Illinois Labor Relations Specialist Exam
(CMS) Newest 2026- 2027 Updated
Practice Exam | 100 Actual Most Tested
Questions Collections & Verified
Detailed Answers | Tutor Verified
Success Exam) Graded A+
1. A public employer in Illinois receives a union petition requesting
recognition. What is the first legally required step the employer must take
under typical labor relations procedures?
A. Immediately recognize the union
B. Verify the appropriateness of the bargaining unit
C. Begin collective bargaining negotiations
D. Terminate existing employee agreements
✔
Answer: B – Verify the appropriateness of the bargaining unit
Rationale: In public sector labor relations, the first step is determining
whether the proposed bargaining unit is appropriate under governing
statutes before recognition or bargaining can occur.
2. A union alleges unfair labor practices after an employer disciplines an
employee for union activity. What must be established first?
A. Employee salary grade
B. Whether the activity was protected concerted activity
C. Whether the employee requested representation after discipline
D. Whether the employer had financial hardship
, ✔
Answer: B – Whether the activity was protected concerted activity
Rationale: Only protected concerted activity under labor law triggers
unfair labor practice protections.
3. Which action most clearly violates collective bargaining principles?
A. Scheduling negotiation meetings
B. Refusing to bargain in good faith
C. Documenting employee attendance
D. Issuing workplace safety reminders
✔
Answer: B – Refusing to bargain in good faith
Rationale: Employers must engage in good faith bargaining; refusal
constitutes an unfair labor practice.
4. A bargaining impasse occurs during negotiations. What is the next typical
step?
A. Immediate strike without notice
B. Binding arbitration automatically applies in all cases
C. Mediation or fact-finding may be used
D. Termination of union representation
✔
Answer: C – Mediation or fact-finding may be used
Rationale: When an impasse occurs, mediation or fact-finding is
commonly used before further action.
5. Which best describes “mandatory subjects of bargaining”?
A. Topics the employer may ignore
B. Topics unrelated to employment
C. Wages, hours, and working conditions
D. Political contributions
✔
Answer: C – Wages, hours, and working conditions
, Rationale: Mandatory subjects include core employment terms like wages,
hours, and working conditions.
6. A supervisor asks employees how they intend to vote in a union election.
This action is:
A. Permitted under free speech rules
B. A protected managerial function
C. Potentially coercive and unlawful
D. Required for transparency
✔
Answer: C – Potentially coercive and unlawful
Rationale: Supervisors questioning employees about union votes may
constitute coercion and interfere with rights.
7. Which term refers to official recognition of a union as bargaining
representative?
A. Certification
B. Arbitration
C. Decertification
D. Litigation
✔
Answer: A – Certification
Rationale: Certification is the formal recognition of a union as the
exclusive bargaining representative.
8. An employee is fired for filing a grievance. This is most likely:
A. Lawful if documentation exists
B. Unrelated to labor law
C. Retaliation and an unfair labor practice
D. Required under union rules
✔
Answer: C – Retaliation and an unfair labor practice
Rationale: Retaliation for exercising grievance rights is typically
prohibited.
(CMS) Newest 2026- 2027 Updated
Practice Exam | 100 Actual Most Tested
Questions Collections & Verified
Detailed Answers | Tutor Verified
Success Exam) Graded A+
1. A public employer in Illinois receives a union petition requesting
recognition. What is the first legally required step the employer must take
under typical labor relations procedures?
A. Immediately recognize the union
B. Verify the appropriateness of the bargaining unit
C. Begin collective bargaining negotiations
D. Terminate existing employee agreements
✔
Answer: B – Verify the appropriateness of the bargaining unit
Rationale: In public sector labor relations, the first step is determining
whether the proposed bargaining unit is appropriate under governing
statutes before recognition or bargaining can occur.
2. A union alleges unfair labor practices after an employer disciplines an
employee for union activity. What must be established first?
A. Employee salary grade
B. Whether the activity was protected concerted activity
C. Whether the employee requested representation after discipline
D. Whether the employer had financial hardship
, ✔
Answer: B – Whether the activity was protected concerted activity
Rationale: Only protected concerted activity under labor law triggers
unfair labor practice protections.
3. Which action most clearly violates collective bargaining principles?
A. Scheduling negotiation meetings
B. Refusing to bargain in good faith
C. Documenting employee attendance
D. Issuing workplace safety reminders
✔
Answer: B – Refusing to bargain in good faith
Rationale: Employers must engage in good faith bargaining; refusal
constitutes an unfair labor practice.
4. A bargaining impasse occurs during negotiations. What is the next typical
step?
A. Immediate strike without notice
B. Binding arbitration automatically applies in all cases
C. Mediation or fact-finding may be used
D. Termination of union representation
✔
Answer: C – Mediation or fact-finding may be used
Rationale: When an impasse occurs, mediation or fact-finding is
commonly used before further action.
5. Which best describes “mandatory subjects of bargaining”?
A. Topics the employer may ignore
B. Topics unrelated to employment
C. Wages, hours, and working conditions
D. Political contributions
✔
Answer: C – Wages, hours, and working conditions
, Rationale: Mandatory subjects include core employment terms like wages,
hours, and working conditions.
6. A supervisor asks employees how they intend to vote in a union election.
This action is:
A. Permitted under free speech rules
B. A protected managerial function
C. Potentially coercive and unlawful
D. Required for transparency
✔
Answer: C – Potentially coercive and unlawful
Rationale: Supervisors questioning employees about union votes may
constitute coercion and interfere with rights.
7. Which term refers to official recognition of a union as bargaining
representative?
A. Certification
B. Arbitration
C. Decertification
D. Litigation
✔
Answer: A – Certification
Rationale: Certification is the formal recognition of a union as the
exclusive bargaining representative.
8. An employee is fired for filing a grievance. This is most likely:
A. Lawful if documentation exists
B. Unrelated to labor law
C. Retaliation and an unfair labor practice
D. Required under union rules
✔
Answer: C – Retaliation and an unfair labor practice
Rationale: Retaliation for exercising grievance rights is typically
prohibited.
