Ch10. US Labor Law Exam — Final Comprehensive Review Across All Subjects

Exam Subject Overview

Bar / HR Certification Exam Structure (US Context):

Core Subjects:
Labor Law 1 (FLSA, FMLA, ADA, Title VII, OSHA)
Labor Law 2 (NLRA, collective bargaining, arbitration)
Civil Procedure / Administrative Law
Social Insurance Law (workers' comp, unemployment insurance, ERISA)
Economics / Business Management

Passing Standards (typical state bar / PHR / SHRM):
Written: each section 65+ / overall average 70+
Practical: case analysis, essay responses

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Key Time-Limit Comparison Table

┌─────────────────────────────┬──────────────────────────────┐
│ Item                        │ Deadline                     │
├─────────────────────────────┼──────────────────────────────┤
│ Advance notice of layoff    │ 60 days (WARN Act)           │
│ Wrongful termination claim  │ 180–300 days (Title VII/EEOC)│
│ Unfair labor practice (ULP) │ 6 months (NLRA § 10(b))      │
│ Unemployment insurance base │ Last 4–5 quarters of wages   │
│ Strike notice (public util.)│ 10 days (NLRA § 8(d))        │
│ CBA maximum term            │ 3 years (typical)            │
└─────────────────────────────┴──────────────────────────────┘

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Social Insurance Contribution Comparison

┌─────────────────┬──────────────┬──────────────┐
│ Program         │ Employee     │ Employer     │
├─────────────────┼──────────────┼──────────────┤
│ Social Security │ 6.2%         │ 6.2%         │
│ Medicare        │ 1.45%        │ 1.45%        │
│ Unemployment    │ None (most)  │ FUTA 6.0%*   │
│ Workers' Comp   │ None         │ 100% premium │
└─────────────────┴──────────────┴──────────────┘
* Employers may receive up to 5.4% credit for state contributions.

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Top 10 Common Exam Mistakes

① WARN Act = 60 days notice (applies to 100+ employees)
② EEOC charge filing = 180 days (300 in deferral states)
③ FLSA overtime threshold = 40 hrs/week (no weekly cap on hours)
④ Regular rate ≠ base salary (includes non-discretionary bonuses)
⑤ CBA duration = typically 3 years (not unlimited)
⑥ Strike notice (public utilities) = 10 days under NLRA § 8(d)
⑦ Lockout = only lawful after impasse in bargaining (not preemptive)
⑧ Workers' comp = employer-paid exclusively (no employee contribution)
⑨ Unemployment = requires involuntary separation + base period wages
⑩ Commuting injuries = NOT covered by workers' comp (going-and-coming rule)

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Core Concept Cards

Labor’s Three Rights — Organize, Bargain, Strike ★★★★★ : NLRA § 7 gives workers the right to organize, bargain collectively, and engage in concerted activity. Memory tip: OBS — Organize, Bargain, Strike

Workers’ Comp = 100% Employer Premium ★★★★★ : Workers’ compensation insurance is paid entirely by the employer; employees contribute nothing. Memory tip: Workers’ Comp = 0% employee

Wrongful Termination / ULP = Strict Deadlines ★★★★★ : EEOC charges: 180/300 days. NLRA ULP charges: 6 months from the alleged violation. Memory tip: EEOC = 180/300; ULP = 6 months

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Practice Quiz (Comprehensive)

Q. What remedies are available to an employee for unpaid wages?

Department of Labor complaint: free, fast, investigative. Civil lawsuit: court judgment enabling wage garnishment. State wage claim: administered by state labor agency. Criminal prosecution: employer may face fines/imprisonment. Statute of limitations for wage claims: 2 years (3 years if willful under FLSA).

Q. What is the core value and unique expertise of a US labor law professional?

Exclusive expertise: NLRB proceedings (ULP charges, election petitions), OSHA compliance, EEOC charge representation, ERISA plan administration. Differentiators: administrative agency specialization, corporate HR consulting, CBA and policy drafting. Court litigation is shared with attorneys. Growing demand for HR outsourcing and labor relations consulting.