PSHRA SCP Study Guide Exam Review
with Answers and Rationales | 100% Pass
Guaranteed | Graded A+
Public Sector Employee and Labor Relations
1. What qualifies someone as a 0-point preference eligible (Sole
Survivorship Preference)?
• A) Any veteran who served during wartime
• B) The only surviving child in a family where a parent or sibling
served in the armed forces and was killed, missing in action, or
permanently disabled
• C) A veteran with a service-connected disability
• D) A veteran who served more than 180 consecutive days
Answer: B
Rationale: A 0-point preference eligible, also known as Sole
Survivorship Preference (SSP), applies to the only surviving child of a
family where a parent or sibling died, is missing, or became permanently
disabled from military service. It provides 0 added points but grants
preference eligibility status.
2. What is the requirement for a 5-point preference eligible
regarding active duty service?
• A) Active duty for more than 90 consecutive days
, • B) Active duty for more than 180 consecutive days under
honorable conditions, with specific service dates
• C) Active duty during any period of war
• D) Active duty with a service-connected disability
Answer: B
Rationale: Five-point preference requires active duty for more than
180 consecutive days, service during a specified period, and an
honorable discharge. Specific dates (e.g., September 11, 2001–August
31, 2010) matter.
3. Which law protects public employees from retaliation for
reporting illegal activity?
• A) Civil Rights Act of 1964
• B) Whistleblower Protection Act
• C) Fair Labor Standards Act
• D) Americans with Disabilities Act
Answer: B
Rationale: The Whistleblower Protection Act protects public
employees who disclose government illegality, gross waste, or
significant danger from retaliation, including demotion and termination.
4. In collective bargaining, what term describes a provision that
requires employees to join the union after a probationary period?
• A) Open shop
• B) Union shop
• C) Agency shop
• D) Closed shop
Answer: B
Rationale: A union shop clause requires employees to join the union
,within a specified time after hire. Closed shops (mandatory union
membership before hire) are illegal in most public jurisdictions.
5. Under the National Labor Relations Act (NLRA) as applied to the
public sector, which of the following is a lawful subject of
bargaining?
• A) Union security clause
• B) Strategic organizational mission
• C) Appointment of senior executives
• D) Scope of the agency’s statutory authority
Answer: A
Rationale: Lawful bargaining subjects include wages, hours, and
terms/conditions of employment (e.g., union security, grievance
procedures, shift schedules). Managerial prerogatives like mission and
executive appointment are permissive.
6. An agency proposes to lay off employees due to budget cuts. What
must the employer offer first if the employees are unionized?
• A) Termination benefits
• B) Bumping rights per contract
• C) Automatic reassignment
• D) Severance packages
Answer: B
Rationale: Many public-sector collective bargaining agreements
provide bumping rights—senior employees can move into positions
held by junior employees if they are qualified.
7. The Civil Service Reform Act of 1978 created which organization
to hear federal employee appeals?
• A) Equal Employment Opportunity Commission
, • B) Merit Systems Protection Board
• C) Office of Personnel Management
• D) Federal Labor Relations Authority
Answer: B
Rationale: The Merit Systems Protection Board (MSPB) hears
federal employee appeals regarding adverse actions and prohibited
personnel practices.
8. In a grievance procedure, what is generally the final step before
arbitration?
• A) Management’s final answer
• B) A formal written complaint
• C) A step with top leadership of the agency
• D) A “meet and confer” session
Answer: C
Rationale: Most grievance procedures begin with informal discussion,
escalate to written complaint, then to higher management, and then to
the agency head. If unresolved, the final step is binding arbitration.
9. What is the legal effect of an expired collective bargaining
agreement (CBA) in most public sector jurisdictions?
• A) It is void and unenforceable
• B) Past practices and key provisions generally remain in effect
• C) Employees have no protections
• D) The employer can unilaterally change all terms
Answer: B
Rationale: In many jurisdictions, the status quo continues after
expiration—past practices and key provisions (e.g., wages, benefits)
remain enforceable until a new agreement is reached.
with Answers and Rationales | 100% Pass
Guaranteed | Graded A+
Public Sector Employee and Labor Relations
1. What qualifies someone as a 0-point preference eligible (Sole
Survivorship Preference)?
