When an organization has a collective bargaining unit , any proposed changes to terms or conditions of employment that affect represented employees must be negotiated with the employees’ exclusive bargaining representative. In this scenario, supplemental unemployment benefits are a form of compensation and benefits and are therefore a mandatory subject of bargaining . As a result, the union official (B) is the primary participant in discussions regarding the proposed changes.

SPHR-level HR knowledge emphasizes that employers may not unilaterally modify mandatory bargaining subjects without negotiating in good faith with the union. Supplemental unemployment benefits directly impact employees’ economic security and are typically addressed within the collective bargaining agreement (CBA). Union officials represent employees’ interests and have legal standing to negotiate, accept, or reject proposed changes.

While corporate counsel (C) may advise management behind the scenes on legal risk, strategy, and compliance, they are not the primary bargaining participant. The Department of Labor (A) does not participate in collective bargaining discussions unless there is a regulatory or enforcement issue. Federal lawmakers (D) play no role in individual employer–union negotiations.

This question reinforces a core SPHR concept: the duty to bargain in good faith . HR leaders must clearly understand who has authority at the bargaining table and ensure that negotiations are conducted through appropriate channels to avoid unfair labor practice charges.

References :

HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (collective bargaining; mandatory subjects of bargaining; duty to bargain).

HRCI SPHR Study Guide — Roles and responsibilities in union–management negotiations.

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