Explanation: This labor union is using a parallel bargaining strategy. Parallel bargaining is often used when the union believes that one particular employer will agree to an especially favorable deal. By negotiating this deal first, the union can set a standard that other employers will reluctantly meet. In the integrative bargaining approach, the union and employers lay all the facts on the table and compromise. In positional bargaining, the union and the employer are adversaries, each side using its leverage to get as much as possible. In multiunit bargaining, a single employer must deal with multiple unions representing different job groups.

Explanation: Simply put, the conditions in the labor market can influence the available candidates for open positions in a company. Answer choice B might be correct in the larger, but conditions in the labor market do not have to have a negative effect on the bottom line. An analysis of competition with other companies might result from overall economic changes, but changes in the labor market do not necessarily cause this, so answer choice C is incorrect. Answer choice D might also be accurate in a broad way, but this is not clear enough for an immediate connection to the changes in the labor market and the way that they affect a company. Answer choice E contains interesting information, but it is not relevant to the way that changes in the labor market affect a company.

Explanation: Organizations typically use the nondisclosure agreement to protect their confidential company information. The lie detector test is only legal within certain boundaries, so answer choice A is incorrect. An employee contract generally binds an employee to the company for a specified length of time, but it does not necessarily protect confidential company information, so answer choice C is incorrect. Organizations utilize video surveillance and random searches to ensure that employees are performing their tasks appropriately, but these activities alone do not protect confidential company information, so answer choices D and E are incorrect.

Explanation: In this situation, the human resources professional should remain in contact with the development section of the company to ensure that the new risk management program meets all legal and procedural requirements. Answer choices A and C represent elements of this process, but neither providing the development section of the company with documentation that details current legal requirements for risk management or establishing parameters for the development section to begin assembling its new risk management program is complete in itself. Recommending a training program might be useful, but it is more likely that the development section will create its own training program that fits the unique needs of the new risk management program. In this case, once again, the human resources professional should be involved largely in an advisory position to ensure that all legal/procedural requirements are followed and met.

Explanation: Among the answer choices provided, only the Family Medical and Leave Act does not reference or cover employee deferred compensation programs. The Retirement Equity Act (answer choice B), the Small Business Job Protection Act (answer choice C), the Older Worker Benefit Protection Act (answer choice D), and the Pension Protection Act (answer choice E) all provide for deferred employee compensation programs in some way.