Question 1

What steps should an employer use to design an employment equity program and ensure success?

Accepted Answer

Employment equity programs are designed

Question 2

The Personal Information Protection and Electronic Documents Act governs

Accepted Answer

A) the collection, use, and disclosure of personal information across Canada. 
B) how governments at all levels may collect and use personal information across Canada. 
C) the limits for the collection, use, and disclosure of personal information by employers. 
D) the approved uses for data collected using "cookies" on corporate websites. 
E) the establishment of "do not call" lists in every Canadian jurisdiction. 
A) the collection, use, and disclosure of personal information across Canada. 
B) how governments at all levels may collect and use personal information across Canada. 
C) the limits for the collection, use, and disclosure of personal information by employers. 
D) the approved uses for data collected using "cookies" on corporate websites. 
E) the establishment of "do not call" lists in every Canadian jurisdiction.

Question 3

A deliberately structured process is involved when developing an employment equity program.

Accepted Answer

A) True 
 B)False

Question 4

All jurisdictions in Canada prohibit discrimination on the grounds of

Accepted Answer

A) national or ethnic origin, race, and family status. 
B) criminal history, sex, and creed or religion. 
C) length of employment, race, and marital status. 
D) race, sexual orientation, and marital status. 
E) sexual orientation, ancestry or place of origin, and family status. 
A) national or ethnic origin, race, and family status. 
B) criminal history, sex, and creed or religion. 
C) length of employment, race, and marital status. 
D) race, sexual orientation, and marital status. 
E) sexual orientation, ancestry or place of origin, and family status.

Question 5

For an employment equity program to be successful,

Accepted Answer

A) an employment equity policy statement should be filed in the company's HR policies and procedures manual. 
B) a senior official should be appointed with the authority to discipline those failing to comply. 
C) an employment equity committee should be given ultimate authority. 
D) senior management should be responsible for the implementation process. 
E) a written policy, endorsed by senior management and posted throughout the organization or distributed to every employee, is an essential first step. 
A) an employment equity policy statement should be filed in the company's HR policies and procedures manual. 
B) a senior official should be appointed with the authority to discipline those failing to comply. 
C) an employment equity committee should be given ultimate authority. 
D) senior management should be responsible for the implementation process. 
E) a written policy, endorsed by senior management and posted throughout the organization or distributed to every employee, is an essential first step.

Question 6

Asking young female factory-position applicants to demonstrate their lifting skills and not asking older female candidates or any male candidates to do so is an example of

Accepted Answer

A) discrimination on the basis of age. 
B) discrimination on the basis of age and gender. 
C) discrimination on the basis of age and race. 
D) a permissible employer practice. 
E) unintentional direct discrimination. 
A) discrimination on the basis of age. 
B) discrimination on the basis of age and gender. 
C) discrimination on the basis of age and race. 
D) a permissible employer practice. 
E) unintentional direct discrimination.

Question 7

What is a bona fide occupational requirement (BFOR)? Define the term and give an example of a BFOR for a truck driver.

Accepted Answer

A bona fide occupational requi

Question 8

The Supreme Court of Canada has made it clear that

Accepted Answer

A) it is an employee's responsibility to prevent and report harassment. 
B) having a harassment policy is sufficient to prevent harassment claims. 
C) supervisors can be liable for failing to take action against harassment. 
D) if harassment is occurring, supervisors can ignore it unless an employee reports it to them directly. 
E) alleged harassers should be severely punished. 
A) it is an employee's responsibility to prevent and report harassment. 
B) having a harassment policy is sufficient to prevent harassment claims. 
C) supervisors can be liable for failing to take action against harassment. 
D) if harassment is occurring, supervisors can ignore it unless an employee reports it to them directly. 
E) alleged harassers should be severely punished.

Question 9

Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of

Accepted Answer

A) discrimination on the basis of association. 
B) intentional/direct discrimination. 
C) intentional and indirect discrimination. 
D) systemic discrimination. 
E) unintentional discrimination. 
A) discrimination on the basis of association. 
B) intentional/direct discrimination. 
C) intentional and indirect discrimination. 
D) systemic discrimination. 
E) unintentional discrimination.

Question 10

A company with employees in different provinces/territories must monitor the legislation in each of those jurisdictions because

Accepted Answer

A) it is specified under employment law. 
B) legislation changes and it may vary from one jurisdiction to another. 
C) it is required under Canada Labour Code. 
D) it is required under the Human Rights Act. 
E) legislation has commonalities across jurisdictions. 
A) it is specified under employment law. 
B) legislation changes and it may vary from one jurisdiction to another. 
C) it is required under Canada Labour Code. 
D) it is required under the Human Rights Act. 
E) legislation has commonalities across jurisdictions.

Question 11

An employer is concerned with employee theft in the workplace and wants to implement a video surveillance system.What questions should the employer consider before implementing the system? In your answer, focus on four aspects of the implementation of a video surveillance system.

Accepted Answer

The outline for this answer comes from F

Question 12

A justifiable reason for discrimination based on business necessity is known as

Accepted Answer

A) reasonable accommodation. 
B) permissible discrimination. 
C) a business necessity requirement. 
D) reverse discrimination. 
E) a bona fide occupational requirement. 
A) reasonable accommodation. 
B) permissible discrimination. 
C) a business necessity requirement. 
D) reverse discrimination. 
E) a bona fide occupational requirement.

Question 13

Two job ads for a store clerk position are posted on Craigslist.One is for a small corner store that employs only two clerks.The other is for a large department store chain.Both ads say "must be available to work on Saturday." A qualified individual whose religious observances mean they are unavailable for work on Saturday applies for each job.Describe the employer's responsibility for reasonable accommodation in this case, and why you think the employer would be expected to accommodate the job applicant in each case.

Accepted Answer

The requirement to work on Saturday is r

Question 14

Which of the following statements is true about human rights enforcement procedures?

Accepted Answer

A) Human rights investigators must obtain a court order before entering an employer's premises. 
B) Most human rights complaints are settled by a Board of Inquiry or Tribunal. 
C) A human rights commission can initiate a complaint if it has reasonable grounds to believe that a party is engaging in a discriminatory practice. 
D) Filing a human rights complaint involves significant employee costs. 
E) The only human rights cases that can be heard by the Supreme Court of Canada are those involving federally-regulated employers and employees. 
A) Human rights investigators must obtain a court order before entering an employer's premises. 
B) Most human rights complaints are settled by a Board of Inquiry or Tribunal. 
C) A human rights commission can initiate a complaint if it has reasonable grounds to believe that a party is engaging in a discriminatory practice. 
D) Filing a human rights complaint involves significant employee costs. 
E) The only human rights cases that can be heard by the Supreme Court of Canada are those involving federally-regulated employers and employees.

Question 15

Examples of systemic discrimination include

Accepted Answer

A) internal or word-of-mouth hiring policies in work places that have embraced diversity. 
B) job-related employment tests. 
C) lack of explicit anti-harassment guidelines. 
D) refusing to hire persons convicted of a crime in Canada. 
E) refusing to hire persons of Asian origin. 
A) internal or word-of-mouth hiring policies in work places that have embraced diversity. 
B) job-related employment tests. 
C) lack of explicit anti-harassment guidelines. 
D) refusing to hire persons convicted of a crime in Canada. 
E) refusing to hire persons of Asian origin.

Question 16

Harassment

Accepted Answer

A) directed by clients or customers towards an employee is not the employer's responsibility once it has been reported. 
B) is prohibited on all prescribed grounds in all jurisdictions and is a violation of reasonable accommodation. 
C) includes offensive or humiliating behaviour that is related to a person's sex, as well as behaviour of a sexual nature. 
D) on a prohibited ground is not constituted by directing derogatory remarks about Italians towards an Italian employee. 
E) includes unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome. 
A) directed by clients or customers towards an employee is not the employer's responsibility once it has been reported. 
B) is prohibited on all prescribed grounds in all jurisdictions and is a violation of reasonable accommodation. 
C) includes offensive or humiliating behaviour that is related to a person's sex, as well as behaviour of a sexual nature. 
D) on a prohibited ground is not constituted by directing derogatory remarks about Italians towards an Italian employee. 
E) includes unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome.

Question 17

Contract law governs collective agreements and individual employment contracts.

Accepted Answer

A) True 
 B)False

Question 18

Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

Accepted Answer

A) True 
 B)False

Question 19

A national railway has a safety rule that all employees working in the rail yard must wear hardhats.Several Sikh employees have refused to follow the rule as their religion forbids them from removing their turbans, which is required in order for them to wear the hardhats.Which of the following statements is true?

Accepted Answer

A) There is no discrimination. 
B) This is systemic discrimination. 
C) This is intentional discrimination. 
D) This is direct discrimination on the basis of religion. 
E) This is systemic discrimination on the basis of religion. 
A) There is no discrimination. 
B) This is systemic discrimination. 
C) This is intentional discrimination. 
D) This is direct discrimination on the basis of religion. 
E) This is systemic discrimination on the basis of religion.

Question 20

Which of the following statements is accurate?

Accepted Answer

A) It is not legally permissible to refuse to hire a blind person to drive a truck. 
B) Organizations must be able to show that any physical standards used for selecting employees for a particular job are truly necessary. 
C) Accommodating work schedules around religious holidays is generally not required by human rights legislation. 
D) Imposing rigid physical standards for certain jobs is not systemic discrimination. 
E) Accommodating the needs of an employee with depression to the point of undue hardship is not required in certain Canadian jurisdictions. 
A) It is not legally permissible to refuse to hire a blind person to drive a truck. 
B) Organizations must be able to show that any physical standards used for selecting employees for a particular job are truly necessary. 
C) Accommodating work schedules around religious holidays is generally not required by human rights legislation. 
D) Imposing rigid physical standards for certain jobs is not systemic discrimination. 
E) Accommodating the needs of an employee with depression to the point of undue hardship is not required in certain Canadian jurisdictions.

What steps should an employer use to design an employment equity program and ensure success?

The Personal Information Protection and Electronic Documents Act governs

A deliberately structured process is involved when developing an employment equity program.

All jurisdictions in Canada prohibit discrimination on the grounds of

For an employment equity program to be successful,

Asking young female factory-position applicants to demonstrate their lifting skills and not asking older female candidates or any male candidates to do so is an example of

What is a bona fide occupational requirement (BFOR)? Define the term and give an example of a BFOR for a truck driver.

The Supreme Court of Canada has made it clear that

Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of

A company with employees in different provinces/territories must monitor the legislation in each of those jurisdictions because

An employer is concerned with employee theft in the workplace and wants to implement a video surveillance system.What questions should the employer consider before implementing the system? In your answer, focus on four aspects of the implementation of a video surveillance system.

A justifiable reason for discrimination based on business necessity is known as

Which of the following statements is true about human rights enforcement procedures?

Examples of systemic discrimination include

Harassment

Contract law governs collective agreements and individual employment contracts.

Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

Which of the following statements is accurate?

The Strategic Role of Human Resources Management

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

What steps should an employer use to design an employment equity program and ensure success?

The Personal Information Protection and Electronic Documents Act governs

A deliberately structured process is involved when developing an employment equity program.

All jurisdictions in Canada prohibit discrimination on the grounds of

For an employment equity program to be successful,

Asking young female factory-position applicants to demonstrate their lifting skills and not asking older female candidates or any male candidates to do so is an example of

What is a bona fide occupational requirement (BFOR)? Define the term and give an example of a BFOR for a truck driver.

The Supreme Court of Canada has made it clear that

Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of

A company with employees in different provinces/territories must monitor the legislation in each of those jurisdictions because

An employer is concerned with employee theft in the workplace and wants to implement a video surveillance system.What questions should the employer consider before implementing the system? In your answer, focus on four aspects of the implementation of a video surveillance system.

A justifiable reason for discrimination based on business necessity is known as

Which of the following statements is true about human rights enforcement procedures?

Examples of systemic discrimination include

Harassment

Contract law governs collective agreements and individual employment contracts.

Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

Which of the following statements is accurate?

The Strategic Role of Human Resources Management

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters