1.

Violates the constitutional rights of the workers and employees to self-

organization.
a. Unfair labor practices
b. Labor employment
c. Employment duties
d. Agreement
2. It is a criminal offense against the State and is subject to prosecution and
punishment.
a. Contract out of services
b. Unfair labor practices
c. Dominate
d. Corruption
3. It is involving an unfair labor practices may cover claims for actual, moral,
exemplary and other forms of damages, attorney’s fees and other affirmative
relief are under the jurisdiction of the Labor Arbiters.
a. Civil cases
b. Arbiters
c. Lawsuit
d. Compensation
4. Mandated to give priority to hear and resolve all cases
a. Prosecutors
b. Architects
c. Labor Arbiters
d. Civil Engineers

5. How many days they need to give priority to hear and resolve all cases of unfair
labor practices from the time they are submitted for decision.

a. 10 days
b. 20 days
c. 5 days
d. 30 days
6. To ____________ or function being performed by union members when such will
interfere with.

a. Unfair labor practices

b. Criminal offense

c. contract out of services

d. None of the above

7. It is a criminal offense against the State and is subject to prosecution and

punishment.

a. Unfair labor practices

b. Labor employment
c. Employment duties
d. Agreement

8-10. To _______, ________, _______ or otherwise interfere with the formation or

administration of any labor organization, including the giving of financial or other
support to it or its organizers or officers.

a. Dream, believe, survive

b. Associate, dominate, survive

c. initiate, dominate, assist

d. initiate, order, assist

11-13. They were the only who have participated in authorized or ratified unfair labor
practices will be criminally liable.

a. officers and agents of corporations, associations or partnerships

b. architects, civil engineers and clients

 c. prosecutor, lawyers, labor arbiters

d. none of the above

14. Provided to violate the duty to bargain collectively.

a. Code of Ethics

b. Labor Code

c. Labor Court

d. Code of Conduct

15. Part of the settlement of any issue in collective bargaining or any other dispute.

a. To negotiate

b. To pay price

c. To fill needs

d. To pay negotiation

16. It disrupts industrial peace and hinder the promotion of healthy and stable labor
management relations.

a. Unfair labor practices

b. Labor employment
c. Employment duties
d. Agreement

17. Civil cases involving unfair labor practices may cover claims for actual, moral,
exemplary and other forms of damages, attorney’s fees and other affirmative relief
are under the jurisdiction of the _____________.

a. Lawyers

b. Labor Arbiters

c. Architects

d. None of the above

18. To interfere with, _________ or coerce employees in the exercise of their rights
to self-organization.

a. remove
 b. restrain

c. reduce

d. restrict

19. As a condition for employment, _______ a person or employee not to join a

labor organization or shall withdraw from one to which he/she belongs.

a. recruit

b. reform

c. retreat

d. require

20. To _________ in regard to hire or tenure of employment or any term or

condition of employment in order to encourage or discourage membership in any
labor organization.

a. investigate

b. discriminate

c. accept

d. restrain

21. To ________ the duty to bargain collectively as provided by the Labor Code.

a. violate

b. forged

c. accept

d. retreat

22. To violate a collective bargaining _________.

a. labor

b. code

c. collection

d. agreement
 23. To discriminate in regard to __________ of employment or any term or
condition of employment in order to encourage or discourage membership in any
labor organization.

a. hire or tenure

b. violate

c. forged

d. restrict

24-25. To_______ and ________against an employee for having given or is

about to give testimony under the Labor Code.

