Once a union is certified as the exclusive bargaining representative, the first action it will take is to begin to negotiate with the employer (B). Certification triggers the employer’s legal duty to bargain in good faith over terms and conditions of employment.
Collective bargaining is the foundational purpose of union representation. Through negotiations, the union seeks to establish a collective bargaining agreement (CBA) that addresses wages, hours, benefits, and other mandatory subjects of bargaining. All other outcomes—such as wage increases, benefit enhancements, or union dues checkoff—are achieved through negotiation, not automatically upon certification.
Union checkoff (A) must be negotiated and agreed upon; it cannot be unilaterally imposed. Collecting unionization costs from the employer (C) is incorrect; unions are funded by member dues. Obtaining increased wages and benefits (D) is a potential result of bargaining, not the first action.
SPHR exam content emphasizes understanding post-certification obligations and sequencing in labor relations. The immediate next step after certification is bargaining, not implementation of outcomes.
References :
HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (union certification; duty to bargain).
HRCI SPHR Study Guide — Collective bargaining process following union certification.
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