Question 1

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

Accepted Answer

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

Question 2

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 3

Samantha sends four of her five employees for time management training.She does not send Larry as she feels Larry is too old and therefore "stuck in his ways." What is this an example of?

Accepted Answer

A)  Discrimination on the basis of association 
B)  Intentional discrimination in the form of differential or unequal treatment 
C)  Constructive discrimination 
D)  Systemic discrimination 
E)  Unintentional discrimination on the basis of association 
A)  Discrimination on the basis of association 
B)  Intentional discrimination in the form of differential or unequal treatment 
C)  Constructive discrimination 
D)  Systemic discrimination 
E)  Unintentional discrimination on the basis of association

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

The Federal Contractors Program requires firms bidding on federal contracts of $100 000 or more to implement an employment equity plan.

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

A)  legislation often remains the same over time. 
B)  legislation changes and it may vary from one jurisdiction to another. 
C)  it is required under the Canadian Charter of Rights and Freedoms. 
D)  it is required under Constitutional Law. 
E)  legislation has commonalities across jurisdictions. 
A)  legislation often remains the same over time. 
B)  legislation changes and it may vary from one jurisdiction to another. 
C)  it is required under the Canadian Charter of Rights and Freedoms. 
D)  it is required under Constitutional Law. 
E)  legislation has commonalities across jurisdictions.

Question 7

Job evaluation systems that undervalue jobs traditionally held by women are an example of systemic discrimination.

Accepted Answer

A) True 
 B)False

Question 8

Men are under-represented in engineering,natural sciences,and mathematics.

Accepted Answer

A) True 
 B)False

Question 9

Asking female factory-position applicants to demonstrate their lifting skills and not asking 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 sex. 
C)  discrimination on the basis of association. 
D)  a permissible employment practice. 
E)  unintentional discrimination. 
A)  discrimination on the basis of age. 
B)  discrimination on the basis of sex. 
C)  discrimination on the basis of association. 
D)  a permissible employment practice. 
E)  unintentional discrimination.

Question 10

Which of the following statements describe the Charter of Rights and Freedoms accurately?

Accepted Answer

A)  The Charter establishes minimum terms and conditions of the employment relationship. 
B)  The Courts of Appeal are the ultimate interpreters of the Charter. 
C)  The Charter allows laws to infringe on Charter rights if they can be demonstrably justified as reasonable limits in a free and democratic society. 
D)  Employment standards legislation supersedes the Charter. 
E)  It applies to employees in certain provinces only. 
A)  The Charter establishes minimum terms and conditions of the employment relationship. 
B)  The Courts of Appeal are the ultimate interpreters of the Charter. 
C)  The Charter allows laws to infringe on Charter rights if they can be demonstrably justified as reasonable limits in a free and democratic society. 
D)  Employment standards legislation supersedes the Charter. 
E)  It applies to employees in certain provinces only.

Question 11

In general,courts in Canada have permitted electronic monitoring (e.g.,tracking the websites that employees are visiting)as long as there is proper balancing of opposing interests.

Accepted Answer

A) True 
 B)False

Question 12

Guidelines for implementing a harassment policy should include

Accepted Answer

A)  a permissible harassment policy statement. 
B)  information for victims (for example, identifying and defining harassment). 
C)  support for alleged harassers. 
D)  support for retaliation against complainants. 
E)  permissible harassment policy procedures. 
A)  a permissible harassment policy statement. 
B)  information for victims (for example, identifying and defining harassment). 
C)  support for alleged harassers. 
D)  support for retaliation against complainants. 
E)  permissible harassment policy procedures.

Question 13

Contract law governs collective agreements and individual employment contracts.

Accepted Answer

A) True 
 B)False

Question 14

Requesting that an employment agency refer only male candidates for consideration as management trainees is an example of

Accepted Answer

A)  discrimination on the basis of sex. 
B)  discrimination on the basis of association. 
C)  systemic discrimination. 
D)  reverse discrimination. 
E)  a permissible employment practice. 
A)  discrimination on the basis of sex. 
B)  discrimination on the basis of association. 
C)  systemic discrimination. 
D)  reverse discrimination. 
E)  a permissible employment practice.

Question 15

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 16

Which of the following is correct regarding harassment?

Accepted Answer

A)  Harassment from clients or customers towards an employee is not the employer's responsibility once it has been reported. 
B)  Harassment is prohibited on all prescribed grounds in all jurisdictions and is a violation of reasonable accommodation. 
C)  Protecting employees from harassment is not part of the employer's responsibility. 
D)  If employers are aware of harassment that is occurring in their workplace, then they cannot be charged along with the alleged harasser. 
E)  Harassment includes unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome. 
A)  Harassment from clients or customers towards an employee is not the employer's responsibility once it has been reported. 
B)  Harassment is prohibited on all prescribed grounds in all jurisdictions and is a violation of reasonable accommodation. 
C)  Protecting employees from harassment is not part of the employer's responsibility. 
D)  If employers are aware of harassment that is occurring in their workplace, then they cannot be charged along with the alleged harasser. 
E)  Harassment includes unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome.