a. Dismiss, discharge

b. Prejudice, discriminate

c. Dismiss, discriminate

d. All of the above

26. Occupies an increasingly large part of the line supervisor’s time

a. Labor Relations
b. Crashing and Cost Plan
c. Compressed Air and Water System
d. Network Diagram
27. Formerly, under individual bargaining, each employee made his own agreement
regarding of the following except:
a. Wages
b. Allowance
c. Hours
d. Working conditions
28. What does a favorable or acceptable environment need to have in order for the
employees to be motivated at work?
a. Feeling of safety
b. Good physical health
c. Good mental health
d. All of the above
29. Refers to the physical, mental, and emotional condition of a person.
a. Safety
b. Maintenance
 c. Health
d. Skills
30. Means protecting a person from diseases, injury or death which are related to his
work.
a. Safety
b. Maintenance
c. Health
d. Skills
31. Which of the following is considered as a hazardous working place?
a. Where ionizing, radiations, chemical, fire, flammable substances, noxious
components are present
b. Where the workers are engaged in construction work, logging, firefighting,
mining, quarrying, blasting, stevedoring, door work, deep sea fishing and
mechanized farming.
c. Where workers are engaged in the manufacture or handling of explosives and
other pyrotechnics products.
d. All of the above
32. The following are the duties of workers on occupational health and safety except
for:
a. To report to his supervisor any work hazard that may be discovered in his
workplace or to the regional office of the Department of Labor and Employment.
b. To report to his supervisor any work hazard that may be discovered in his
workplace or to the regional office of the Department of Health.
c. Required to use all the safeguards and safety devices provided for his
protection and others.
d. Shall follow all the instructions of the employer dealing on the provisions on
occupational health and safety.
33. Which of the following departments is conducting a continuous program to
increase the competence of occupational health and safety personnel?
a. Department of Health
b. Department of Trade and Industry
c. Department of Labor and Employment
d. Department of Transportation and Communication
34. Every employer is required to participate in this program of at least two of his
supervisor or technical personnel for every _____ workers per shift.
a. 200
b. 300
c. 400
d. 500
35. The following are Philippine policy statements on labor relations except for:
 a. To promote and emphasize the primacy of free collective bargaining and
negotiations
b. To reduce project duration while minimizing cost of crashing
c. To foster the free and voluntary organization of a strong and united labor
movement.
d. To ensure a stable but dynamic and just industrial peace.
36. Every employee is required to cooperate with his employer in carrying out the
occupational health and safety provisions of the ______ Code.
a. Fire
b. National Building
c. Plumbing
d. Labor
37. Who shall find ways of working together if our present free collective bargaining
system is to continue?
a. Management team
b. Labor leaders
c. A and B
d. B only
38. Employee’s complaints and grievances if any, are attended immediately by the
______________ committee.
a. complaints and grievance
b. human resources
c. administration
d. none of the above
39. The following are the company’s major concerns except for:
a. Physical health
b. Mental health
c. Emotional health
d. Safety
40. No court or administrative agency or official shall have the power to fix wages, rate
of pay, hours of work or other terms and conditions of employment, except as
provided under the Labor Code.
a. False
b. True
c. Not necessarily
d. True, but under a different type of Code.
41. Every employer is required to participate in this program of at least ___ of his
supervisor or technical personnel for every 200 workers per shift.
a. One
b. Two
 c. Three
d. None of the above
42. It takes more time especially when the power of giant employers and the matched
power of giant unions are great.
a. Labor Management Relations
b. Labor Relations
c. Collective Bargaining and Labor Management
d. Collective Bargaining
43. Another way in which government influence and intervention is felt by management
is when there is a necessity of compliance with other laws not having to do with
unionism but affecting the _________ relationship.
a. employer-employee
b. supervisor-employee
c. contractor-employee
d. owner-employee
44. Every ________ is required to cooperate with his _______ in carrying out the
occupational health and safety provisions of the Labor Code.
a. employee-employer
b. employee-supervisor
c. employee-contractor
d. employee-owner
45. Every employee is required to report to his ______ any work hazard that may be
discovered.
a. Contractor
b. Employer
c. Supervisor
d. Company manager
46. Every _______ is required to participate in this program of at least two of his
supervisor or technical personnel for every 200 workers per shift.
a. Contractor
b. Employer
c. Supervisor
d. Company manager
47. The following are functions of Labor Management Relations except for:
a. Economic
b. Legal
c. Social
d. Financial
48. It is the person or institution that hires employees or workers.
a. Employer
 b. Owner
c. Contractor
d. Office administration head
49. An individual who will be hired by the employer to do a specific job.
a. Employee
b. Worker
c. None of the above
d. Both a and b
50. An organized group who collectively use their strength to have a voice in their
workplace.
a. Employees
b. Employers
c. Union
d. Company owners

51. An organized group who collectively use their strength to have a voice in their
workplace.
a. Compensation
b. Grievance
c. Gratitude
d. Resentment

52. Any dissatisfaction on the part of an employee that is work related in an

organization that is not unionized.
a. Compliance
b. Collective
c. Complaint
d. Constant

53. Grievances arises when __________ morale is low and when frustration and
contentment is prevalent among personnel due to poor supervision or to unfair
management practices.
a. Employers
b. Employees
c. Employment
d. Empowerment
CAUSES OF GRIEVANCES:
54. Violation of CBA by the _________ or labor union.
a. Employment
 b. Management
c. Department
d. Client

55. Vague _________ of the CBA that lead to different interpretations of it.
a. Supervisions
b. Interventions
c. Interpretations
d. Provisions

56. Unfair treatment of a ____________ by the supervisor.

a. Subordinate
b. Coordinate
c. Laborer
d. Employer
57. Violations of Philippine__________ on labor, health and/or safety.
a. Laws
b. Contractual
c. Agencies
d. Subordinate

58. Faulty ________ due to dictatorial tendencies of a supervisor.

a. Understanding
b. Envision
c. Supervision
d. Subordinate
59. The Labor Code on Grievance Machinery and Voluntary Arbitration Under
__________.
a. Article 9
b. Article 11
c. Article 12
d. Article 10

60. What is the meaning of CBA?

a. Collective Bargaining Allocation
b. Collective Bargaining Agreement
c. Cooperative Bargaining Agreement
d. Collective Bargain Agreement
61. Management must accept the labor union as the official representative and protector
of employee’s interest.
a. Emphasis
b. Acceptance
c. Awareness
d. Agreement
62. ___________ on the cause and solution to problems rather than on legal
technicalities.
a. Emphasis
b. Acceptance
c. Awareness
d. Agreement
63. ____________ of the principles of free collective bargaining and free enterprise
consistent with the advancement of public interest.
a. Emphasis on both parties
b. Acceptance by both parties
c. Awareness by both parties
d. Agreement by both parties
64. Both management and labor union must be aware of its obligations to employees,
stockholders, customers and the public.
a. Acceptance of basic obligations
b. Awareness of comprehensive obligations
c. Agreement of basic obligations
d. Awareness of basic obligations

65. It should represent what the __________ want or need and what the management
should expect in the way of responsible unionism.
a. Employers
b. Contractors
c. Supervisors
d. Workers

66. Labor-management should guarantee productivity. Productivity should guarantee

profits.
a. Guaranteed Productivity
b. Guaranteed Activity
 c. Productive Guaranty
d. Productive Activity
67. The company must provide a well-written job description. There should be a good
labor management communication, the workers must be aware of company’s goal and
policies, understand and accept changes in methods and procedures.
a. Allocation
b. Inspection
c. Communication
d. Description

68. The company must have an efficient organizational structure.

a. Association
b. Organization
c. Supervision
d. Production
69. The company shall be characterized by adequate training and development programs
for employees. Planned employee training and development. Promotional system is part
of structured career ladder.
a. Career development and training
b. Career employment and training
c. Career empowerment and training
d. Career impeachment and training

70. The company is characterized by low employee labor turnover; Low employee
absenteeism; High employee morale; and Recognition of achievement at all levels.
a. Job Satisfactory
b. Job Satisfaction
c. Job Supervision
d. Job Development

71. The company is known to have up-to-date equipment and systems. Adequate
maintenance and safe working conditions.
a. Equipment / Tools
b. Facilities / Tools
c. Equipment / Facilities
d. Facilities / Materials
72. The company is known to have stable product quality, minimum of lost business
because of efficient service absence of bottleneck in workflow.
a. Methods and procedures of work flow.
b. Methods and procedures of worker flow.
c. Methods and equipment’s of work flow.
d. Methods and production of work flow.

73. The company should be known in its effective use of employee talents; Good standard
measurement of performance; Infrequent layoffs of personnel; Good employee
scheduling; Realistic budgets; and Infrequent use of overtime work.
a. Work measurement / Scheduling / Stopping
b. Work measurement / Stippling / Staffing
c. Work measurement / Scheduling / Strolling
d. Work measurement / Scheduling / Staffing
74. The company shall be known for having equitable wages and salaries; Good
employee performance rating system; Competitive employee benefits.
a. Compensation and Benefits for Personnel
b. Compensation and Benefits for Personals
c. Compensation and Outfits for Personnel
d. Compensation and Outfits for Persons
75. ________ by the Provisions of the Collective Bargaining Agreement (CBA).
a. Avoid
b. Abide
c. Divide
d. Void
Which is not the COMPANY’S STRATEGIES TO DISCOURAGE UNIONISM
76-78. A. Effective personnel planning, recruitment, selection and placement.
B. Effective training and development programs for employees.
C. Effective performance evaluation.
D. None of the above

A. Effective personnel planning, recruitment, selection and placement.

B. Effective training and development programs for employees.
C. Effective performance evaluation.
 D. None of the above

79-81. A. Effective compensation of employees.

B. Effective employee maintenance.
C. Effective labor-management relations.
D. None of the above

82. A. Effective supervision of non-managerial employees.

B. Effective employee maintenance.
C. Effective labor-management relations.
D. None of the above

EFFECTIVE LABOR MANAGEMENT RELATIONS Establishment of a policy and

philosophy of labor management cooperation.
83 ._____________Management must accept the labor union as the official
representative and protector of employee’s interest. On the other hand, Labor Union
must also accept management as the primary planners and controllers of the
company’s operation.
a. Acceptance b. Emphasis
c. acceptance by both parties d. Awareness of basic obligations
84.______________on the cause and solution to problems rather than on legal
technicalities.
a. Acceptance b. Emphasis
c. acceptance by both parties d. Awareness of basic obligations
85._____________of the principles of free collective bargaining and free enterprise
consistent with the advancement of public interest.
a. Acceptance b. Emphasis
c. acceptance by both parties d. Awareness of basic obligations
86._____________Both management and labor union must be aware of its obligations
to employees, stockholders, customers and the public.
a. Acceptance b. Emphasis
c. acceptance by both parties d. Awareness of basic obligations

87. It should represent what the workers want or need and what the management
should expect in the way Of ___________
a. responsible unionism b. Guaranteed productivity
c. acceptance d. emphasis
88._______________.Labor-management should guarantee productivity. Productivity
should guarantee profits. And profits should guarantee jobs and rising wages. Workers
should then be allowed to buy stocks to have a single family of owner operators. Union
could help their members reach this goal by making the success of the company their
primary concern.
a. responsible unionism b. Guaranteed productivity
c. acceptance d. emphasis

89. Who may join a labor union?

a. Ambulant
b. Intermittent
c. Itinerant workers
d. All of the above

9.11 FORMATION OF A UNION

Who may join a labor union? Employed in commercial, industrial and agricultural
organizations. Employees of government corporations established under Corporation
Code
Non-managerial employees of religious, medical or educational institutions (profit or
non-profit). Ambulant, intermittent and itinerant workers, self-employed people, rural
workers and those without any definite employer. Supervisory employees and security
guards
Alien employees with valid working permit
All are Collective Bargaining Procedures Except:
89. A. Shall serve a notice to the other party with a statement of its proposals.
B. Shall reply within ten calendar days upon receipt of the notice.
C. Request a conference to begin no later than ten calendar days from request
date.
D. None of the above

90. A. Shall serve a notice to the other party with a statement of its proposals.
B. Shall reply within ten calendar days upon receipt of the notice.
C. Request a conference to begin no later than ten calendar days from request
date.
D. None of the above

91. A. Shall serve a notice to the other party with a statement of its proposals.
B. Shall reply within ten calendar days upon receipt of the notice.
C. Request a conference to begin no later than ten calendar days from request
date.
D. None of the above

92. A. National conciliation and meditation board shall intervene upon request and
immediately call the parties to conciliation meetings.
B. During the conciliation in board, the parties are prohibited from doing any act
that may disrupt
C. Shall exert all efforts to submit their case
D. None of the above

93. A. National conciliation and meditation board shall intervene upon request and
immediately call the parties to conciliation meetings.
B. During the conciliation in board, the parties are prohibited from doing any act
that may disrupt
 C. Shall exert all efforts to submit their case
D. None of the above

94. A. National conciliation and meditation board shall intervene upon request and
immediately call the parties to conciliation meetings.
B. During the conciliation in board, the parties are prohibited from doing any act
that may disrupt
C. Shall exert all efforts to submit their case
D. None of the above

95. A. National conciliation and meditation board shall intervene upon request and
immediately call the parties to conciliation meetings.
B. During the conciliation in board, the parties are prohibited from doing any act
that may disrupt
C. Shall exert all efforts to submit their case
D. None of the above

9.13 STRIKE AND LOCKOUT

96. ________- temporary refusal of employees to work pending settlement of a labor
dispute.
A. Strike
B. Lock out
C. Both A and B
D. None of the above

97. ________- a refusal of management or an organization to provide work to

employees pending the settlement of a labor dispute.
A. Strike
B. Lock out
 C. Both A and B
D. None of the above

98-100. All who may declare strike or lockout, except:

A. Certified or duly authorized bargaining
B. Management or employer
C. Any legitimate labor organization in the establishment
D. None of the above
.