Question 1

According to the textbook, what is the purpose of employment equity

Accepted Answer

A) to achieve equality in the workplace 
B) to generate equal opportunity employers 
C) to encourage diversity management 
D) to promote unbiased and fair hiring practices 
A) to achieve equality in the workplace 
B) to generate equal opportunity employers 
C) to encourage diversity management 
D) to promote unbiased and fair hiring practices

Question 2

Which of the following is/are NOT covered by the Canadian Human Rights Act

Accepted Answer

A) crown corporations 
B) banks 
C) Canada Post 
D) BC labour laws 
A) crown corporations 
B) banks 
C) Canada Post 
D) BC labour laws

Question 3

Within all Canadian jurisdictions, which of the following is a prohibited ground of employment discrimination

Accepted Answer

A) criminal conviction 
B) religion 
C) family status 
D) language 
A) criminal conviction 
B) religion 
C) family status 
D) language

Question 4

Scenario 3.2 Mr.Smith, a public elementary school custodian, is a Seventh Day Adventist.His religious beliefs prevent him from working from sundown Friday to sundown Saturday.The work schedule, which requires him to work a Friday shift from 3 p.m.to 11 p.m., is set out in the collective agreement between his employer and his union.Accommodating Mr.Smith's religious beliefs would require allowing him to work hours different from those specified.The employer and the union can't agree on a means of accommodating Mr.Smith.As a result, he is dismissed from his job.
-Refer to Scenario 3.2.What human rights legal concept has emerged in this situation

Accepted Answer

A) accommodation 
B) adverse effect discrimination 
C) employment equity 
D) sufficient risk 
A) accommodation 
B) adverse effect discrimination 
C) employment equity 
D) sufficient risk

Question 5

The Canadian Human Rights Commission received 1735 complaints in 2016.What percentage of these complaints were related to discrimination related to disabilities

Accepted Answer

A) 18 percent 
B) 28 percent 
C) 38 percent 
D) 60 percent 
A) 18 percent 
B) 28 percent 
C) 38 percent 
D) 60 percent

Question 6

An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups

Accepted Answer

A) additional costs 
B) undue hardship 
C) negative reaction from other employees 
D) administrative difficulties 
A) additional costs 
B) undue hardship 
C) negative reaction from other employees 
D) administrative difficulties

Question 7

Which of the following laws do NOT regulate recruitment and selection within an organization

Accepted Answer

A) Canadian Charter of Rights and Freedoms 
B) human rights legislation 
C) constitutional law 
D) criminal law 
A) Canadian Charter of Rights and Freedoms 
B) human rights legislation 
C) constitutional law 
D) criminal law

Question 8

Reasonable accommodation refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.

Accepted Answer

A) True 
 B)False

Question 9

Why is the Renaud case from the Supreme Court of Canada important

Accepted Answer

A) It established that the employer was responsible to accommodate employees. 
B) It established that undue hardship was related to employee morale. 
C) It established that the union could be found to have discriminated against its employees. 
D) It established that sufficient risk needs to incorporate both financial and nonfinancial aspects. 
A) It established that the employer was responsible to accommodate employees. 
B) It established that undue hardship was related to employee morale. 
C) It established that the union could be found to have discriminated against its employees. 
D) It established that sufficient risk needs to incorporate both financial and nonfinancial aspects.

Question 10

In an employment interview, it is acceptable (legal) to ask candidates if they are prepared to travel or be transferred if those are requirements of the job.

Accepted Answer

A) True 
 B)False

Question 11

What is the intent of the federal Employment Equity Act

Accepted Answer

A) to promote equal pay for male and female employees 
B) to remove employment barriers for designated groups 
C) to ensure employees are able to join a union of their choice 
D) to prohibit discrimination on prohibited grounds 
A) to promote equal pay for male and female employees 
B) to remove employment barriers for designated groups 
C) to ensure employees are able to join a union of their choice 
D) to prohibit discrimination on prohibited grounds

Question 12

What are the four legal means that affect employment practices in Canada
 Identify and briefly describe each one.

Accepted Answer

Constitutional law is the supreme law of

Question 13

A clothing store is recruiting seasonal employees.It is October, and the successful candidates will be offered three months' work for the store's busiest season.One applicant with a solid background in retail sales appears to be pregnant.The supervisor decides not to hire her.What protection does the job applicant have under human rights law in this situation

Accepted Answer

A) She is protected on the grounds of sex. 
B) She is protected on the grounds of family status. 
C) She is protected on the grounds of age. 
D) She is protected on the grounds of marital status. 
A) She is protected on the grounds of sex. 
B) She is protected on the grounds of family status. 
C) She is protected on the grounds of age. 
D) She is protected on the grounds of marital status.

Question 14

It is never acceptable to ask job candidates if they have a criminal record.

Accepted Answer

A) True 
 B)False

Question 15

It is appropriate to ask potential employees for a list of all their disabilities, limitations, or health problems.

Accepted Answer

A) True 
 B)False

Question 16

Labour law regulates the minimum age of employment, hours of work, minimum wages, statutory holidays, etc.

