Question 1

Which of the following is a systemic barrier that has a negative employment impact on visible minorities?

Accepted Answer

A)  lack of recognition of foreign credentials 
B)  minimal levels of language requirements 
C)  diversity management initiatives 
D)  gender biased aptitude tests 
A)  lack of recognition of foreign credentials 
B)  minimal levels of language requirements 
C)  diversity management initiatives 
D)  gender biased aptitude tests

Question 2

While no specific provincial acts pertain to employment equity, the concept of employment equity is rooted in federal and provincial employment standards legislation, human rights codes, and the Canadian Charter of Rights and Freedoms.

Accepted Answer

A) True 
 B)False

Question 3

What are employers covered by the Employment Equity Act legally obligated to do?

Accepted Answer

A)  identify and remove any employment barriers for members of designated groups 
B)  establish pay equity policies 
C)  appoint an employment equity coordinator to liaise with the federal regulatory agency 
D)  establish a joint committee comprised of union and management representatives 
A)  identify and remove any employment barriers for members of designated groups 
B)  establish pay equity policies 
C)  appoint an employment equity coordinator to liaise with the federal regulatory agency 
D)  establish a joint committee comprised of union and management representatives

Question 4

Employers who pay men and women different salaries when performing the same job are violating the Pay Equity Act, when the salary differences are based on which variable?

Accepted Answer

A)  incentive plans 
B)  seniority 
C)  merit 
D)  gender 
A)  incentive plans 
B)  seniority 
C)  merit 
D)  gender

Question 5

The Canada Labour Code covers basic employment conditions and human rights prohibitions

Accepted Answer

A) True 
 B)False

Question 6

It is recommended that a company's anti-harassment policy acknowledge that the company is committed to a harassment-free environment.

Accepted Answer

A) True 
 B)False

Question 7

What legislation states that significant work-related stressors such as bullying, harassment, or violence are prohibited?

Accepted Answer

A)  privacy legislation 
B)  occupational health and safety legislation 
C)  employment equity legislation 
D)  human rights mental disability prohibition 
A)  privacy legislation 
B)  occupational health and safety legislation 
C)  employment equity legislation 
D)  human rights mental disability prohibition

Question 8

The only difference between federal and provincial human rights laws is that the former cover federally regulated industries and the latter cover provincially regulated industries.

Accepted Answer

A) True 
 B)False

Question 9

Who should be aware of their personal biases and how these attitudes can influence their dealings with one another?

Accepted Answer

A)  all employees, including supervisors and managers 
B)  full-time employees 
C)  male employees 
D)  managers 
A)  all employees, including supervisors and managers 
B)  full-time employees 
C)  male employees 
D)  managers

Question 10

In addition to legislation, companies choose to treat their employees in certain ways because it is just "good business."

Accepted Answer

A) True 
 B)False

Question 11

Under the Employment Equity Act, employers are required to develop plans to better represent members of the designated groups.

Accepted Answer

A) True 
 B)False

Question 12

An example of sexual harassment is having to listen to comments made by co-workers about their sexual conquests every Monday morning, even after you have stated that their remarks make you extremely uncomfortable.

Accepted Answer

A) True 
 B)False

Question 13

Ethics can be defined as a set of rules and guidelines in an organization.

Accepted Answer

A) True 
 B)False

Question 14

When balancing labour laws, business laws, and human rights legislation, which of the following is the most important?

Accepted Answer

A)  They are all equal. 
B)  They are as important as business law. 
C)  They are less important than labour law. 
D)  Human rights legislation has priority. 
A)  They are all equal. 
B)  They are as important as business law. 
C)  They are less important than labour law. 
D)  Human rights legislation has priority.

Question 15

When managers ignore the legal aspects of HRM, what do they risk?

Accepted Answer

A)  incurring costly and time-consuming litigation 
B)  upsetting union officials 
C)  breaking employee codes of conduct 
D)  being bad managers 
A)  incurring costly and time-consuming litigation 
B)  upsetting union officials 
C)  breaking employee codes of conduct 
D)  being bad managers

Question 16

Which of the following is a factor in pay equity comparisons?

Accepted Answer

A)  current pay rate 
B)  performance of the employees 
C)  seniority 
D)  skill and effort 
A)  current pay rate 
B)  performance of the employees 
C)  seniority 
D)  skill and effort

Question 17

Which of the following companies claims to have a culture of diversity and inclusion, even though its actions suggest otherwise?

Accepted Answer

A)  HP 
B)  Walmart 
C)  SAP 
D)  Museum of Vancouver 
A)  HP 
B)  Walmart 
C)  SAP 
D)  Museum of Vancouver

Question 18

What legislation involves the identification and removal of systemic barriers to employment opportunities that affect designated groups?

Accepted Answer

A)  Pay Equity Act 
B)  Employment Equity Act 
C)  Employment Standards Act 
D)  Human Rights Code 
A)  Pay Equity Act 
B)  Employment Equity Act 
C)  Employment Standards Act 
D)  Human Rights Code

Question 19

What is an example of an effective non-discriminatory practice?

Accepted Answer

A)  internal job postings 
B)  a formal job posting targeted to particular underrepresented groups 
C)  promoting employees based on seniority 
D)  word-of-mouth recruitment 
A)  internal job postings 
B)  a formal job posting targeted to particular underrepresented groups 
C)  promoting employees based on seniority 
D)  word-of-mouth recruitment

Question 20

Only six of the provinces, including Ontario, have pay equity legislation.

Accepted Answer

A) True 
 B)False

Which of the following is a systemic barrier that has a negative employment impact on visible minorities?

While no specific provincial acts pertain to employment equity, the concept of employment equity is rooted in federal and provincial employment standards legislation, human rights codes, and the Canadian Charter of Rights and Freedoms.

What are employers covered by the Employment Equity Act legally obligated to do?

Employers who pay men and women different salaries when performing the same job are violating the Pay Equity Act, when the salary differences are based on which variable?

The Canada Labour Code covers basic employment conditions and human rights prohibitions

It is recommended that a company's anti-harassment policy acknowledge that the company is committed to a harassment-free environment.

What legislation states that significant work-related stressors such as bullying, harassment, or violence are prohibited?

The only difference between federal and provincial human rights laws is that the former cover federally regulated industries and the latter cover provincially regulated industries.

Who should be aware of their personal biases and how these attitudes can influence their dealings with one another?

In addition to legislation, companies choose to treat their employees in certain ways because it is just "good business."

Under the Employment Equity Act, employers are required to develop plans to better represent members of the designated groups.

An example of sexual harassment is having to listen to comments made by co-workers about their sexual conquests every Monday morning, even after you have stated that their remarks make you extremely uncomfortable.

Ethics can be defined as a set of rules and guidelines in an organization.

When balancing labour laws, business laws, and human rights legislation, which of the following is the most important?

When managers ignore the legal aspects of HRM, what do they risk?

Which of the following is a factor in pay equity comparisons?

Which of the following companies claims to have a culture of diversity and inclusion, even though its actions suggest otherwise?

What legislation involves the identification and removal of systemic barriers to employment opportunities that affect designated groups?

What is an example of an effective non-discriminatory practice?

Only six of the provinces, including Ontario, have pay equity legislation.

Exploring Why Hrm Matters to All Employees

Creating a Culture of Well-Being

Defining, Analyzing, and Designing the Work

Planning For, Recruiting, and Selecting the Workforce

Orienting, Training, and Developing Employees

Managing Employee Performance

Rewarding and Recognizing Employees

Dealing With Management Rights, Employee Rights, and Discipline

Understanding Labour Relations and Collective Bargaining

Learning About International Human Resources Management

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Exam 2: Operating Within the Legal Framework

Which of the following is a systemic barrier that has a negative employment impact on visible minorities?

While no specific provincial acts pertain to employment equity, the concept of employment equity is rooted in federal and provincial employment standards legislation, human rights codes, and the Canadian Charter of Rights and Freedoms.

What are employers covered by the Employment Equity Act legally obligated to do?

Employers who pay men and women different salaries when performing the same job are violating the Pay Equity Act, when the salary differences are based on which variable?

The Canada Labour Code covers basic employment conditions and human rights prohibitions

It is recommended that a company's anti-harassment policy acknowledge that the company is committed to a harassment-free environment.

What legislation states that significant work-related stressors such as bullying, harassment, or violence are prohibited?

The only difference between federal and provincial human rights laws is that the former cover federally regulated industries and the latter cover provincially regulated industries.

Who should be aware of their personal biases and how these attitudes can influence their dealings with one another?

In addition to legislation, companies choose to treat their employees in certain ways because it is just "good business."

Under the Employment Equity Act, employers are required to develop plans to better represent members of the designated groups.

An example of sexual harassment is having to listen to comments made by co-workers about their sexual conquests every Monday morning, even after you have stated that their remarks make you extremely uncomfortable.

Ethics can be defined as a set of rules and guidelines in an organization.

When balancing labour laws, business laws, and human rights legislation, which of the following is the most important?

When managers ignore the legal aspects of HRM, what do they risk?

Which of the following is a factor in pay equity comparisons?

Which of the following companies claims to have a culture of diversity and inclusion, even though its actions suggest otherwise?

What legislation involves the identification and removal of systemic barriers to employment opportunities that affect designated groups?

What is an example of an effective non-discriminatory practice?

Only six of the provinces, including Ontario, have pay equity legislation.

Exploring Why Hrm Matters to All Employees

Creating a Culture of Well-Being

Defining, Analyzing, and Designing the Work

Planning For, Recruiting, and Selecting the Workforce

Orienting, Training, and Developing Employees

Managing Employee Performance

Rewarding and Recognizing Employees

Dealing With Management Rights, Employee Rights, and Discipline

Understanding Labour Relations and Collective Bargaining

Learning About International Human Resources Management

Filters