Question 1

Bill C-45 (Westray Bill)makes anyone who directs the work of others criminally liable for safety offences.

Accepted Answer

A) True 
 B)False  True

Question 2

Define sexual harassment,identify and discuss the two major types of sexual harassment,and indicate four steps firms may take to ensure workplaces are free from sexual harassment.

Accepted Answer

Sexual harassment refers to unwelcome behaviour that is of a sexual nature or is related to a person's sex.
The two major types of sexual harassment involve:
1.Quid pro quo harassment - person makes a benefit (or punishment)contingent on a employee's submitting to (or rejecting)sexual advances.
2.Hostile work environment - occurs when someone's behaviour creates an environment in which it is difficult for someone of a particular sex to work.
Steps firms should take:
1.Develop a clear policy statement stating that sexual harassment will not be tolerated.
2.Ensure all employees are aware of the policy and receive training related to anti-harassment.
3.Develop a mechanism for reporting harassment in a way that encourages people to speak out.
4.Act promptly to discipline those who engage in harassment,as well as to protect the victims of harassment.

Question 3

A bona fide occupational requirement (BFOR)must be:

Accepted Answer

A) an industry-wide,recognized practice. 
B) a necessary,not merely preferred,qualification for performing a joB. 
C) mandatory. 
D) acceptable to all employees. 
E) All of the answers are correct. 
A) an industry-wide,recognized practice. 
B) a necessary,not merely preferred,qualification for performing a joB. 
C) mandatory. 
D) acceptable to all employees. 
E) All of the answers are correct. B

Question 4

The job hazard analysis technique is used to isolate unsafe job elements.

Accepted Answer

A) True 
 B)False

Question 5

Bill C-45 (the Westray Bill)increased the maximum consequences to organizations and anyone who directs the work of others to:

Accepted Answer

A) $25,000 fine. 
B) $100,000 fine. 
C) unlimited fines. 
D) life imprisonment. 
E) both "c" and "d." 
A) $25,000 fine. 
B) $100,000 fine. 
C) unlimited fines. 
D) life imprisonment. 
E) both "c" and "d."

Question 6

Which of the following is NOT covered by federal legislation?

Accepted Answer

A) Airlines 
B) Television and radio stations 
C) Grain elevators,feed,and seed mills 
D) Retail and hospitality businesses e.g.stores and restaurants 
E) Neither "c" or "d" are covered by federal legislation. 
A) Airlines 
B) Television and radio stations 
C) Grain elevators,feed,and seed mills 
D) Retail and hospitality businesses e.g.stores and restaurants 
E) Neither "c" or "d" are covered by federal legislation.

Question 7

How many workplace fatalities were there in Canada in 2010?

Accepted Answer

A) Less than 100 
B) More than 100 but less than 250 
C) More than 250 but less than 750. 
D) More than 1000. 
E) More than 5000. 
A) Less than 100 
B) More than 100 but less than 250 
C) More than 250 but less than 750. 
D) More than 1000. 
E) More than 5000.

Question 8

Safety in the workplace is based on the foundation of an external responsibility system whereby governments are responsible for creating and maintaining safe and healthy work environments.

Accepted Answer

A) True 
 B)False

Question 9

Some jurisdictions have laws in place to protect employees from behaviours such as yelling,rudeness,and gossip.These laws protect employees from:

Accepted Answer

A) domestic violence. 
B) psychological harassment. 
C) pay discrimination. 
D) negligent hiring. 
E) differential treatment. 
A) domestic violence. 
B) psychological harassment. 
C) pay discrimination. 
D) negligent hiring. 
E) differential treatment.

Question 10

The protection of employee health and safety is regulated by the government.

Accepted Answer

A) True 
 B)False

Question 11

The ______________ enforces human rights legislation for federally regulated employers.

Accepted Answer

A) Canadian Human Rights Commission 
B) Privacy Commissioner of Canada 
C) Pay Equity Advisor of Canada 
D) Canada Labour Code 
E) Canadian Tribunal 
A) Canadian Human Rights Commission 
B) Privacy Commissioner of Canada 
C) Pay Equity Advisor of Canada 
D) Canada Labour Code 
E) Canadian Tribunal

Question 12

Workplace bullying is a form of:

Accepted Answer

A) harassment. 
B) sexual harassment. 
C) negligent hiring. 
D) psychological harassment. 
E) none of the abovE. 
A) harassment. 
B) sexual harassment. 
C) negligent hiring. 
D) psychological harassment. 
E) none of the abovE.

Question 13

Canada's Top 100 Employers includes a specific category to recognize employers that provide the most inclusive workplaces.This category of employers is called:

Accepted Answer

A) Canada's Best Employment Equity Employers. 
B) Canada's Best Diversity Employers. 
C) Canada's Best Employers for Young Employees. 
D) Canada's Most Inclusive Employers. 
E) Canada's Most Protective Employers. 
A) Canada's Best Employment Equity Employers. 
B) Canada's Best Diversity Employers. 
C) Canada's Best Employers for Young Employees. 
D) Canada's Most Inclusive Employers. 
E) Canada's Most Protective Employers.

Question 14

Younger workers (15 - 24 years)have a higher incidence of time-loss injuries than any other age group.

Accepted Answer

A) True 
 B)False

Question 15

The safety technique that involves breaking a job down into basic elements,then rating each element for its potential for harm or injury is known as:

Accepted Answer

A) job design. 
B) job hazard analysis technique. 
C) job analysis. 
D) hazard analysis. 
E) technic of operations review. 
A) job design. 
B) job hazard analysis technique. 
C) job analysis. 
D) hazard analysis. 
E) technic of operations review.

Question 16

Employment Standards Legislation covers all the following areas,EXCEPT:

Accepted Answer

A) maximum wage. 
B) hours of work. 
C) minimum wage. 
D) general holidays. 
E) layoff procedures. 
A) maximum wage. 
B) hours of work. 
C) minimum wage. 
D) general holidays. 
E) layoff procedures.

Question 17

Who is responsible to prove the existence of a BFOR if any complaint of discrimination should arise?

Accepted Answer

A) Employee 
B) Employer 
C) Government 
D) Lawyers 
E) Privacy Commissioner 
A) Employee 
B) Employer 
C) Government 
D) Lawyers 
E) Privacy Commissioner

Question 18

The Personal Information Protection and Electronic Documents Act (PIPEDA)gives individuals the right to access and request correction of the personal information an organization may have collected about them.

Accepted Answer

A) True 
 B)False

Question 19

Reflecting the increasing diversity of Canadian society,many firms now indicate they have a policy of valuing diversity.Discuss how this is being practised and the implications for HRM.

Accepted Answer

Some firms in Canada now consider divers

Question 20

Define discrimination.Differentiate between direct and indirect discrimination.Provide an example of each type of discrimination.

Accepted Answer

Discrimination means to treat someone di

Bill C-45 (Westray Bill)makes anyone who directs the work of others criminally liable for safety offences.

Define sexual harassment,identify and discuss the two major types of sexual harassment,and indicate four steps firms may take to ensure workplaces are free from sexual harassment.

A bona fide occupational requirement (BFOR)must be:

The job hazard analysis technique is used to isolate unsafe job elements.

Bill C-45 (the Westray Bill)increased the maximum consequences to organizations and anyone who directs the work of others to:

Which of the following is NOT covered by federal legislation?

How many workplace fatalities were there in Canada in 2010?

Safety in the workplace is based on the foundation of an external responsibility system whereby governments are responsible for creating and maintaining safe and healthy work environments.

Some jurisdictions have laws in place to protect employees from behaviours such as yelling,rudeness,and gossip.These laws protect employees from:

The protection of employee health and safety is regulated by the government.

The ______________ enforces human rights legislation for federally regulated employers.

Workplace bullying is a form of:

Canada's Top 100 Employers includes a specific category to recognize employers that provide the most inclusive workplaces.This category of employers is called:

Younger workers (15 - 24 years)have a higher incidence of time-loss injuries than any other age group.

The safety technique that involves breaking a job down into basic elements,then rating each element for its potential for harm or injury is known as:

Employment Standards Legislation covers all the following areas,EXCEPT:

Who is responsible to prove the existence of a BFOR if any complaint of discrimination should arise?

The Personal Information Protection and Electronic Documents Act (PIPEDA)gives individuals the right to access and request correction of the personal information an organization may have collected about them.

Reflecting the increasing diversity of Canadian society,many firms now indicate they have a policy of valuing diversity.Discuss how this is being practised and the implications for HRM.

Define discrimination.Differentiate between direct and indirect discrimination.Provide an example of each type of discrimination.

Strategies, Trends, and Challenges in Human Resource Management

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters

Exam 2: The Legal Context for Hrm and Creating Safe and Healthy Workplaces

Bill C-45 (Westray Bill)makes anyone who directs the work of others criminally liable for safety offences.

Define sexual harassment,identify and discuss the two major types of sexual harassment,and indicate four steps firms may take to ensure workplaces are free from sexual harassment.

A bona fide occupational requirement (BFOR)must be:

The job hazard analysis technique is used to isolate unsafe job elements.

Bill C-45 (the Westray Bill)increased the maximum consequences to organizations and anyone who directs the work of others to:

Which of the following is NOT covered by federal legislation?

How many workplace fatalities were there in Canada in 2010?

Safety in the workplace is based on the foundation of an external responsibility system whereby governments are responsible for creating and maintaining safe and healthy work environments.

Some jurisdictions have laws in place to protect employees from behaviours such as yelling,rudeness,and gossip.These laws protect employees from:

The protection of employee health and safety is regulated by the government.

The ______________ enforces human rights legislation for federally regulated employers.

Workplace bullying is a form of:

Canada's Top 100 Employers includes a specific category to recognize employers that provide the most inclusive workplaces.This category of employers is called:

Younger workers (15 - 24 years)have a higher incidence of time-loss injuries than any other age group.

The safety technique that involves breaking a job down into basic elements,then rating each element for its potential for harm or injury is known as:

Employment Standards Legislation covers all the following areas,EXCEPT:

Who is responsible to prove the existence of a BFOR if any complaint of discrimination should arise?

The Personal Information Protection and Electronic Documents Act (PIPEDA)gives individuals the right to access and request correction of the personal information an organization may have collected about them.

Reflecting the increasing diversity of Canadian society,many firms now indicate they have a policy of valuing diversity.Discuss how this is being practised and the implications for HRM.

Define discrimination.Differentiate between direct and indirect discrimination.Provide an example of each type of discrimination.

Strategies, Trends, and Challenges in Human Resource Management

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters