Question 1

Which of the following statements is true regarding people with disabilities?

Accepted Answer

A)  People with disabilities still fall short of their estimated labour market availability. 
B)  People with disabilities make up only 2.5% of the federal private sector workforce. 
C)  The representation of persons with disabilities in the federal public sector increased to 5.7% in 2004. 
D)  Of all the designated groups, people with disabilities in the private sector have benefited least from the Employment Equity Act. 
E)  The median employment income of persons with disabilities is 83% of that of other Canadian workers. 
A)  People with disabilities still fall short of their estimated labour market availability. 
B)  People with disabilities make up only 2.5% of the federal private sector workforce. 
C)  The representation of persons with disabilities in the federal public sector increased to 5.7% in 2004. 
D)  Of all the designated groups, people with disabilities in the private sector have benefited least from the Employment Equity Act. 
E)  The median employment income of persons with disabilities is 83% of that of other Canadian workers.

Question 2

Susan is an employee who filed a sexual harassment claim against a fellow worker. Susan felt physically at risk and did not return to work until the matter was settled. After finding the alleged harasser guilty and having him removed from the company, the employer paid Susan for the time she was away from work. What is this an example of?

Accepted Answer

A)  Human rights remedy 
B)  Reactive remedy 
C)  Proactive remedy 
D)  Systemic remedy 
E)  Restitutional remedy 
A)  Human rights remedy 
B)  Reactive remedy 
C)  Proactive remedy 
D)  Systemic remedy 
E)  Restitutional remedy

Question 3

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

Question 4

Guidelines for implementing a harassment policy should include

Accepted Answer

A)  ensuring that a copy of the charge is placed in the file of the alleged harasser. 
B)  information for victims (for example, identifying and defining harassment). 
C)  requiring each employee to sign a document indicating that he or she has received harassment training. 
D)  developing a policy that prohibits harassment on all grounds listed in the Canadian Human Rights Act. 
E)  a description of the legal rights of the alleged harasser. 
A)  ensuring that a copy of the charge is placed in the file of the alleged harasser. 
B)  information for victims (for example, identifying and defining harassment). 
C)  requiring each employee to sign a document indicating that he or she has received harassment training. 
D)  developing a policy that prohibits harassment on all grounds listed in the Canadian Human Rights Act. 
E)  a description of the legal rights of the alleged harasser.

Question 5

Saleem is a new immigrant to Canada with a master's degree in management. Despite his qualifications, Saleem has worked as a clerk in the shipping department of a company for the last year. This is an example of

Accepted Answer

A)  occupational segregation. 
B)  a BFOR. 
C)  underemployment. 
D)  underutilization. 
E)  indirect discrimination. 
A)  occupational segregation. 
B)  a BFOR. 
C)  underemployment. 
D)  underutilization. 
E)  indirect discrimination.

Question 6

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)  senior management must demonstrate commitment and support. 
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)  senior management must demonstrate commitment and support.

Question 7

The advancement of women into senior management positions has been hindered by the existence of a "glass ceiling."

Accepted Answer

A) True 
 B)False

Question 8

Although women make up almost one-half of the Canadian work force, they are still under-represented on executive teams.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following statements about equal pay for equal work legislation is true?

Accepted Answer

A)  In the federal jurisdiction, this principle has been incorporated into the Employment Standards Act since 1971. 
B)  The principle "equal pay for equal work" makes it illegal to discriminate through pay on the basis of age. 
C)  Entitlements are found in the employment/labour standards legislation in every Canadian jurisdiction. 
D)  The principle "equal pay for equal work" makes it illegal to pay nurses and fire fighters differently if their jobs are deemed to be of equal worth to the employer. 
E)  Every jurisdiction in Canada has legislation incorporating the principle of equal pay for equal work. 
A)  In the federal jurisdiction, this principle has been incorporated into the Employment Standards Act since 1971. 
B)  The principle "equal pay for equal work" makes it illegal to discriminate through pay on the basis of age. 
C)  Entitlements are found in the employment/labour standards legislation in every Canadian jurisdiction. 
D)  The principle "equal pay for equal work" makes it illegal to pay nurses and fire fighters differently if their jobs are deemed to be of equal worth to the employer. 
E)  Every jurisdiction in Canada has legislation incorporating the principle of equal pay for equal work.

Question 10

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 11

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 12

Steps in the employment equity process typically include

Accepted Answer

A)  obtaining senior-management commitment and support, data collection, employment systems review training, and follow-up. 
B)  obtaining senior-management commitment and support, employment systems review, diversity training, and systems review. 
C)  obtaining senior-management commitment and support, employment systems review, implementation, and follow up. 
D)  obtaining senior-management commitment and support, data collection and analysis, employment systems review, plan development, implementation, and monitoring. 
E)  obtaining senior-management commitment and support, data collection and analysis, employment systems review, and diversity training. 
A)  obtaining senior-management commitment and support, data collection, employment systems review training, and follow-up. 
B)  obtaining senior-management commitment and support, employment systems review, diversity training, and systems review. 
C)  obtaining senior-management commitment and support, employment systems review, implementation, and follow up. 
D)  obtaining senior-management commitment and support, data collection and analysis, employment systems review, plan development, implementation, and monitoring. 
E)  obtaining senior-management commitment and support, data collection and analysis, employment systems review, and diversity training.

