Certified Human Resource Professional (CHRP) Complete Practice Exam 2025

Locking out employees during collective bargaining can be considered a legal labor practice under specific circumstances. In labor relations, a lockout is a temporary action taken by an employer to prevent employees from working, often used as a tactic during disputes in negotiations. It is typically utilized when an employer believes that the continuation of work would undermine their position in negotiating terms and conditions of employment.

The legality of a lockout depends on the context and the reason behind the action. For instance, it must be aimed at securing a legitimate economic goal, such as negotiating wages or working conditions, and it should comply with legal regulations and procedures established in labor law or collective agreements.

In this scenario, while the act of locking out employees can be legally permissible, it should be conducted in adherence to relevant labor laws, which specify the rights and responsibilities of both employers and employees during the collective bargaining process.

The other choices presented involve actions that can lead to legal and ethical infractions. For example, terminating union sympathizers may violate labor laws safeguarding employees' rights to unionize. Increasing employee benefits during collective bargaining can be perceived as an unfair labor practice where one party attempts to influence negotiations unilaterally. Conducting a strike before the expiry of the collective agreement typically goes