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SHRM-CP WORKPLACE Questions - Part 31
1. Which must be permitted when conducting an investigative interview of a union employee?
A) Union representative adding information supporting the employee's case
B) Union representative telling the employee what to say during the interview
C) Attorney or family member attending the interview upon request
D) Union representative bargaining with the employer for leniency in punishment
2. How does the Weingarten ruling apply to nonunion employees?
A) Weingarten protects nonunion employees from being harmed by unfair labor practices during an organizing campaign.
B) Weingarten requires that nonunion employees be allowed union representation during investigatory interviews.
C) Weingarten does not require that nonunion employees be allowed union representation during investigatory interviews.
D) Weingarten allows nonunion members to participate in picket lines without fear of reprisal from their employer.
3. An employer is investigating alleged misconduct by an employee who is a union member. What must the employer allow during any investigatory interview of the employee, if requested?
A) Opportunity to review video evidence before the interview
B) Presence of a personal attorney in the interview
C) Ability to respond to questions in writing instead of an interview
D) Presence of a union representative in the interview
4. Which activity is prohibited by the National Labor Relations Act (NLRA)?
A) Yellow-dog contracts
B) Collective bargaining
C) Arbitrary injunctions
D) Employer domination of unions
5. Miscellaneous U.S. Protection Laws Which statement about Equal Employment Opportunity Commission (EEOC) procedures regarding an alleged Title VII violation is correct?
A) The charging party must file the charge within three years of the alleged discriminatory conduct.
B) The charging party can file against any private employer in the United States, regardless of work.
C) The charging party is given notice of the right to sue in court if no reasonable cause is found.
D) An employer must make a determination as to whether there is reasonable cause in the charging party's claims.
A) Union representative adding information supporting the employee's case
B) Union representative telling the employee what to say during the interview
C) Attorney or family member attending the interview upon request
D) Union representative bargaining with the employer for leniency in punishment
2. How does the Weingarten ruling apply to nonunion employees?
A) Weingarten protects nonunion employees from being harmed by unfair labor practices during an organizing campaign.
B) Weingarten requires that nonunion employees be allowed union representation during investigatory interviews.
C) Weingarten does not require that nonunion employees be allowed union representation during investigatory interviews.
D) Weingarten allows nonunion members to participate in picket lines without fear of reprisal from their employer.
3. An employer is investigating alleged misconduct by an employee who is a union member. What must the employer allow during any investigatory interview of the employee, if requested?
A) Opportunity to review video evidence before the interview
B) Presence of a personal attorney in the interview
C) Ability to respond to questions in writing instead of an interview
D) Presence of a union representative in the interview
4. Which activity is prohibited by the National Labor Relations Act (NLRA)?
A) Yellow-dog contracts
B) Collective bargaining
C) Arbitrary injunctions
D) Employer domination of unions
5. Miscellaneous U.S. Protection Laws Which statement about Equal Employment Opportunity Commission (EEOC) procedures regarding an alleged Title VII violation is correct?
A) The charging party must file the charge within three years of the alleged discriminatory conduct.
B) The charging party can file against any private employer in the United States, regardless of work.
C) The charging party is given notice of the right to sue in court if no reasonable cause is found.
D) An employer must make a determination as to whether there is reasonable cause in the charging party's claims.
1. Right Answer: A
Explanation: The union representative must be allowed to add information supporting the employee's case at the end of the interview. The employer is not required to bargain with the representative during an investigative interview. The union representative cannot tell the employee what to say during the interview. The employee may be prohibited from bringing an attorney or a relative to the interview.
2. Right Answer: C
Explanation: Weingarten does not apply to nonunion employees, so employers are not required to allow union representation at an investigatory interview of a nonunion member. Weingarten does not cover unfair labor practices or participation in picket lines.
3. Right Answer: D
Explanation: Under the Weingarten ruling, the employee may request the presence of a union representative in the interview. The employee does not have to be allowed his or her personal attorney or the ability to respond in writing to questions or to review video evidence prior to an interview
4. Right Answer: D
Explanation: The NLRA attempted to balance the interests of management and labor and prohibited the employer from unfair labor practices such as union domination. The NLRA did not prohibit collective bargaining; it established mandatory subjects for collective bargaining
5. Right Answer: C
Explanation: If the EEOC determines that there is no reasonable cause, the complainant is given notice of the right to sue, allowing the employee to file suit in court if he or she chooses. The EEOC has jurisdiction only over private companies with at least 15 employees. The EEOC determines if there is reasonable cause. Charges must be filed within 180 days or 300 days if there is a state agency that also investigates charges of discrimination.
Explanation: The union representative must be allowed to add information supporting the employee's case at the end of the interview. The employer is not required to bargain with the representative during an investigative interview. The union representative cannot tell the employee what to say during the interview. The employee may be prohibited from bringing an attorney or a relative to the interview.
2. Right Answer: C
Explanation: Weingarten does not apply to nonunion employees, so employers are not required to allow union representation at an investigatory interview of a nonunion member. Weingarten does not cover unfair labor practices or participation in picket lines.
3. Right Answer: D
Explanation: Under the Weingarten ruling, the employee may request the presence of a union representative in the interview. The employee does not have to be allowed his or her personal attorney or the ability to respond in writing to questions or to review video evidence prior to an interview
4. Right Answer: D
Explanation: The NLRA attempted to balance the interests of management and labor and prohibited the employer from unfair labor practices such as union domination. The NLRA did not prohibit collective bargaining; it established mandatory subjects for collective bargaining
5. Right Answer: C
Explanation: If the EEOC determines that there is no reasonable cause, the complainant is given notice of the right to sue, allowing the employee to file suit in court if he or she chooses. The EEOC has jurisdiction only over private companies with at least 15 employees. The EEOC determines if there is reasonable cause. Charges must be filed within 180 days or 300 days if there is a state agency that also investigates charges of discrimination.
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