Question 1

What should organizations Bloom's Remember when they decide to embrace a culture of diversity?

Accepted Answer

A)  Once diversity is implemented, it is usually self-sufficient and requires little effort. 
B)  While leadership is important, it's the employees who drive the diversity initiative. 
C)  Inclusion initiatives should be rolled out quickly to keep momentum going. 
D)  It can be a lengthy and complex process. 
A)  Once diversity is implemented, it is usually self-sufficient and requires little effort. 
B)  While leadership is important, it's the employees who drive the diversity initiative. 
C)  Inclusion initiatives should be rolled out quickly to keep momentum going. 
D)  It can be a lengthy and complex process.

Question 2

The objective of undue hardship is to remove workplace conditions that disadvantage groups who are protected by human rights legislation.

Accepted Answer

A) True 
 B)False

Question 3

An employer allowed an employee who was hypersensitive to work remotely from home. What human rights legal concept is this an example of?

Accepted Answer

A)  reasonable accommodation 
B)  systemic discrimination 
C)  bona fide occupational qualification 
D)  undue hardship 
A)  reasonable accommodation 
B)  systemic discrimination 
C)  bona fide occupational qualification 
D)  undue hardship

Question 4

List three examples of legislation that affects employment practices in Canada. Give an example of one.

Accepted Answer

· human rights legislation (Ex. Charter

Question 5

Pay equity law makes it illegal for employers to discriminate against individuals on the basis of job content.

Accepted Answer

A) True 
 B)False

Question 6

Recruitment, training, and performance management all must be examined by organizations looking to increase the diversity of its workforce.

Accepted Answer

A) True 
 B)False

Question 7

Systemic discrimination is discrimination that exists throughout a department or level within an organization.

Accepted Answer

A) True 
 B)False

Question 8

What human rights legal concept is displayed when an employer's workforce is representative of one group in society and the company recruits by only posting job vacancies within the company?

Accepted Answer

A)  reasonable accommodation 
B)  systemic discrimination 
C)  bona fide occupational qualification 
D)  undue hardship 
A)  reasonable accommodation 
B)  systemic discrimination 
C)  bona fide occupational qualification 
D)  undue hardship

Question 9

What are culturally biased aptitude tests and lack of recognition of foreign credentials examples of?

Accepted Answer

A)  systemic barriers 
B)  duty to accommodate 
C)  visible minority discrimination 
D)  employment equity 
A)  systemic barriers 
B)  duty to accommodate 
C)  visible minority discrimination 
D)  employment equity

Question 10

Which statement is the most accurate representation of pay equity?

Accepted Answer

A)  Pay equity is the result of an amendment to the Employment Standards Legislation in 1978. 
B)  Pay equity means equal pay for work of equal value. 
C)  The goal of pay equity legislation is to eliminate the historical wage gap between members of the designated group. 
D)  Pay equity means equal pay for equal work. 
A)  Pay equity is the result of an amendment to the Employment Standards Legislation in 1978. 
B)  Pay equity means equal pay for work of equal value. 
C)  The goal of pay equity legislation is to eliminate the historical wage gap between members of the designated group. 
D)  Pay equity means equal pay for equal work.

Question 11

Which of the following is a characteristic of an ethical organization?

Accepted Answer

A)  supervising employees on a regular basis 
B)  recognizing and valuing employee contributions 
C)  managing poor employee performance 
D)  compensating wages and salaries 
A)  supervising employees on a regular basis 
B)  recognizing and valuing employee contributions 
C)  managing poor employee performance 
D)  compensating wages and salaries

Question 12

Ontario's "Personal Documents Privacy Act" increases the protection of employer documents.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following best defines sexual harassment?

Accepted Answer

A)  unwanted physical or verbal behaviour that offends or humiliates, including unwelcome physical contact such as touching, patting, or pinching 
B)  employment rules that are sexual in tone and that have a negative effect on employees 
C)  the denial of opportunity to someone based on their sex 
D)  unsafe and abusive conduct that is sexual in nature, which may detrimentally affect the health and safety of someone 
A)  unwanted physical or verbal behaviour that offends or humiliates, including unwelcome physical contact such as touching, patting, or pinching 
B)  employment rules that are sexual in tone and that have a negative effect on employees 
C)  the denial of opportunity to someone based on their sex 
D)  unsafe and abusive conduct that is sexual in nature, which may detrimentally affect the health and safety of someone

Question 14

When are certain discriminatory employment qualifications permitted by law?

Accepted Answer

A)  when employees are on a probationary period 
B)  never 
C)  when they are bona fide occupational qualifications 
D)  when it's reverse discrimination 
A)  when employees are on a probationary period 
B)  never 
C)  when they are bona fide occupational qualifications 
D)  when it's reverse discrimination

Question 15

Managers can ignore the legal aspects of HRM, as their employers will deal with the consequences.