Question 17

The government in each jurisdiction has created special regulatory bodies to enforce compliance with the law and aid in its interpretation.Two such bodies are the

Accepted Answer

A)  human rights commission and labour unions. 
B)  ministry of labour and the HRSDC. 
C)  ministry of labour and labour unions. 
D)  employment equity commission and ministry of labour. 
E)  human rights commission and ministry of labour. 
A)  human rights commission and labour unions. 
B)  ministry of labour and the HRSDC. 
C)  ministry of labour and labour unions. 
D)  employment equity commission and ministry of labour. 
E)  human rights commission and ministry of labour.

Question 18

If a company classifies male employees as Administrators and female employees doing the same work as Clerks and provides higher wage rates for Administrators,then the company is violating the

Accepted Answer

A)  collective agreement. 
B)  principle of equal pay for equal work. 
C)  gender-based discrimination principle. 
D)  Income Tax Act. 
E)  Diversity Management Act. 
A)  collective agreement. 
B)  principle of equal pay for equal work. 
C)  gender-based discrimination principle. 
D)  Income Tax Act. 
E)  Diversity Management Act.

Question 19

Define and give an example of 1)intentional discrimination and 2)unintentional discrimination-also known as constructive or systematic discrimination.

Accepted Answer

Intentional discrimination-deliberately

Question 20

Employment equity legislation aims to

Accepted Answer

A)  bring the six traditionally disadvantaged groups into the mainstream of Canada's labour force. 
B)  remove employment barriers and promote equality for women, visible minorities, aboriginal people, and persons with disabilities. 
C)  promote unqualified people on the basis of gender, race, and disability. 
D)  remove employment barriers and promote equality for people who have been discriminated against based on association and political belief. 
E)  remove employment barriers and promote equality for people who have been discriminated against based on sexual orientation, marital status, and age. 
A)  bring the six traditionally disadvantaged groups into the mainstream of Canada's labour force. 
B)  remove employment barriers and promote equality for women, visible minorities, aboriginal people, and persons with disabilities. 
C)  promote unqualified people on the basis of gender, race, and disability. 
D)  remove employment barriers and promote equality for people who have been discriminated against based on association and political belief. 
E)  remove employment barriers and promote equality for people who have been discriminated against based on sexual orientation, marital status, and age.

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

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

Samantha sends four of her five employees for time management training.She does not send Larry as she feels Larry is too old and therefore "stuck in his ways." What is this an example of?

All jurisdictions in Canada prohibit discrimination on the grounds of

The Federal Contractors Program requires firms bidding on federal contracts of $100 000 or more to implement an employment equity plan.

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

Job evaluation systems that undervalue jobs traditionally held by women are an example of systemic discrimination.

Men are under-represented in engineering,natural sciences,and mathematics.

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

Which of the following statements describe the Charter of Rights and Freedoms accurately?

In general,courts in Canada have permitted electronic monitoring (e.g.,tracking the websites that employees are visiting)as long as there is proper balancing of opposing interests.

Guidelines for implementing a harassment policy should include

Contract law governs collective agreements and individual employment contracts.

Requesting that an employment agency refer only male candidates for consideration as management trainees is an example of

Which of the following is correct regarding harassment?

The government in each jurisdiction has created special regulatory bodies to enforce compliance with the law and aid in its interpretation.Two such bodies are the

If a company classifies male employees as Administrators and female employees doing the same work as Clerks and provides higher wage rates for Administrators,then the company is violating the

Define and give an example of 1)intentional discrimination and 2)unintentional discrimination-also known as constructive or systematic discrimination.

Employment equity legislation aims to

The Strategic Role of Human Resources Management

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Onboarding and Training

Career and Management Development

Performance Management

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters

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

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

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

Samantha sends four of her five employees for time management training.She does not send Larry as she feels Larry is too old and therefore "stuck in his ways." What is this an example of?

All jurisdictions in Canada prohibit discrimination on the grounds of

The Federal Contractors Program requires firms bidding on federal contracts of $100 000 or more to implement an employment equity plan.

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

Job evaluation systems that undervalue jobs traditionally held by women are an example of systemic discrimination.

Men are under-represented in engineering,natural sciences,and mathematics.

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

Which of the following statements describe the Charter of Rights and Freedoms accurately?

In general,courts in Canada have permitted electronic monitoring (e.g.,tracking the websites that employees are visiting)as long as there is proper balancing of opposing interests.

Guidelines for implementing a harassment policy should include

Contract law governs collective agreements and individual employment contracts.

Requesting that an employment agency refer only male candidates for consideration as management trainees is an example of

Which of the following is correct regarding harassment?

The government in each jurisdiction has created special regulatory bodies to enforce compliance with the law and aid in its interpretation.Two such bodies are the

If a company classifies male employees as Administrators and female employees doing the same work as Clerks and provides higher wage rates for Administrators,then the company is violating the

Define and give an example of 1)intentional discrimination and 2)unintentional discrimination-also known as constructive or systematic discrimination.

Employment equity legislation aims to

The Strategic Role of Human Resources Management

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Onboarding and Training

Career and Management Development

Performance Management

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters