Question 1

Which of the following statements would apply to a requirement that a hospital nurse be female

Accepted Answer

A) The requirement is a violation of the Canadian Human Rights Act. 
B) The requirement is a bona fide occupational requirement. 
C) The requirement is justified if the nurse works at the maternity ward of a hospital. 
D) The requirement is mandatory if determined by the Pay Equity Act. 
A) The requirement is a violation of the Canadian Human Rights Act. 
B) The requirement is a bona fide occupational requirement. 
C) The requirement is justified if the nurse works at the maternity ward of a hospital. 
D) The requirement is mandatory if determined by the Pay Equity Act.

Question 2

Accommodation is always applied to a group as opposed to individuals.

Accepted Answer

A) True 
 B)False

Question 3

Ann, who is four feet five inches tall, met with the manager of a liquor store to discuss employment as a cashier.The manager seemed receptive, and Ann left the store with the impression that the manager would call to arrange training.However, the manager hired someone else.When Ann asked, the manager said Ann was too short to do the job.What protection does Ann 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 physical disability. 
C) She is protected on the grounds of national origin. 
D) She is protected on the grounds of source of income. 
A) She is protected on the grounds of sex. 
B) She is protected on the grounds of physical disability. 
C) She is protected on the grounds of national origin. 
D) She is protected on the grounds of source of income.

Question 4

Which of the following statements best defines discrimination

Accepted Answer

A) the duty of an employer to put in place modifications to discriminatory employment practices 
B) any employment rule, practice, or policy that has a negative effect on employees 
C) the denial of opportunity to a person or class of people based on a group characteristic such as age, colour, race, religion, marital status, or mental or physical disability 
D) any unwelcome conduct or consequences that may detrimentally affect the work environment 
A) the duty of an employer to put in place modifications to discriminatory employment practices 
B) any employment rule, practice, or policy that has a negative effect on employees 
C) the denial of opportunity to a person or class of people based on a group characteristic such as age, colour, race, religion, marital status, or mental or physical disability 
D) any unwelcome conduct or consequences that may detrimentally affect the work environment

Question 5

Which of the following is NOT a step in developing and implementing an employment equity plan

Accepted Answer

A) Monitor the changing composition of the internal work force over time. 
B) Obtain government support for the employment equity effort. 
C) Set representative targets for designated groups based on availability of qualified workers. 
D) Make necessary changes to the employment equity intervention to bring designated groups up to future targets. 
A) Monitor the changing composition of the internal work force over time. 
B) Obtain government support for the employment equity effort. 
C) Set representative targets for designated groups based on availability of qualified workers. 
D) Make necessary changes to the employment equity intervention to bring designated groups up to future targets.

Question 6

Define and give an example of three discrimination prohibitions.

Accepted Answer

Employment equity (federal legislation)

Question 7

To which of the following designated groups does employment equity apply

Accepted Answer

A) women, visible minorities, Aboriginal peoples, and people with disabilities 
B) visible minorities, Aboriginal peoples, and people with disabilities 
C) immigrants, First Nations people, and people with physical handicaps 
D) Aboriginal peoples, people with disabilities, and international students 
A) women, visible minorities, Aboriginal peoples, and people with disabilities 
B) visible minorities, Aboriginal peoples, and people with disabilities 
C) immigrants, First Nations people, and people with physical handicaps 
D) Aboriginal peoples, people with disabilities, and international students

Question 8

Scenario 3.4 You are the HR manager for a Canadian university located in Ontario.An Asian university business professor has worked at that Canadian university for 15 years.He was denied a tenure position on several occasions.Three other faculty (all white) with less education and experience received tenure positions in the past two years.
-Refer to Scenario 3.4.There are many actions the HR manager can take.What would be an important initial step to deal with this situation

Accepted Answer

A) Adopt employment equity policies and practices. 
B) Ensure valid and reliable job-related criteria are used to assess applicants. 
C) Educate management on harassment prevention policies and practices. 
D) Initiate problem solving through a formal internal complaint process. 
A) Adopt employment equity policies and practices. 
B) Ensure valid and reliable job-related criteria are used to assess applicants. 
C) Educate management on harassment prevention policies and practices. 
D) Initiate problem solving through a formal internal complaint process.