Question 13

Anthony is a student working for an oil refinery during the summer. He is required to climb on top of tall oil tanks to measure the contents in the tank. Anthony is not provided any training on how to do this nor any safety equipment such as being tied off when on top of a tank. What is the employer in violation of?

Accepted Answer

A)  Age discrimination 
B)  Undue hardship 
C)  Reasonable accommodation 
D)  Bona fide occupational requirement 
E)  Discrimination by association 
A)  Age discrimination 
B)  Undue hardship 
C)  Reasonable accommodation 
D)  Bona fide occupational requirement 
E)  Discrimination by association

Question 14

Which of the following statements is accurate about reasonable accommodation?

Accepted Answer

A)  Accommodation short of the point of undue hardship to the employer is acceptable in certain circumstances. 
B)  An employer is only required to accommodate in the case of discrimination on the basis of gender. 
C)  Employers are expected to redesign a work station to enable an individual with a physical disability to do a job. 
D)  Employers are not expected to adjust work schedules to accommodate religious beliefs. 
E)  Employers are not expected to adjust employment policies and practices if discrimination is found. 
A)  Accommodation short of the point of undue hardship to the employer is acceptable in certain circumstances. 
B)  An employer is only required to accommodate in the case of discrimination on the basis of gender. 
C)  Employers are expected to redesign a work station to enable an individual with a physical disability to do a job. 
D)  Employers are not expected to adjust work schedules to accommodate religious beliefs. 
E)  Employers are not expected to adjust employment policies and practices if discrimination is found.

Question 15

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 16

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 17

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 18

Contract law governs collective agreements and individual employment contracts.

Accepted Answer

A) True 
 B)False

Question 19

While half of the population in the Greater Toronto Area are visible minorities, evidence of visible minority underemployment is the fact that

Accepted Answer

A)  the Toronto mayor has never been a visible minority. 
B)  in a study of 3257 leaders in the Greater Toronto Area, only 13% were visible minorities. 
C)  visible minorities are more likely to be hired under employment equity policies than under "open" recruitment and selection processes. 
D)  many people who are visible minorities own restaurants catering to specific ethnic tastes. 
E)  crime rates in visible minority neighborhoods is much higher than the overall crime rate. 
A)  the Toronto mayor has never been a visible minority. 
B)  in a study of 3257 leaders in the Greater Toronto Area, only 13% were visible minorities. 
C)  visible minorities are more likely to be hired under employment equity policies than under "open" recruitment and selection processes. 
D)  many people who are visible minorities own restaurants catering to specific ethnic tastes. 
E)  crime rates in visible minority neighborhoods is much higher than the overall crime rate.

Question 20

Some jurisdictions prohibit harassment on all prescribed grounds, while others only expressly ban sexual harassment.

Accepted Answer

A) True 
 B)False

Which of the following statements is true regarding people with disabilities?

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

Guidelines for implementing a harassment policy should include

Saleem is a new immigrant to Canada with a master's degree in management. Despite his qualifications, Saleem has worked as a clerk in the shipping department of a company for the last year. This is an example of

For an employment equity program to be successful,

The advancement of women into senior management positions has been hindered by the existence of a "glass ceiling."

Although women make up almost one-half of the Canadian work force, they are still under-represented on executive teams.

Which of the following statements about equal pay for equal work legislation is true?

The Personal Information Protection and Electronic Documents Act governs

Examples of systemic discrimination include

Steps in the employment equity process typically include

Which of the following statements is accurate about reasonable accommodation?

The Supreme Court of Canada has made it clear that

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

Contract law governs collective agreements and individual employment contracts.

While half of the population in the Greater Toronto Area are visible minorities, evidence of visible minority underemployment is the fact that

Some jurisdictions prohibit harassment on all prescribed grounds, while others only expressly ban sexual harassment.

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 Deveopment

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

Which of the following statements is true regarding people with disabilities?

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

Guidelines for implementing a harassment policy should include

Saleem is a new immigrant to Canada with a master's degree in management. Despite his qualifications, Saleem has worked as a clerk in the shipping department of a company for the last year. This is an example of

For an employment equity program to be successful,

The advancement of women into senior management positions has been hindered by the existence of a "glass ceiling."

Although women make up almost one-half of the Canadian work force, they are still under-represented on executive teams.

Which of the following statements about equal pay for equal work legislation is true?

The Personal Information Protection and Electronic Documents Act governs

Examples of systemic discrimination include

Steps in the employment equity process typically include

Which of the following statements is accurate about reasonable accommodation?

The Supreme Court of Canada has made it clear that

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

Contract law governs collective agreements and individual employment contracts.

While half of the population in the Greater Toronto Area are visible minorities, evidence of visible minority underemployment is the fact that

Some jurisdictions prohibit harassment on all prescribed grounds, while others only expressly ban sexual harassment.

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 Deveopment

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