Preview Questions Labor Relations Specialist | Role Specific Skill

Question 1: What is the role of grievance handling procedures in resolving labor conflicts, and how do they benefit both employees and employers?

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Grievance procedures are only beneficial to the employees, not employers

Grievance procedures provide a structured way to address disputes before escalating to strikes or arbitration, benefiting both parties

Grievance procedures allow unions to dictate company policies

Grievance procedures allow employers to immediately terminate employees without due process

Question 2: What is the role of compromise in collective bargaining, and why is it necessary for reaching agreements?

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Compromise helps find a middle ground that satisfies both sides' interests, facilitating a mutually beneficial outcome

Compromise is used to ignore key issues, ensuring only minor adjustments are made

Compromise means one party yields its demands entirely, ensuring a fast agreement

Compromise forces one side to accept all the terms set by the other side

Question 3: What is the role of "interest arbitration" in the collective bargaining process, and when is it typically used?

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Interest arbitration is the process used to appeal a final contract decision

Interest arbitration is used to resolve disputes about contract violations, not during the bargaining process

Interest arbitration is used when parties cannot agree on key issues, and a neutral third party makes a binding decision

Interest arbitration is used when the union loses a vote on a contract proposal

Question 4: How does the "Mediation and Conciliation Service" (MCS) play a role in collective bargaining?

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MCS is an informal service that provides only educational resources, not negotiation assistance

MCS imposes binding agreements and forces both parties to accept a compromise solution

MCS applies only to international disputes and does not intervene in domestic collective bargaining processes

MCS assists parties in resolving disputes through neutral third-party intervention and helps facilitate negotiations without imposing a decision

Question 5: How does the "interest-based bargaining" method enhance labor negotiations?

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Interest-based bargaining demands that one side concede to the other's position for an agreement to be made

Interest-based bargaining is a formal procedure that limits flexibility and often leads to conflict

Interest-based bargaining focuses on mutual interests and encourages collaboration to create solutions that benefit both parties

Interest-based bargaining applies only to collective bargaining agreements and not to individual labor disputes

Question 6: In the case of sexual harassment, what constitutes hostile work environment harassment under Title VII?

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A hostile work environment occurs when management is involved in discriminatory actions

A hostile work environment occurs when an employee files a formal complaint

A hostile work environment occurs only when physical acts of harassment are committed

A hostile work environment occurs when unwelcome sexual advances or conduct create a work environment that is intimidating, hostile, or offensive