Labor Relations & Employment Law
Comprehensive Final Review Practice Guide - 50 Questions
2026-2027 Aligned | LRA 211
Aligned with NLRB Regulatory Guidelines, NLRA, FLSA, Title VII, ADA, FMLA
SHRM Competency Frameworks & Contemporary Labor Relations Standards
Abstract
This comprehensive final review examination consists of 50 multiple-choice questions designed to
assess student mastery of labor relations and employment law principles covered in the LRA 211
curriculum. The examination spans five sections: labor relations foundations and legal frameworks;
collective bargaining processes and contract administration; employee rights and workplace
protections under federal employment statutes; dispute resolution mechanisms including arbitration,
mediation, and NLRB procedures; and contemporary issues in labor relations including gig economy
classification, remote work, and strategic HR integration. Questions are distributed across cognitive
levels (30% recall, 50% application, 20% analysis) with 75% scenario-based vignettes reflecting
realistic workplace situations. Content incorporates 2026-2027 regulatory updates including revised
NLRB standards, independent contractor classification tests, AI monitoring implications, and hybrid
work policy frameworks.
Keywords: labor relations, collective bargaining, NLRA, FLSA, Title VII, ADA, FMLA, NLRB, grievance
arbitration, employment discrimination, independent contractor, workplace protections
Section Topic Q Range Focus
1 Foundations: History, Legal Frameworks & Terminology Q1-Q10 Recall/App
Collective
2 Bargaining: Organization, Negotiation & Administration
Q11-Q20 App/Anal
3 Employee Rights: Discrimination, Wage/Hour & Safety Q21-Q30 App/Anal
4 Dispute Resolution: Arbitration, ULP & NLRB Q31-Q40 App/Anal
5 Contemporary Issues & Strategic HR Integration Q41-Q50 Recall/App
75% Scenario-Based | 25% Direct Knowledge | Cognitive: 30% Recall / 50% Application / 20% Analysis
, Section 1: Labor Relations Foundations: Historical Context, Legal Frameworks & Key
Terminology (Q1-Q10)
Q1: The National Labor Relations Act (NLRA) of 1935, also known as the Wagner Act, established
which fundamental right?
A. The right of employers to prohibit all union activity on company property
B. The right of employees to engage in concerted activities for mutual aid or protection, including the
right to self-organization and collective bargaining [CORRECT]
C. The right of states to nullify federal labor regulations within their borders
D. The right of management to unilaterally set all terms and conditions of employment
Correct Answer: B
Rationale: Section 7 of the NLRA guarantees employees the right to self-organization, to form, join, or assist labor
organizations, to bargain collectively, and to engage in other concerted activities. Options A and D represent
management rights that are limited by the NLRA. Option C contradicts federal preemption principles.
Q2: Under the NLRA, which category of workers is explicitly excluded from the Act's coverage?
A. Full-time manufacturing workers in privately owned factories
B. Agricultural laborers, domestic workers, independent contractors, supervisors, and managers
[CORRECT]
C. Part-time retail employees working fewer than 20 hours per week
D. Employees of publicly traded corporations
Correct Answer: B
Rationale: The NLRA excludes agricultural workers, domestic workers, independent contractors, supervisors, and
managerial employees from its protections. Full-time manufacturing workers (A), part-time retail workers (C), and
publicly traded company employees (D) are generally covered if they meet the NLRA definition of 'employee.'
Q3: Protected concerted activity under Section 7 of the NLRA encompasses which scenario?
A. A single employee complaining to her supervisor about her personal performance review
B. Two or more employees discussing wages and working conditions with each other, with or without
union involvement [CORRECT]
C. An employee publicly disclosing trade secrets to a competitor for personal financial gain
D. A supervisor instructing subordinates not to discuss their pay rates with coworkers
Correct Answer: B
Rationale: Protected concerted activity includes employees acting together (or individually on behalf of others) to
improve wages, hours, or working conditions. Two employees discussing wages is a classic example. Personal
complaints (A) lack the concerted element. Disclosure of trade secrets (C) is not protected. A supervisor prohibiting
wage discussions (D) violates the NLRA.
Q4: The management rights doctrine, as reflected in labor relations, typically reserves which
authority for the employer?
A. The right to determine union representation for all employees
B. The right to make business decisions regarding operations, scheduling, discipline, and technology
adoption, subject to mandatory bargaining obligations on certain terms and conditions of employment
[CORRECT]
C. The right to unilaterally modify contract terms without union negotiation
D. The right to permanently replace striking workers for any reason without limitations
Correct Answer: B
Rationale: Management rights doctrine reserves business decisions (operations, discipline, technology) for the
employer, but mandatory subjects of bargaining (wages, hours, conditions) require negotiation. Employers cannot
unilaterally modify contract terms (C). Permanent striker replacement (D) is permitted but subject to significant legal
constraints and reinstatement obligations.
Q5: The Taft-Hartley Act of 1947 (Labor Management Relations Act) added which significant
provision to labor law?