Accepted Answer

A) True 
 B)False

Question 16

Which statement best illustrates a jurisdiction shared by the Canada Labour Code and the Canadian Human Rights Act?

Accepted Answer

A)  They apply to federally regulated companies and agencies only. 
B)  They deal with federal and provincial human resource laws. 
C)  They are responsible for setting minimum employment standards and conditions for all Canadian organizations. 
D)  They both apply to all employers and employees in Canada. 
A)  They apply to federally regulated companies and agencies only. 
B)  They deal with federal and provincial human resource laws. 
C)  They are responsible for setting minimum employment standards and conditions for all Canadian organizations. 
D)  They both apply to all employers and employees in Canada.

Question 17

Who is responsible for the enforcement of the Canadian Human Rights Act?

Accepted Answer

A)  Canadian Human Rights Tribunal 
B)  Labour Canada 
C)  Human Resource Development Canada 
D)  Canadian Human Rights Commission 
A)  Canadian Human Rights Tribunal 
B)  Labour Canada 
C)  Human Resource Development Canada 
D)  Canadian Human Rights Commission

Question 18

Who is responsible for the enforcement of federal and provincial human rights laws?

Accepted Answer

A)  Canadian Human Rights Commission and Tribunals 
B)  Labour Relations Council 
C)  Human Rights Tribunals or Commissions 
D)  Labour Canada 
A)  Canadian Human Rights Commission and Tribunals 
B)  Labour Relations Council 
C)  Human Rights Tribunals or Commissions 
D)  Labour Canada

Question 19

When a women's fashion store decides not to hire males, this is an example of discrimination.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following best defines ethics?

Accepted Answer

A)  a system of moral values 
B)  a corporate philosophy 
C)  a policy included in the employee guidelines 
D)  a guideline used in not-for-profits 
A)  a system of moral values 
B)  a corporate philosophy 
C)  a policy included in the employee guidelines 
D)  a guideline used in not-for-profits

What should organizations Bloom's Remember when they decide to embrace a culture of diversity?

The objective of undue hardship is to remove workplace conditions that disadvantage groups who are protected by human rights legislation.

An employer allowed an employee who was hypersensitive to work remotely from home. What human rights legal concept is this an example of?

List three examples of legislation that affects employment practices in Canada. Give an example of one.

Pay equity law makes it illegal for employers to discriminate against individuals on the basis of job content.

Recruitment, training, and performance management all must be examined by organizations looking to increase the diversity of its workforce.

Systemic discrimination is discrimination that exists throughout a department or level within an organization.

What human rights legal concept is displayed when an employer's workforce is representative of one group in society and the company recruits by only posting job vacancies within the company?

What are culturally biased aptitude tests and lack of recognition of foreign credentials examples of?

Which statement is the most accurate representation of pay equity?

Which of the following is a characteristic of an ethical organization?

Ontario's "Personal Documents Privacy Act" increases the protection of employer documents.

Which of the following best defines sexual harassment?

When are certain discriminatory employment qualifications permitted by law?

Managers can ignore the legal aspects of HRM, as their employers will deal with the consequences.

Which statement best illustrates a jurisdiction shared by the Canada Labour Code and the Canadian Human Rights Act?

Who is responsible for the enforcement of the Canadian Human Rights Act?

Who is responsible for the enforcement of federal and provincial human rights laws?

When a women's fashion store decides not to hire males, this is an example of discrimination.

Which of the following best defines ethics?

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

What should organizations Bloom's Remember when they decide to embrace a culture of diversity?

The objective of undue hardship is to remove workplace conditions that disadvantage groups who are protected by human rights legislation.

An employer allowed an employee who was hypersensitive to work remotely from home. What human rights legal concept is this an example of?

List three examples of legislation that affects employment practices in Canada. Give an example of one.

Pay equity law makes it illegal for employers to discriminate against individuals on the basis of job content.

Recruitment, training, and performance management all must be examined by organizations looking to increase the diversity of its workforce.

Systemic discrimination is discrimination that exists throughout a department or level within an organization.

What human rights legal concept is displayed when an employer's workforce is representative of one group in society and the company recruits by only posting job vacancies within the company?

What are culturally biased aptitude tests and lack of recognition of foreign credentials examples of?

Which statement is the most accurate representation of pay equity?

Which of the following is a characteristic of an ethical organization?

Ontario's "Personal Documents Privacy Act" increases the protection of employer documents.

Which of the following best defines sexual harassment?

When are certain discriminatory employment qualifications permitted by law?

Managers can ignore the legal aspects of HRM, as their employers will deal with the consequences.

Which statement best illustrates a jurisdiction shared by the Canada Labour Code and the Canadian Human Rights Act?

Who is responsible for the enforcement of the Canadian Human Rights Act?

Who is responsible for the enforcement of federal and provincial human rights laws?

When a women's fashion store decides not to hire males, this is an example of discrimination.

Which of the following best defines ethics?

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