: Employee and Labor Relations The "duty of fair representation" imposed on unions requires them to: A. Represent all members equally, without discrimination or negligence B. Only represent employees who are union members in good standing C. Focus exclusively on negotiating wage increases during collective bargaining D. Avoid engaging in collective bargaining to prevent labor disputes None 1 out of 40 Time is Up! Time's up