Comprehensive Final Review Practice Guide - 50 Questions
2026-2027 Aligned | LRA 211
Aligned with NLRB Regulatory Guidelines, NLRA, FLSA, Title VII, ADA, FMLA
SHRM Competency Frameworks & Contemporary Labor Relations Standards
Abstract
This comprehensive final review examination consists of 50 multiple-choice questions designed to
assess student mastery of labor relations and employment law principles covered in the LRA 211
curriculum. The examination spans five sections: labor relations foundations and legal frameworks;
collective bargaining processes and contract administration; employee rights and workplace
protections under federal employment statutes; dispute resolution mechanisms including arbitration,
mediation, and NLRB procedures; and contemporary issues in labor relations including gig economy
classification, remote work, and strategic HR integration. Questions are distributed across cognitive
levels (30% recall, 50% application, 20% analysis) with 75% scenario-based vignettes reflecting
realistic workplace situations. Content incorporates 2026-2027 regulatory updates including revised
NLRB standards, independent contractor classification tests, AI monitoring implications, and hybrid
work policy frameworks.
Keywords: labor relations, collective bargaining, NLRA, FLSA, Title VII, ADA, FMLA, NLRB, grievance
arbitration, employment discrimination, independent contractor, workplace protections
Section Topic Q Range Focus
1 Foundations: History, Legal Frameworks & Terminology Q1-Q10 Recall/App
Collective
2 Bargaining: Organization, Negotiation & Administration
Q11-Q20 App/Anal
3 Employee Rights: Discrimination, Wage/Hour & Safety Q21-Q30 App/Anal
4 Dispute Resolution: Arbitration, ULP & NLRB Q31-Q40 App/Anal
5 Contemporary Issues & Strategic HR Integration Q41-Q50 Recall/App
75% Scenario-Based | 25% Direct Knowledge | Cognitive: 30% Recall / 50% Application / 20% Analysis
, Section 1: Labor Relations Foundations: Historical Context, Legal Frameworks & Key
Terminology (Q1-Q10)
Q1: The National Labor Relations Act (NLRA) of 1935, also known as the Wagner Act, established
which fundamental right?
A. The right of employers to prohibit all union activity on company property
B. The right of employees to engage in concerted activities for mutual aid or protection, including the
right to self-organization and collective bargaining [CORRECT]
C. The right of states to nullify federal labor regulations within their borders
D. The right of management to unilaterally set all terms and conditions of employment
Correct Answer: B
Rationale: Section 7 of the NLRA guarantees employees the right to self-organization, to form, join, or assist labor
organizations, to bargain collectively, and to engage in other concerted activities. Options A and D represent
management rights that are limited by the NLRA. Option C contradicts federal preemption principles.
Q2: Under the NLRA, which category of workers is explicitly excluded from the Act's coverage?
A. Full-time manufacturing workers in privately owned factories
B. Agricultural laborers, domestic workers, independent contractors, supervisors, and managers
[CORRECT]
C. Part-time retail employees working fewer than 20 hours per week
D. Employees of publicly traded corporations
Correct Answer: B
Rationale: The NLRA excludes agricultural workers, domestic workers, independent contractors, supervisors, and
managerial employees from its protections. Full-time manufacturing workers (A), part-time retail workers (C), and
publicly traded company employees (D) are generally covered if they meet the NLRA definition of 'employee.'
Q3: Protected concerted activity under Section 7 of the NLRA encompasses which scenario?
A. A single employee complaining to her supervisor about her personal performance review
B. Two or more employees discussing wages and working conditions with each other, with or without
union involvement [CORRECT]
C. An employee publicly disclosing trade secrets to a competitor for personal financial gain
D. A supervisor instructing subordinates not to discuss their pay rates with coworkers
Correct Answer: B
Rationale: Protected concerted activity includes employees acting together (or individually on behalf of others) to
improve wages, hours, or working conditions. Two employees discussing wages is a classic example. Personal
complaints (A) lack the concerted element. Disclosure of trade secrets (C) is not protected. A supervisor prohibiting
wage discussions (D) violates the NLRA.
Q4: The management rights doctrine, as reflected in labor relations, typically reserves which
authority for the employer?
A. The right to determine union representation for all employees
B. The right to make business decisions regarding operations, scheduling, discipline, and technology
adoption, subject to mandatory bargaining obligations on certain terms and conditions of employment
[CORRECT]
C. The right to unilaterally modify contract terms without union negotiation
D. The right to permanently replace striking workers for any reason without limitations
Correct Answer: B
Rationale: Management rights doctrine reserves business decisions (operations, discipline, technology) for the
employer, but mandatory subjects of bargaining (wages, hours, conditions) require negotiation. Employers cannot
unilaterally modify contract terms (C). Permanent striker replacement (D) is permitted but subject to significant legal
constraints and reinstatement obligations.
Q5: The Taft-Hartley Act of 1947 (Labor Management Relations Act) added which significant
provision to labor law?