Accepted Answer

A) True 
 B)False

Question 17

Scenario 3.5 TS Inc.is a small Canadian aviation company located in Sydney, BC.The company has over 30 employees, primarily pilots and aircraft maintenance engineers.The CEO informs you that you should come up with a recruitment and selection system that will screen out pro-union attitudes, and also to keep this information confidential.John, a practising Muslim, applied in person for an aircraft maintenance engineer position, in response to a newspaper advertisement that listed two years of experience and industry certification.He was not contacted by TS Inc., even though he had over eight years of experience.His ex-wife, who was close friends with the CEO, told John that she had been contacted for a reference.Four months later he learned that the recent hirees had less than two years of experience.
-Refer to Scenario 3.5.Under which jurisdiction does TS Inc.fall

Accepted Answer

A) federal 
B) provincial 
C) national 
D) international 
A) federal 
B) provincial 
C) national 
D) international

Question 18

Scenario 3.1 Bill, who has an arthritic condition, applied for a position as a private bus driver.He met all the conditions of the selection process but was rejected for employment by the company on the advice of the medical doctor who performed the mandatory medical examination.
-What protection does Bill have under human rights law in this situation

Accepted Answer

A) Bill is not being discriminated against as public safety requires a high standard of driving skills. 
B) Bill is protected on the grounds of physical disability. 
C) Bill is protected by employment equity legislation. 
D) Bill is not being discriminated against as driving requires quick response of his hands and feet. 
A) Bill is not being discriminated against as public safety requires a high standard of driving skills. 
B) Bill is protected on the grounds of physical disability. 
C) Bill is protected by employment equity legislation. 
D) Bill is not being discriminated against as driving requires quick response of his hands and feet.

Question 19

Describe provincial labour law or the Canada Labour Code and its relevance to recruitment and selection.

Accepted Answer

Federal and provincial labour laws stipu

Question 20

Which of the following situations characterizes employers that are subject to the Federal Contractors Program

Accepted Answer

A) companies with more than 10 employees and more than $200 000 of business with the federal government 
B) companies with more than 50 employees and more than $500 000 of business with the federal government 
C) companies with more than 100 employees and more than $1 000 000 of business with the federal government 
D) companies with more than 200 employees and more than $3 000 000 of business with the federal government 
A) companies with more than 10 employees and more than $200 000 of business with the federal government 
B) companies with more than 50 employees and more than $500 000 of business with the federal government 
C) companies with more than 100 employees and more than $1 000 000 of business with the federal government 
D) companies with more than 200 employees and more than $3 000 000 of business with the federal government

According to the textbook, what is the purpose of employment equity

Which of the following is/are NOT covered by the Canadian Human Rights Act

Within all Canadian jurisdictions, which of the following is a prohibited ground of employment discrimination

The Canadian Human Rights Commission received 1735 complaints in 2016.What percentage of these complaints were related to discrimination related to disabilities

An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups

Which of the following laws do NOT regulate recruitment and selection within an organization

Reasonable accommodation refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.

Why is the Renaud case from the Supreme Court of Canada important

In an employment interview, it is acceptable (legal) to ask candidates if they are prepared to travel or be transferred if those are requirements of the job.

What is the intent of the federal Employment Equity Act

What are the four legal means that affect employment practices in Canada Identify and briefly describe each one.

It is never acceptable to ask job candidates if they have a criminal record.

It is appropriate to ask potential employees for a list of all their disabilities, limitations, or health problems.

Labour law regulates the minimum age of employment, hours of work, minimum wages, statutory holidays, etc.

Describe provincial labour law or the Canada Labour Code and its relevance to recruitment and selection.

Which of the following situations characterizes employers that are subject to the Federal Contractors Program

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters

Exam 3: Foundations of Recruitment and Selection 2: Legal Issues

According to the textbook, what is the purpose of employment equity

Which of the following is/are NOT covered by the Canadian Human Rights Act

Within all Canadian jurisdictions, which of the following is a prohibited ground of employment discrimination

The Canadian Human Rights Commission received 1735 complaints in 2016.What percentage of these complaints were related to discrimination related to disabilities

An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups

Which of the following laws do NOT regulate recruitment and selection within an organization

Reasonable accommodation refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.

Why is the Renaud case from the Supreme Court of Canada important

In an employment interview, it is acceptable (legal) to ask candidates if they are prepared to travel or be transferred if those are requirements of the job.

What is the intent of the federal Employment Equity Act

What are the four legal means that affect employment practices in Canada Identify and briefly describe each one.

It is never acceptable to ask job candidates if they have a criminal record.

It is appropriate to ask potential employees for a list of all their disabilities, limitations, or health problems.

Labour law regulates the minimum age of employment, hours of work, minimum wages, statutory holidays, etc.

Describe provincial labour law or the Canada Labour Code and its relevance to recruitment and selection.

Which of the following situations characterizes employers that are subject to the Federal Contractors Program

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters