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SHRM-CP Certification Exam Questions 2023 - Day 41
1. Which Β factor Β can limit the collective bargaining process?
A) Data analytics
B) Due process
C) Constructive discipline
D) Bargaining precedents
2. Which generally describes governments' involvement in unions?
A) It reduces conflict and confrontation.
B) It increases conflict and confrontation.
C) It varies from country to country.
D) It is prohibited by the International Labour Organization.
3. What does the term 'tripartism' mean in the context of union relations?
A) Promotion of a works council to a position at the bargaining table
B) Aggregation of employers in an industry into a single bargaining position
C) Involvement of national governments in the bargaining process
D) Idea that the employment relationship includes the employer, the union, and the employee
4. Organized Labor Actions and Unfair Labor Practices Which action can be taken by HR to help prevent industrial actions?
A) Communicating the perspective of employees to management
B) Eliminating the peer panel program for dispute resolution
C) Negotiating a provision in contracts against sympathy strikes
D) Hiring outside counsel for handling grievances
5. How can HR help prevent its organization from committing an unfair labor practice?
A) By training management on allowed speech
B) By preventing the organization from firing workers involved in wildcat strikes
C) By providing guidance on selective enforcement of contract provisions
D) By engaging in a union avoidance strategy
6. What type of strike occurs without the knowledge or approval of union leadership?
A) Sympathy strikes
B) Wildcat strikes
C) Secondary strikes
D) Sit-down strikes
7. What is an unfair labor practice?
A) Violation Β of a labor law by an employer or a union
B) Action by an employer or employee in violation of a contract provision
C) Employer practice in conflict with local business and cultural practices
D) Violation of international organizations' statements of worker rights
8. Which action would be considered an unfair labor practice (ULP)?
A) Refusing to bargain with a legally recognized union
B) Conducting scheduled performance appraisals during negotiations
C) Terminating an employee for just cause
D) Filing charges against the union for coercing employees
9. Dispute Resolution and Employee Discipline Which is an appropriate action for HR during an investigation into charges of discriminatory employment practices?
A) Involve local law enforcement.
B) Provide the accused party with legal representation.
C) Conduct an HR audit.
D) Ensure confidentiality as much as possible.
10. An employee refuses to follow a supervisor's job instructions. The supervisor discharges the employee on the spot for insubordination. Which best describes the handling of this case?
A) There was insufficient due process.
B) This was an appropriate manager action.
C) There was sufficient evidence for dismissal.
D) No further investigation is needed.
A) Data analytics
B) Due process
C) Constructive discipline
D) Bargaining precedents
2. Which generally describes governments' involvement in unions?
A) It reduces conflict and confrontation.
B) It increases conflict and confrontation.
C) It varies from country to country.
D) It is prohibited by the International Labour Organization.
3. What does the term 'tripartism' mean in the context of union relations?
A) Promotion of a works council to a position at the bargaining table
B) Aggregation of employers in an industry into a single bargaining position
C) Involvement of national governments in the bargaining process
D) Idea that the employment relationship includes the employer, the union, and the employee
4. Organized Labor Actions and Unfair Labor Practices Which action can be taken by HR to help prevent industrial actions?
A) Communicating the perspective of employees to management
B) Eliminating the peer panel program for dispute resolution
C) Negotiating a provision in contracts against sympathy strikes
D) Hiring outside counsel for handling grievances
5. How can HR help prevent its organization from committing an unfair labor practice?
A) By training management on allowed speech
B) By preventing the organization from firing workers involved in wildcat strikes
C) By providing guidance on selective enforcement of contract provisions
D) By engaging in a union avoidance strategy
6. What type of strike occurs without the knowledge or approval of union leadership?
A) Sympathy strikes
B) Wildcat strikes
C) Secondary strikes
D) Sit-down strikes
7. What is an unfair labor practice?
A) Violation Β of a labor law by an employer or a union
B) Action by an employer or employee in violation of a contract provision
C) Employer practice in conflict with local business and cultural practices
D) Violation of international organizations' statements of worker rights
8. Which action would be considered an unfair labor practice (ULP)?
A) Refusing to bargain with a legally recognized union
B) Conducting scheduled performance appraisals during negotiations
C) Terminating an employee for just cause
D) Filing charges against the union for coercing employees
9. Dispute Resolution and Employee Discipline Which is an appropriate action for HR during an investigation into charges of discriminatory employment practices?
A) Involve local law enforcement.
B) Provide the accused party with legal representation.
C) Conduct an HR audit.
D) Ensure confidentiality as much as possible.
10. An employee refuses to follow a supervisor's job instructions. The supervisor discharges the employee on the spot for insubordination. Which best describes the handling of this case?
A) There was insufficient due process.
B) This was an appropriate manager action.
C) There was sufficient evidence for dismissal.
D) No further investigation is needed.
1. Right Answer: D
Explanation: Bargaining precedentsΓ’β¬βfactors that led to previous agreementsΓ’β¬βcan limit the collective bargaining process.
2. Right Answer: C
Explanation: Involvement on the part of national governments varies. Some governments are active in legislating minimum wages, hours, and working conditions. Others help mediate labor disputes, while others take a hands-off approach. The International Labour Organization does not prevent government involvement in unions. There is no evidence that government involvement in unions reduces or increases conflict.
3. Right Answer: C
Explanation: Tripartism refers to the collaboration of governments, employers, and unions in developing contracts and resolving disputes. This is a common feature in some countries and an occasional feature in others (e.g., government intervention in times of national emergencies). Industry employer associations are common in some industries, but this is just another form of the union-employer relationship. The employment relationship in a unionized workplace does have three actors, but this is not what tripartism means. Works councils do not participate in collective bargaining.
4. Right Answer: A
Explanation: HR can help managers and supervisors understand how employees might view the employer's behavior. HR can also educate management about what honoring the contract requires and how to avoid behavior that may be perceived as bullying.
5. Right Answer: A
Explanation: Training management on allowed speech may help to prevent a manager or supervisor from interfering with legal union activity.
6. Right Answer: B
Explanation: Wildcat strikes are work stoppages that are neither sanctioned nor stimulated by the union, although union officials may be aware of them. These strikes may also take the form of excessive absences, especially when there are no-strike clauses in contracts.
7. Right Answer: A
Explanation: An unfair labor practice is a violation of a country's labor laws. These laws may be rooted in international treaties on worker rights, but they are country-specific. They can pertain to both employers and employees. They are based in legal statutes, not cultural practices, although cultural practices often influence local laws.
8. Right Answer: A
Explanation: In general, a ULP is a violation by an employer or a union of a country's labor laws. Refusal to bargain with a legally recognized union or to provide information necessary for negotiations is an example of the type of action considered a ULP. The other actions listed are within an employer's rights.
9. Right Answer: D
Explanation: Initially supporting a timely investigation and then ensuring confidentiality as much as possible is the best course of action for HR.
10. Right Answer: A
Explanation: The termination was conducted in a hasty manner, and more deliberation would have reduced legal risk. Rather than a summary discharge, the supervisor's initial reaction should have been to schedule a meeting with HR and the employee to discuss the event. On the positive side, the employee was told the reason, it was documented in the file, and HR acted promptly. However, HR's investigation was not thorough and seems as hasty as the supervisor's action.
Explanation: Bargaining precedentsΓ’β¬βfactors that led to previous agreementsΓ’β¬βcan limit the collective bargaining process.
2. Right Answer: C
Explanation: Involvement on the part of national governments varies. Some governments are active in legislating minimum wages, hours, and working conditions. Others help mediate labor disputes, while others take a hands-off approach. The International Labour Organization does not prevent government involvement in unions. There is no evidence that government involvement in unions reduces or increases conflict.
3. Right Answer: C
Explanation: Tripartism refers to the collaboration of governments, employers, and unions in developing contracts and resolving disputes. This is a common feature in some countries and an occasional feature in others (e.g., government intervention in times of national emergencies). Industry employer associations are common in some industries, but this is just another form of the union-employer relationship. The employment relationship in a unionized workplace does have three actors, but this is not what tripartism means. Works councils do not participate in collective bargaining.
4. Right Answer: A
Explanation: HR can help managers and supervisors understand how employees might view the employer's behavior. HR can also educate management about what honoring the contract requires and how to avoid behavior that may be perceived as bullying.
5. Right Answer: A
Explanation: Training management on allowed speech may help to prevent a manager or supervisor from interfering with legal union activity.
6. Right Answer: B
Explanation: Wildcat strikes are work stoppages that are neither sanctioned nor stimulated by the union, although union officials may be aware of them. These strikes may also take the form of excessive absences, especially when there are no-strike clauses in contracts.
7. Right Answer: A
Explanation: An unfair labor practice is a violation of a country's labor laws. These laws may be rooted in international treaties on worker rights, but they are country-specific. They can pertain to both employers and employees. They are based in legal statutes, not cultural practices, although cultural practices often influence local laws.
8. Right Answer: A
Explanation: In general, a ULP is a violation by an employer or a union of a country's labor laws. Refusal to bargain with a legally recognized union or to provide information necessary for negotiations is an example of the type of action considered a ULP. The other actions listed are within an employer's rights.
9. Right Answer: D
Explanation: Initially supporting a timely investigation and then ensuring confidentiality as much as possible is the best course of action for HR.
10. Right Answer: A
Explanation: The termination was conducted in a hasty manner, and more deliberation would have reduced legal risk. Rather than a summary discharge, the supervisor's initial reaction should have been to schedule a meeting with HR and the employee to discuss the event. On the positive side, the employee was told the reason, it was documented in the file, and HR acted promptly. However, HR's investigation was not thorough and seems as hasty as the supervisor's action.
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