Industrial Action: Strikes, Lockouts, and Picketing in Employment Law

Question 1

What is the primary purpose of a 'cooling-off' period in industrial relations?

Accepted Answer

To provide time for negotiations and dispute resolution

Answer

To prevent industrial action from continuing indefinitely

Answer

To punish unions for engaging in industrial action

Answer

To allow government intervention in industrial disputes

Question 2

What is the essential distinction between a 'strike' and a 'lockout'?

Accepted Answer

A strike is employee-initiated and involves refusing to work, while a lockout is employer-initiated and involves refusing to provide work.

Answer

A strike is generally unlawful, while a lockout is always lawful.

Answer

A strike can only occur in the public sector, while a lockout can only occur in the private sector.

Answer

There is no meaningful difference between a strike and a lockout.

Question 3

Under what conditions can trade unions be held liable for the unlawful actions of their members?

Accepted Answer

The liability of trade unions depends on the specific circumstances, including the nature of the unlawful actions and the extent of the union's involvement.

Answer

Trade unions are always liable for the actions of their members.

Answer

Trade unions are only liable if they have authorized or ratified the unlawful actions.

Answer

Trade unions are never liable for the actions of their members.

Question 4

What is the primary role of the Advisory, Conciliation, and Arbitration Service (ACAS) in the context of industrial relations?

Accepted Answer

To provide mediation and arbitration services to facilitate dispute resolution

Answer

To conduct investigations into unfair dismissal complaints

Answer

To enforce the law relating to industrial action

Answer

To advocate for trade unions in negotiations with employers

Question 5

What is the role of the Advisory, Conciliation and Arbitration Service (ACAS) in industrial disputes?

Accepted Answer

To provide independent advice, conciliation and arbitration services

Answer

To conduct investigations into industrial action

Answer

To make binding decisions on disputes

Answer

To represent employers or trade unions in negotiations

Question 6

What is the primary purpose of providing statutory notice of industrial action?

Accepted Answer

To give employers time to prepare and minimize disruption

Answer

To inform employees of their rights and obligations

Answer

To gather support for the industrial action

Answer

To initiate negotiations between the parties

Question 7

What is the time frame provided under the Trade Union and Labour Relations (Consolidation) Act 1992 for a statutory notice of industrial action?

Accepted Answer

14 days

Answer

7 days

Answer

21 days

Answer

28 days

Question 8

What is the primary function of the Central Arbitration Committee (CAC) in industrial disputes?

Accepted Answer

To resolve disputes through arbitration or conciliation

Answer

To provide advice on industrial action

Answer

To enforce industrial agreements

Answer

To investigate allegations of unfair dismissals

Question 9

What is the distinction between a "primary" and a "secondary" picket line?

Accepted Answer

Primary picket lines are at the employer's premises, while secondary picket lines are at other locations connected to the dispute.

Answer

Secondary picket lines are legal, while primary picket lines are illegal.

Answer

Primary picket lines can only be formed by union members, while secondary picket lines can be formed by anyone.

Answer

There is no distinction between primary and secondary picket lines.

Question 10

What is the overarching purpose of the Trade Union and Labour Relations (Consolidation) Act 1992?

Accepted Answer

To regulate industrial relations, promote collective bargaining, and protect the rights of both employers and employees

Answer

To prevent industrial disputes

Answer

To give trade unions greater power and influence

Answer

To restrict the ability of employers to take industrial action

Question 11

As per the Trade Union and Labour Relations (Consolidation) Act 1992, which of the following is NOT a protected right during industrial action?

Accepted Answer

The right to receive full pay during the industrial action

Answer

The right to picket peacefully outside the workplace

Answer

The right to participate in a lawful strike

Answer

The right to engage in secondary action

Question 12

What is the primary role of the Industrial Relations Services in the context of industrial action?

Accepted Answer

To provide independent conciliation and arbitration services

Answer

To determine the legality of industrial action

Answer

To enforce the Trade Union and Labour Relations (Consolidation) Act 1992

Answer

To prevent strikes and lockouts

Question 13

Which of the following is NOT a potential impact of industrial action?

Accepted Answer

Improved employee morale

Answer

Loss of production and revenue

Answer

Damage to employer-employee relations

Answer

Increased costs

Question 14

What is the primary purpose of a statutory ballot in relation to industrial action?

Accepted Answer

To ensure that the action has the majority support of the employees concerned.

Answer

To determine the length of the action

Answer

To inform the employer of the action in advance

Question 15

What is the central role of the Advisory, Conciliation, and Arbitration Service (ACAS) in industrial disputes?

Accepted Answer

To provide impartial advice, facilitate negotiations, and promote the resolution of disputes between employers and trade unions.

Answer

To enforce the law relating to industrial actions

Answer

To arbitrate industrial disputes and make binding decisions.

Question 16

What is the core difference between a strike and a lockout?

Accepted Answer

A strike is a withdrawal of labor initiated by employees, while a lockout is an employer-imposed closure of a workplace.

Answer

A strike is a temporary suspension of work, while a lockout is a permanent closure of a workplace

Question 17

Which of the following is NOT a form of industrial action that can be taken by employees?

Accepted Answer

Overtime

Answer

Overtime ban

Answer

Go-slow

Answer

Work-to-rule

Question 18

What is the principal purpose of picketing during an industrial dispute?

Accepted Answer

To communicate the strikers' demands to the public and exert pressure on the employer.

Answer

To physically prevent employees from entering or leaving the workplace

Answer

To obstruct the employer's business activities

Question 19

What was the primary objective of the Trade Union and Labour Relations (Consolidation) Act 1992?

Accepted Answer

To consolidate and update the laws governing trade unions and industrial relations in the UK.

Answer

To introduce new restrictions on trade union activities

Answer

To promote greater cooperation between employers and trade unions

Question 20

Which of the following forms of industrial action is NOT legally protected in the UK?

Accepted Answer

Political strikes

Answer

Strikes in relation to a trade dispute

Answer

Lockouts in response to a trade dispute

Answer

Picketing related to a trade dispute

Question 21

What was the primary purpose of the Employment Relations Act 1999 in relation to industrial relations in the UK?

Accepted Answer

To modernize the legal framework governing industrial relations and strike action

Answer

To significantly expand the rights and powers of trade unions

Answer

To abolish the right to strike and introduce a system of mandatory arbitration

Question 22

What is the primary purpose of a 'cooling-off' period in the context of industrial action?

Accepted Answer

To allow for further negotiations and provide a chance for the parties to resolve their dispute without resorting to industrial action.

Answer

To give the employer time to prepare for the strike and minimize disruption.

Answer

To ensure that the strike is conducted peacefully and in accordance with legal requirements.

Answer

To allow the trade union to gather more support for the strike among its members.

Question 23

An employer locks out their employees after a breakdown in negotiations. Under what circumstances would this lockout be considered legal?

Accepted Answer

The lockout may be legal if the employer has a genuine reason, such as protecting property or preventing disruption to business operations, and has followed proper procedures.

Answer

The lockout will be legal if the employer can demonstrate that the employees' demands are unreasonable.

Answer

The lockout will be automatically illegal because it is a form of industrial action by the employer.

Answer

The lockout will be legal if the employees have engaged in unlawful strike action.

Question 24

Which of the following Acts primarily governs industrial action in the UK?

Accepted Answer

The Trade Union and Labour Relations (Consolidation) Act 1992.

Answer

The Employment Rights Act 1996.

Answer

The Equality Act 2010.

Answer

The Health and Safety at Work Act 1974.

Question 25

When assessing the potential legal consequences of industrial action, which of the following factors is NOT a key consideration?

Accepted Answer

The popularity of the trade union among its members.

Answer

The potential impact of the action on the public interest.

Answer

The nature of the dispute and the grounds for the action.

Answer

The procedures followed by the trade union, such as balloting and notification.

Question 26

What is the primary role of ACAS (Advisory, Conciliation and Arbitration Service) in resolving industrial disputes?

Accepted Answer

To provide conciliation services and assist parties in reaching a negotiated settlement.

Answer

To represent the interests of employees in negotiations with employers.

Answer

To adjudicate on disputes and make legally binding decisions.

Answer

To enforce compliance with employment law and industrial relations regulations.

Question 27

During a lawful strike, an employer hires temporary workers to perform the striking employees' duties. Is this action generally considered legal in the UK?

Accepted Answer

Yes, the employer is generally permitted to use temporary workers during a lawful strike.

Answer

No, the employer is prohibited from hiring temporary workers during a lawful strike.

Answer

The legality of hiring temporary workers depends on the specific terms of the collective bargaining agreement.

Answer

The legality depends on whether the temporary workers are hired from an agency or directly employed by the company.