Before submitting to the employer a demand for recognition, the labor union must acquire signed authorization cards from employees. This essentially provides an of ficial statement from employees about their intent to unionize and lets the NLRB know that unionizing activity has support from employees. Petitioning the NLRB for voluntary recognition occurs next. Establishing a bargaining position and meeting with the employer to discuss alternatives are activities of the union itself, but they are not part of the actual unionization process.

A skills gap analysis aims to define the gap between the skills an organization has and the skills it needs. Each of the other answer options may make up steps of the gap analysis process but do not cover the full spectrum of data required. Performance management results can help illustrate the current skills of the workforce. Organizational strategy can give insight into where the organization is going and what skills it may need. Labor market forecasts can help map what external labor will be needed to close the gap or what skills shortages may be present both internally and externally.

A psychomotor assessment test is useful for measuring a candidate's motor skills in completing certain tasks. A short order cook would need to be able to prepare food quickly and efficiently, so such a test would be appropriate in this case. A cognitive ability test focuses more on a candidate's problem-solving and analytical skills. A physical assessment test measures whether or not a candidate is physically able to handle certain tasks. (For example, working for a delivery company might require the physical ability to lif t and carry heavy objects; a physical assessment test would be appropriate in such a situation.) An aptitude test measures basic skills such as typing, reading, or calculating simple math problems.

Private employers with 100 employees or more-except for those within excluded categories-must complete the EEO-I report. The other answer choices are either too low (50 and
75) or too high (200). In the case of answer choice D, this number of employees falls well within the required reporting, but it does not reflect the minimum stated by law.

Federal recommendations state that employers should retain OSHA forms for a minimum of
5 years. Retaining forms for 2 or 3 years is too brief. Forms may certainly be retained for 7 years, but this exceeds the minimum federal recommendations.