• A) Any veteran who served during wartime
• B) The only surviving child in a family where a parent or sibling
served in the armed forces and was killed, missing in action, or
permanently disabled
• C) A veteran with a service-connected disability
• D) A veteran who served more than 180 consecutive days
Answer: B
Rationale: A 0-point preference eligible, also known as Sole
Survivorship Preference (SSP), applies to the only surviving child of a
family where a parent or sibling died, is missing, or became permanently
disabled from military service. It provides 0 added points but grants
preference eligibility status.
2. What is the requirement for a 5-point preference eligible
regarding active duty service?
• A) Active duty for more than 90 consecutive days
, • B) Active duty for more than 180 consecutive days under
honorable conditions, with specific service dates
• C) Active duty during any period of war
• D) Active duty with a service-connected disability
Answer: B
Rationale: Five-point preference requires active duty for more than
180 consecutive days, service during a specified period, and an
honorable discharge. Specific dates (e.g., September 11, 2001–August
31, 2010) matter.
3. Which law protects public employees from retaliation for
reporting illegal activity?
• A) Civil Rights Act of 1964
• B) Whistleblower Protection Act
• C) Fair Labor Standards Act
• D) Americans with Disabilities Act
Answer: B
Rationale: The Whistleblower Protection Act protects public
employees who disclose government illegality, gross waste, or
significant danger from retaliation, including demotion and termination.
4. In collective bargaining, what term describes a provision that
requires employees to join the union after a probationary period?
• A) Open shop
• B) Union shop
• C) Agency shop
• D) Closed shop
Answer: B
Rationale: A union shop clause requires employees to join the union
,within a specified time after hire. Closed shops (mandatory union
membership before hire) are illegal in most public jurisdictions.
5. Under the National Labor Relations Act (NLRA) as applied to the
public sector, which of the following is a lawful subject of
bargaining?
• A) Union security clause
• B) Strategic organizational mission
• C) Appointment of senior executives
• D) Scope of the agency’s statutory authority
Answer: A
Rationale: Lawful bargaining subjects include wages, hours, and
terms/conditions of employment (e.g., union security, grievance
procedures, shift schedules). Managerial prerogatives like mission and
executive appointment are permissive.
6. An agency proposes to lay off employees due to budget cuts. What
must the employer offer first if the employees are unionized?
• A) Termination benefits
• B) Bumping rights per contract
• C) Automatic reassignment
• D) Severance packages
Answer: B
Rationale: Many public-sector collective bargaining agreements
provide bumping rights—senior employees can move into positions
held by junior employees if they are qualified.
7. The Civil Service Reform Act of 1978 created which organization
to hear federal employee appeals?
• A) Equal Employment Opportunity Commission
, • B) Merit Systems Protection Board
• C) Office of Personnel Management
• D) Federal Labor Relations Authority
Answer: B
Rationale: The Merit Systems Protection Board (MSPB) hears
federal employee appeals regarding adverse actions and prohibited
personnel practices.
8. In a grievance procedure, what is generally the final step before
arbitration?
• A) Management’s final answer
• B) A formal written complaint
• C) A step with top leadership of the agency
• D) A “meet and confer” session
Answer: C
Rationale: Most grievance procedures begin with informal discussion,
escalate to written complaint, then to higher management, and then to
the agency head. If unresolved, the final step is binding arbitration.
9. What is the legal effect of an expired collective bargaining
agreement (CBA) in most public sector jurisdictions?
• A) It is void and unenforceable
• B) Past practices and key provisions generally remain in effect
• C) Employees have no protections
• D) The employer can unilaterally change all terms
Answer: B
Rationale: In many jurisdictions, the status quo continues after
expiration—past practices and key provisions (e.g., wages, benefits)
remain enforceable until a new agreement is reached.
