Question 1

Which of the following statements about two-tier plans is true?

Accepted Answer

A) This plan is in accordance with the most basic precept of unionization. 
B) In a two-tier plan, newer employees receive higher wages than their higher seniority peers working on the same or similar jobs. 
C) Two-tiered wage system increases solidarity in the union. 
D) This wage structure leads to employee satisfaction in the workplace. 
E) Two-tiered wage systems can lead to hostility within the organization. 
A) This plan is in accordance with the most basic precept of unionization. 
B) In a two-tier plan, newer employees receive higher wages than their higher seniority peers working on the same or similar jobs. 
C) Two-tiered wage system increases solidarity in the union. 
D) This wage structure leads to employee satisfaction in the workplace. 
E) Two-tiered wage systems can lead to hostility within the organization.

Question 2

Which of the following is true about unions and alternative reward systems?

Accepted Answer

A) Gain sharing and profit sharing are types of alternative reward systems. 
B) The drawback of alternative rewards is that they tend to be subjective in unionized companies. 
C) Unions are becoming less receptive to alternative reward systems. 
D) Willingness to try alternative rewards is lesser when the firm faces extreme competitive pressure. 
E) International competition is very beneficial for unions. 
A) Gain sharing and profit sharing are types of alternative reward systems. 
B) The drawback of alternative rewards is that they tend to be subjective in unionized companies. 
C) Unions are becoming less receptive to alternative reward systems. 
D) Willingness to try alternative rewards is lesser when the firm faces extreme competitive pressure. 
E) International competition is very beneficial for unions.

Question 3

The gender wage gap:

Accepted Answer

A) refers to the difference in the wage that one expects from a company and the actual wage that one receives 
B) leads to the spillover effect 
C) issue is addressed by the pay equity legislation which is a complaint-based legislation 
D) refers to the amount by which the average pay for female workers is less than the average pay for male workers 
E) is not related to differences in the number of hours worked 
A) refers to the difference in the wage that one expects from a company and the actual wage that one receives 
B) leads to the spillover effect 
C) issue is addressed by the pay equity legislation which is a complaint-based legislation 
D) refers to the amount by which the average pay for female workers is less than the average pay for male workers 
E) is not related to differences in the number of hours worked

Question 4

Belonging to a union does not necessarily increase wages.

Accepted Answer

A) True 
 B)False

Question 5

What are the provisions for paid holidays under the Canadian employee standards acts?

Accepted Answer

The number of paid holidays va

Question 6

Which of the following statements best describes the role of unions in wage determination?

Accepted Answer

A) When labour is scarce, the balance of power tilts toward the employers. 
B) It is the supply and demand for labour that determines wages and not the union. 
C) The union insists on individual merit-based performance measures when the organization faces external competition pressure. 
D) During periods of higher unemployment, the impact of unions is lesser. 
E) The role of unions in administering compensation is outlined primarily in the contract. 
A) When labour is scarce, the balance of power tilts toward the employers. 
B) It is the supply and demand for labour that determines wages and not the union. 
C) The union insists on individual merit-based performance measures when the organization faces external competition pressure. 
D) During periods of higher unemployment, the impact of unions is lesser. 
E) The role of unions in administering compensation is outlined primarily in the contract.

Question 7

Lump sum awards are one-time cash payments to employees that are added to an employee's base wages.

Accepted Answer

A) True 
 B)False

Question 8

A COLA clause involves periodic adjustments based typically on changes in the consumer price index.

Accepted Answer

A) True 
 B)False

Question 9

Give one reason why overtime pay is often the least costly option for contemporary employers.

Accepted Answer

Contemporary employers face an increasin

Question 10

Each female job class is compared to each male job class of equal or comparable value in the:

Accepted Answer

A) wage line method 
B) compensation adjustment method 
C) proportional value method 
D) job-to-job method 
E) proxy comparison method 
A) wage line method 
B) compensation adjustment method 
C) proportional value method 
D) job-to-job method 
E) proxy comparison method

Question 11

Which laws are being violated when employment applications and interviews ask for any information regarding the applicant's colour or religion?

Accepted Answer

A) labour union laws 
B) overtime legislation 
C) employment standards acts 
D) human rights laws 
E) minimum wage laws 
A) labour union laws 
B) overtime legislation 
C) employment standards acts 
D) human rights laws 
E) minimum wage laws

Question 12

Identify the historically disadvantaged groups whose situation is being relieved by the development of programs under the Charter of Rights and Freedoms.

Accepted Answer

The disadvantaged groups are w

Question 13

How do differences in occupations contribute to the gender wage gap? What do pay equity laws intend to accomplish?

Accepted Answer

The gender pay gap is the difference bet

Question 14

How does the presence of a union affect the wage structure?

Accepted Answer

Union membership tends to be higher in m

Question 15

Government is a key stakeholder in compensation decision making.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is a common type of gender discrimination?

Accepted Answer

A) comparable pay for female and male dominated jobs 
B) comparable responsibility for both sexes 
C) unbiased job evaluation methods 
D) different job titles for the same work 
E) gender sensitive local planning 
A) comparable pay for female and male dominated jobs 
B) comparable responsibility for both sexes 
C) unbiased job evaluation methods 
D) different job titles for the same work 
E) gender sensitive local planning

Question 17

Which of the following statements about wage gap is true?

Accepted Answer

A) Wage gap is found primarily among those with higher levels of education. 
B) Women's employment is equally distributed across diverse occupations. 
C) Wage gap can be accounted for by the firm's compensation policies to some extent. 
D) Wage gap and pay equity are interchangeable terms. 
E) Wages of men in small firms are 54 percent higher than wages of men in large firms. 
A) Wage gap is found primarily among those with higher levels of education. 
B) Women's employment is equally distributed across diverse occupations. 
C) Wage gap can be accounted for by the firm's compensation policies to some extent. 
D) Wage gap and pay equity are interchangeable terms. 
E) Wages of men in small firms are 54 percent higher than wages of men in large firms.

Question 18

The differences in the pay between men and women are legal if the differences are based on:

Accepted Answer

A) marital status 
B) sexual orientation 
C) religion 
D) colour 
E) work quality detailed in formal performance ratings 
A) marital status 
B) sexual orientation 
C) religion 
D) colour 
E) work quality detailed in formal performance ratings

Question 19

Why have union attitudes regarding pay-for-performance gradually become more favourable in recent years?

Accepted Answer

When employers face extreme competitive

Question 20

Which of the following agreements do NOT differentiate wages on the basis of either seniority or merit?

Accepted Answer

A) single-rate agreements 
B) multiple-rate agreements 
C) non-negotiated rate agreements 
D) maximum-rate agreements 
E) minimum-rate agreements 
A) single-rate agreements 
B) multiple-rate agreements 
C) non-negotiated rate agreements 
D) maximum-rate agreements 
E) minimum-rate agreements

Which of the following statements about two-tier plans is true?

Which of the following is true about unions and alternative reward systems?

The gender wage gap:

Belonging to a union does not necessarily increase wages.

What are the provisions for paid holidays under the Canadian employee standards acts?

Which of the following statements best describes the role of unions in wage determination?

Lump sum awards are one-time cash payments to employees that are added to an employee's base wages.

A COLA clause involves periodic adjustments based typically on changes in the consumer price index.

Give one reason why overtime pay is often the least costly option for contemporary employers.

Each female job class is compared to each male job class of equal or comparable value in the:

Which laws are being violated when employment applications and interviews ask for any information regarding the applicant's colour or religion?

Identify the historically disadvantaged groups whose situation is being relieved by the development of programs under the Charter of Rights and Freedoms.

How do differences in occupations contribute to the gender wage gap? What do pay equity laws intend to accomplish?

How does the presence of a union affect the wage structure?

Government is a key stakeholder in compensation decision making.

Which of the following is a common type of gender discrimination?

Which of the following statements about wage gap is true?

The differences in the pay between men and women are legal if the differences are based on:

Why have union attitudes regarding pay-for-performance gradually become more favourable in recent years?

Which of the following agreements do NOT differentiate wages on the basis of either seniority or merit?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

Compensation Budgets and Administration

Filters

Exam 12: The Role of Governments and Unions in Compensation

Which of the following statements about two-tier plans is true?

Which of the following is true about unions and alternative reward systems?

The gender wage gap:

Belonging to a union does not necessarily increase wages.

What are the provisions for paid holidays under the Canadian employee standards acts?

Which of the following statements best describes the role of unions in wage determination?

Lump sum awards are one-time cash payments to employees that are added to an employee's base wages.

A COLA clause involves periodic adjustments based typically on changes in the consumer price index.

Give one reason why overtime pay is often the least costly option for contemporary employers.

Each female job class is compared to each male job class of equal or comparable value in the:

Which laws are being violated when employment applications and interviews ask for any information regarding the applicant's colour or religion?

Identify the historically disadvantaged groups whose situation is being relieved by the development of programs under the Charter of Rights and Freedoms.

How do differences in occupations contribute to the gender wage gap? What do pay equity laws intend to accomplish?

How does the presence of a union affect the wage structure?

Government is a key stakeholder in compensation decision making.

Which of the following is a common type of gender discrimination?

Which of the following statements about wage gap is true?

The differences in the pay between men and women are legal if the differences are based on:

Why have union attitudes regarding pay-for-performance gradually become more favourable in recent years?

Which of the following agreements do NOT differentiate wages on the basis of either seniority or merit?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

Compensation Budgets and Administration

Filters