Topic 1, Volume A
A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional
strike?
A.
It is a strike through which the union seeks to pressurize an employer to assign a particular work
to its members; rather than to members of other unions or to the non-union workers.
B.
It is a strike through which the union seeks to pressurize an employer to agree to the terms of a
new contract although there is already an approved contract in place.
C.
It is a strike through which the union seeks to pressurize an employer to agree to the terms of a
new contract because the current contract between the employer and the union has expired.
D.
It is a strike through which the union seeks to pressurize an employer to assign all work to its
members, rather than to members of non-union workers.
It is a strike through which the union seeks to pressurize an employer to assign a particular work
to its members; rather than to members of other unions or to the non-union workers.
Answer option A is correct.
A jurisdictional strike is an effort by the union to get the employer to assign specific work to the
union rather than to other unions or even non-union workers.
Answer option B is incorrect. This isn't a valid definition of a jurisdictional strike.
Answer option C is incorrect. This isn't a valid definition of a jurisdictional strike.
Answer option D is incorrect. This answer is close, but not the best choice. Note that the answer
requests all work, not just particular work.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven:
Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Which of the following HR strategies would be most useful in dealing with a workforce that lacks
accountability?
A.
Identify training needs through an assessment.
B.
Conduct a skills assessment to determine performance deficiencies.
C.
Begin to gather employee feedback through surveys and exit interviews.
D.
Follow the progressive disciplinary process.
Begin to gather employee feedback through surveys and exit interviews.
Answer option C is correct.
Employee-engagement activities center around the function of gathering meaningful feedback.
Surveys, interviews, and focus groups are just some of the examples of formal feedback systems
that can be used to improve organizational outcomes. From this feedback, solutions such as
training (A) and targeted performance improvement plans (B, D) can be assessed. See Chapter 7
for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization
An organization has over 5,000 employees and a union has been trying to persuade the employees to join their union. Before the employees can vote in a union election, what percentage
of the employee population must sign an authorization card for the union?
A.
Ten percent
B.
Thirty percent
C.
Fifty percent
D.
Eighty percent
Thirty percent
Answer option B is correct.
The minimum amount of employees that must sign an authorization card is 30 percent before a
union election may be held among the employees.
Answer option A is incorrect. Ten percent is too low for an election to be considered.
Answer option C is incorrect. While 30 percent is the minimum amount, most unions prefer fifty
percent of the employee population to sign the authorization cards.
Answer option D is incorrect. Eighty percent is not a valid number for the minimum amount of
voters.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization
Heather's organization works with a labor union work force. Heather has heard rumors that the
union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo
agreement?
A.
It forces suppliers to join the union.
B.
It's a threat that the union will slow down processing orders for non-union shops.
C.
It's an agreement that an employer will stop doing business with a non-union business.
D.
It's an agreement to rush orders for union-based businesses.
It's an agreement that an employer will stop doing business with a non-union business.
Answer option C is correct.
A hot cargo agreement is an agreement an employer makes to stop doing business with other,
usually non-union based businesses.
Answer options A, B, and D are incorrect. These are'nt valid definitions of a hot cargo agreement.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven:
Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization
Management and union representatives are working through a collective bargaining agreement.
What term is used in this process to describe arbitration that is used to resolve conflicts around
contract language in the collective bargaining agreement?
A.
Decisions
B.
Interest arbitration
C.
Ad hoc arbitration
D.
Permanent arbitration
Interest arbitration
Answer option B is correct.
When there is arbitration between management and the union regarding contract language, it is
commonly referred to as interest arbitration.
Answer option A is incorrect. Decisions describe the resolution of grievances based on the
interpretation of the contract.
Answer option C is incorrect. Ad hoc arbitration isn't technically a term associated with contract
language. Ad hoc arbitrators, however, is. Ad hoc arbitrators describe the ability of either
management or union to be forced to use an arbitrator which they're not happy with.
Answer option D is incorrect. Permanent arbitration isn't technically a term associated with
contract language. Permanent arbitrators, however, are. Permanent arbitrators describer an
arbitrator that stays with the party (management or union) for the duration of the contract.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven:
Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization
Which of the following union security clauses requires that all employees join the union within a
grace period specified by the contract?
A.
Agency shop clause
B.
Maintenance of membership clause
C.
Union shop clause
D.
Closed shop clause
Union shop clause
Answer option C is correct.
The union shop clause requires that all employees join the union within a grace period specified by
the contract.
Answer option A is incorrect. The agency shop clause specifies that all employees must either join
the union or pay union dues if they choose not to join the union.
Answer option B is incorrect. The maintenance of membership clause allows employees to choose
whether to join the union, but once they join, they must remain members until the expiration of the
contract.
Answer option D is incorrect. The closed shop clause requires that all new hires be members of
the union before they are hired.
Chapter: Employee and Labor Relations
Objective: Union Organization
Which of the following occurs when employees stop working and stay in the building?
A.
Strike
B.
Lockout
C.
Wildcat strike
D.
Sit-down strike
Sit-down strike
Answer option D is correct.
A sit-down strike occurs when employees stop working and stay in the building. This is considered
as an unlawful strike.
Answer option A is incorrect. A strike occurs when the union decides to stop working.
Answer option B is incorrect. A lockout occurs when management shuts down operations to keep
the union from working.
Answer option C is incorrect. A wildcat strike occurs in violation of a contract clause prohibiting
strikes during the term of the contract.
Chapter: Employee and Labor Relations
Objective: Union Organization
Beth is a HR Professional for her organization and she's discussing the risk of growing her
organization's business. What is risk and why would it be considered in HR for organizational
growth?
A.
Risk is an uncertain event or condition that can have a positive or negative effect on the goals of
an organization.
B.
Risk is an adverse event that can halt, hinder, or hurt the objectives of a business.
C.
Risk is a negative event that an organization must consider when adding new employees to grow
a company.
D.
Risk is an uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events
Risk is an uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events
Answer option D is correct.
Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and
new employees may be added to the business, new employees can bring risk to the organization's
operations, goals, and endeavors.
Answer option A is incorrect. This is a correct definition of risk, but it does not address the human
resource-related risk events.
Answer option B is incorrect. Risk can be positive or negative, not just adverse.
Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk
Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Identification
The Occupational Safety and Health Act of 1970 grants employees the right to do all of the
following except which one?
A.
Be advised of potential safety hazards.
B.
Speak privately to an OSHA inspector during an inspection.
C.
Observe the employer when measuring and monitoring workplace hazards.
D.
View detailed reports of all workplace accidents.
View detailed reports of all workplace accidents.
Answer option D is correct.
Employees have the right to review accident reports without information that identifies the
employees involved in the accident. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment
As an HR Professional you must be familiar with several acts of congress, laws, and regulations
that address risks in the workplace. Which of the following laws was the first to establish
consistent safety standards for workers?
A.
USA Patriot Act
B.
Mine Safety and Health Act
C.
Occupational Safety and Health Act
D.
Homeland Security Act
Occupational Safety and Health Act
Answer option C is correct.
The Occupational Safety and Health Act, 1970, was the first law to address occupational safety
risks in the workplace. This act is also known as OSHA.
Answer option A is incorrect. The USA Patriot Act, 2001, addresses national security against
terrorism.
Answer option B is incorrect. The Mine Safety and Health Act, 1977, addresses safety specifically
of workers in mines.
Answer option D is incorrect. Homeland Security Act, 2002, addresses awareness and prevention
for American's security.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk
Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
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