D358 Global Human Resource Management - Set 4 - Part 1

Correct Answer: To represent workers collectively in dealings with employers

A labor union represents employees collectively, negotiating pay, hours, and working conditions with the employer and advocating for members' interests.

Correct Answer: Negotiation between employers and employee representatives over terms of employment

Collective bargaining is the negotiation process between an employer and a union or employee representatives to agree terms and conditions of employment in a binding agreement.

Correct Answer: The proportion of workers who are union members

Union density is the percentage of eligible workers belonging to unions. It varies widely by country and strongly influences the character of industrial relations.

Correct Answer: Industry or sector level across multiple employers

Sectoral or industry-wide bargaining is common in much of Europe, setting standards across many employers, in contrast with the enterprise-level bargaining typical in the United States.

Correct Answer: Employee representation in company decision-making, including board seats

Codetermination gives employees formal participation in corporate governance, including representation on supervisory boards and works councils with consultation and codecision rights.

Correct Answer: The International Labour Organization (ILO)

The International Labour Organization sets international labor standards through conventions and recommendations covering freedom of association, forced labor, child labor, and discrimination.

Correct Answer: Freedom of association and the right to collective bargaining

The ILO's fundamental principles include freedom of association and effective recognition of collective bargaining, elimination of forced and child labor, and elimination of discrimination.

Correct Answer: A formal process for employees to raise and resolve workplace complaints

A grievance procedure gives employees a structured route to raise workplace concerns and have them investigated and resolved, promoting fairness and reducing escalation to litigation.

Correct Answer: Either party may end employment at any time without cause, subject to exceptions

Employment at will, primarily a United States doctrine, allows either party to terminate at any time for any lawful reason. Most other countries require cause and notice for dismissal.

Correct Answer: Many countries require justified cause, notice, and sometimes severance

Most countries require a valid reason for dismissal, formal notice periods, procedural steps such as consultation, and often statutory severance, making termination more regulated than at-will systems.

Correct Answer: A legal duty to consult employee representatives before large-scale job cuts

Many jurisdictions require employers planning collective redundancies to inform and consult employee representatives in advance about the reasons, numbers, and measures to mitigate impact.

Correct Answer: A collective withdrawal of labor to press demands on an employer

A strike is a collective and usually temporary withdrawal of labor by employees to exert pressure on the employer during a dispute. Its legality and procedures vary by country.

Correct Answer: An employer preventing employees from working during a dispute

A lockout is employer action excluding employees from the workplace during an industrial dispute, effectively the employer's counterpart to a strike, and is regulated differently by country.

Correct Answer: A neutral third party helps the sides reach a voluntary agreement

In mediation a neutral third party facilitates discussion to help the parties reach their own voluntary settlement. The mediator does not impose an outcome.

Correct Answer: An arbitrator issues a decision that is typically binding

In arbitration a neutral third party hears the case and issues a decision that is usually binding, whereas a mediator only facilitates the parties' own agreement.

Correct Answer: A binding contract setting employment terms for represented employees

A collective bargaining agreement is the negotiated contract between employer and union covering pay, hours, benefits, and procedures for the represented group over a defined term.

Correct Answer: Basing employment decisions on protected characteristics such as race or gender

Anti-discrimination law prohibits employment decisions based on protected characteristics such as race, gender, religion, age, or disability, while allowing decisions on job-related criteria.

Correct Answer: A neutral policy that disadvantages a protected group without justification

Indirect discrimination occurs when an apparently neutral rule puts members of a protected group at a particular disadvantage and cannot be objectively justified as a proportionate means to a legitimate aim.

Correct Answer: An adjustment enabling the employee to perform the role without undue hardship

A reasonable accommodation is a modification to the job, workplace, or schedule that enables a qualified person with a disability to perform essential functions without imposing undue hardship.

Correct Answer: Verifying minimum age compliance through auditing and supplier standards

Organizations must set supplier labor standards and verify compliance through audits and monitoring, since responsibility for child labor in supply chains carries legal and reputational consequences.