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During the organization of a union, it's possible that the union will gain recognition from the management. The management is then obliged to give the NLRB a list of employees who are eligible to vote in the unionization election. What is the name of the list of such employees called?
See the explanation below.
The list of employees who are eligible to vote in the union election, is called the Excelsior List. It's so called, based on the outcome of the lawsuit Excelsior Underwear, Inc. v. NLRB in 1996.
Answer option D is incorrect. The list is called the Excelsior List, not the candidate list.
Answer option A is incorrect. The list is called the Excelsior List, not the constituent list.
Answer option B is incorrect. The list is called the Excelsior List, not the union prospectus list.
There are four components of the HR Impact Model, which affect how a HR Professional may operate within a given environment. Which one of the following is NOT a component of the HR Impact Model?
See the explanation below.
Client is not one of the four components of the HR Impact Model. The four components are catalyst, consultation, policies and procedures, and programs and processes. Answer options C, A, and D are incorrect. Catalyst, consultation and programs and processes are the components of the HR Impact Model.
Holly is a senior worker in her organization and she is a member of the union. Her position will be eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly asks the union to move her to a less senior position and release a junior employee. If the union agrees to this, what will this term be known as?
See the explanation below.
This is an example of bumping. Bumping is when a senior employee's position is being eliminated and she elects to move to a less senior position and force a less senior worker out of employment.
Answer options C, B, and D are incorrect. These are'nt valid terms for this scenario. Bumping is the correct choice.
As an HR Professional, you must be familiar with the collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. Consider an arbitration process between the management and the union. What term is assigned to the resolution of the disagreement, by an arbitrator's interpretation of the language of the contract?
See the explanation below.
The technical term of arbitration, based on the interpretation of the language of the contract, is called a decision. Answer option D is incorrect. Outcome is not the valid term to describe the interpretation of the language of the contract, which is called a decision.
Answer option A is incorrect. Resolution is not the valid term to describe the interpretation of the language of the contract, which is called a decision.
Answer option B is incorrect. Interpretation is not the valid term to describe the interpretation of the language of the contract, which is called a decision.
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?
See the explanation below.
Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause. Answer option B is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race. Answer option C is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964. Answer option D is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
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