Question 1

An employment equity program is designed to

Accepted Answer

A)  increase representation of men on corporate boards. 
B)  increase occupational segregation. 
C)  achieve a balanced representation of designated group members. 
D)  reduce harassment and related complaints. 
E)  reduce effects of a poisoned environment. 
A)  increase representation of men on corporate boards. 
B)  increase occupational segregation. 
C)  achieve a balanced representation of designated group members. 
D)  reduce harassment and related complaints. 
E)  reduce effects of a poisoned environment.

Question 2

A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance rating is an example of

Accepted Answer

A)  executive privilege. 
B)  sexual coercion. 
C)  a job related annoyance. 
D)  sexual annoyance. 
E)  a BFOR. 
A)  executive privilege. 
B)  sexual coercion. 
C)  a job related annoyance. 
D)  sexual annoyance. 
E)  a BFOR.

Question 3

If a company classifies male employees as administrators and female employees doing the same work as clerks and provides different wage rates based on the classifications, 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)  none of the above. 
A)  collective agreement. 
B)  principle of equal pay for equal work. 
C)  gender-based discrimination principle. 
D)  Income Tax Act. 
E)  none of the above.

Question 4

The most difficult type of discrimination to detect and combat is

Accepted Answer

A)  differential treatment. 
B)  intentional direct discrimination. 
C)  intentional indirect discrimination. 
D)  reverse discrimination. 
E)  systemic discrimination. 
A)  differential treatment. 
B)  intentional direct discrimination. 
C)  intentional indirect discrimination. 
D)  reverse discrimination. 
E)  systemic discrimination.

Question 5

XYZ is a technology company. In the lobby of its corporate office, it has a large-screen television that profiles employees who work at XYZ. Employees are asked to supply their name, business title, and their favourite hobby. The collection of employee information for this purpose

Accepted Answer

A)  is a violation of PIPEDA and not allowed. 
B)  can be made a condition of continued employment at XYZ. 
C)  is allowed as long as the hobby listed doesn't contain any information that is defamatory or would otherwise harm the image of the employer. 
D)  is allowed as long as everyone participates without discrimination based on age, race, or sex. 
E)  is allowed if employees give their consent. 
A)  is a violation of PIPEDA and not allowed. 
B)  can be made a condition of continued employment at XYZ. 
C)  is allowed as long as the hobby listed doesn't contain any information that is defamatory or would otherwise harm the image of the employer. 
D)  is allowed as long as everyone participates without discrimination based on age, race, or sex. 
E)  is allowed if employees give their consent.

Question 6

The Charter of Rights and Freedoms and the rights it contains, such as freedom of association, apply to

Accepted Answer

A)  private sector employers only. 
B)  actions of the federal government only. 
C)  actions of the federal, provincial, and municipal governments. 
D)  public and private sector employers. 
E)  actions of all governments and all employers. 
A)  private sector employers only. 
B)  actions of the federal government only. 
C)  actions of the federal, provincial, and municipal governments. 
D)  public and private sector employers. 
E)  actions of all governments and all employers.

Question 7

Establishing minimum employee entitlements is most closely associated with

Accepted Answer

A)  employment equity legislation. 
B)  the Charter of Rights and Freedoms. 
C)  pay equity legislation. 
D)  human rights legislation. 
E)  employment standards legislation. 
A)  employment equity legislation. 
B)  the Charter of Rights and Freedoms. 
C)  pay equity legislation. 
D)  human rights legislation. 
E)  employment standards legislation.

Question 8

Identify the four designated groups under Employment Equity legislation. For each of the four designated groups, describe the way in which the group is under-represented in the workforce today.

Accepted Answer

Women, aboriginals, people with disabili

Question 9

Refusing to hire a man who had been convicted and then pardoned for a drug-related offence as a counsellor at a federal correctional centre is an example of

Accepted Answer

A)  intentional direct discrimination. 
B)  pro-active recruitment. 
C)  systemic discrimination. 
D)  protection against negligent hiring. 
E)  a permissible employer practice under all human rights legislation. 
A)  intentional direct discrimination. 
B)  pro-active recruitment. 
C)  systemic discrimination. 
D)  protection against negligent hiring. 
E)  a permissible employer practice under all human rights legislation.

An employment equity program is designed to

A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance rating is an example of

If a company classifies male employees as administrators and female employees doing the same work as clerks and provides different wage rates based on the classifications, the company is violating the

The most difficult type of discrimination to detect and combat is

XYZ is a technology company. In the lobby of its corporate office, it has a large-screen television that profiles employees who work at XYZ. Employees are asked to supply their name, business title, and their favourite hobby. The collection of employee information for this purpose

The Charter of Rights and Freedoms and the rights it contains, such as freedom of association, apply to

Establishing minimum employee entitlements is most closely associated with

Identify the four designated groups under Employment Equity legislation. For each of the four designated groups, describe the way in which the group is under-represented in the workforce today.

Refusing to hire a man who had been convicted and then pardoned for a drug-related offence as a counsellor at a federal correctional centre is an example of

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

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

An employment equity program is designed to

A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance rating is an example of

If a company classifies male employees as administrators and female employees doing the same work as clerks and provides different wage rates based on the classifications, the company is violating the

The most difficult type of discrimination to detect and combat is

XYZ is a technology company. In the lobby of its corporate office, it has a large-screen television that profiles employees who work at XYZ. Employees are asked to supply their name, business title, and their favourite hobby. The collection of employee information for this purpose

The Charter of Rights and Freedoms and the rights it contains, such as freedom of association, apply to

Establishing minimum employee entitlements is most closely associated with

Identify the four designated groups under Employment Equity legislation. For each of the four designated groups, describe the way in which the group is under-represented in the workforce today.

Refusing to hire a man who had been convicted and then pardoned for a drug-related offence as a counsellor at a federal correctional centre is an example of

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