Question 9

What are the four legal means that affect employment practices in recruitment and selection

Accepted Answer

A) constitutional law, human rights law, employment equity, and labour law 
B) constitutional law, criminal law, civil law, and labour law 
C) criminal law, labour law, employment equity, and federal law 
D) human rights law, employment equity, labour law, and civil law 
A) constitutional law, human rights law, employment equity, and labour law 
B) constitutional law, criminal law, civil law, and labour law 
C) criminal law, labour law, employment equity, and federal law 
D) human rights law, employment equity, labour law, and civil law

Question 10

A school teacher has HIV, and the parents of many of the students have asked that their children be transferred to another teacher or school.The school board has told the teacher that he must transfer to a position where he is not in contact with the children.Which statement applies to this situation

Accepted Answer

A) It is not discrimination because there is a safety concern for employees and students. 
B) It is not discrimination because the teacher would not be able to do his job. 
C) It is a violation of human rights legislation, based on physical disability. 
D) It is a violation of human rights legislation, based on sex. 
A) It is not discrimination because there is a safety concern for employees and students. 
B) It is not discrimination because the teacher would not be able to do his job. 
C) It is a violation of human rights legislation, based on physical disability. 
D) It is a violation of human rights legislation, based on sex.

Question 11

Which of the following is NOT a prohibited ground of discrimination

Accepted Answer

A) work experience 
B) race 
C) age 
D) religion 
A) work experience 
B) race 
C) age 
D) religion

Question 12

Which of the following is a prohibited ground of discrimination

Accepted Answer

A) education 
B) tattoos 
C) weight 
D) colour 
A) education 
B) tattoos 
C) weight 
D) colour

Question 13

Scenario 3.3 You have recently been hired as the HR manager for KM Contracting, a medium-sized construction company with offices throughout Canada.Many of the company's trades employees are unionized, and one of the company's largest contracts is with the federal government.It has come to your attention that Ms.Jones, an elderly woman who works as an office clerk, has been humiliated and treated disrespectfully about her obesity for 11 years.She has been called offensive names and heard comments about the way she "waddles." During this time, her manager criticized her work performance and stated that "women are best working at home in the kitchen." She has been passed over for promotions and no longer applies for other positions because of her low self-esteem resulting from the intimidating workplace environment.The company's discrimination policy states that it promotes a work environment that is free from discrimination.Managers have stated that they cannot always distinguish between inappropriate or illegal discrimination behaviours.The CEO has asked you to educate all levels of management about the legal requirements that must be met in recruitment and selection.He also wants you to develop some practical nondiscriminatory recruitment and selection guidelines for all employees.
-Refer to Scenario 3.3.What are the four legal sources that affect KM Contracting's employment practices in recruitment and selection

Accepted Answer

A) constitutional law, human rights law, employment equity, labour law 
B) constitutional law, criminal law, civil law, labour law 
C) criminal law, labour law, employment equity, federal law 
D) human rights law, employment equity, labour law, civil law 
A) constitutional law, human rights law, employment equity, labour law 
B) constitutional law, criminal law, civil law, labour law 
C) criminal law, labour law, employment equity, federal law 
D) human rights law, employment equity, labour law, civil law

Which of the following statements would apply to a requirement that a hospital nurse be female

Accommodation is always applied to a group as opposed to individuals.

Which of the following statements best defines discrimination

Which of the following is NOT a step in developing and implementing an employment equity plan

Define and give an example of three discrimination prohibitions.

To which of the following designated groups does employment equity apply

What are the four legal means that affect employment practices in recruitment and selection

Which of the following is NOT a prohibited ground of discrimination

Which of the following is a prohibited ground of discrimination

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

Which of the following statements would apply to a requirement that a hospital nurse be female

Accommodation is always applied to a group as opposed to individuals.

Which of the following statements best defines discrimination

Which of the following is NOT a step in developing and implementing an employment equity plan

Define and give an example of three discrimination prohibitions.

To which of the following designated groups does employment equity apply

What are the four legal means that affect employment practices in recruitment and selection

Which of the following is NOT a prohibited ground of discrimination

Which of the following is a prohibited ground of discrimination

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