Question 1

Which of the following is NOT covered by the Canadian Human Rights Act?

Accepted Answer

A)  crown corporations 
B)  banks 
C)  Canada Post 
D)  BC labour laws 
A)  crown corporations 
B)  banks 
C)  Canada Post 
D)  BC labour laws D

Question 2

Scenario 3.4
You are the HR manager for a Canadian university located in Ontario. An Asian university business professor has worked at that Canadian university for 15 years. He was denied a tenure position on several occasions. Three other faculty (all white) with less education and experience received tenure positions in the past two years.
-Refer to Scenario 3.4. There are many actions the HR manager can take. What would be an important initial step to deal with this situation?

Accepted Answer

A)  Adopt employment equity policies and practices. 
B)  Ensure valid and reliable job-related criteria are used to assess applicants. 
C)  Educate management on harassment prevention policies and practices. 
D)  Initiate problem solving through a formal internal complaint process. 
A)  Adopt employment equity policies and practices. 
B)  Ensure valid and reliable job-related criteria are used to assess applicants. 
C)  Educate management on harassment prevention policies and practices. 
D)  Initiate problem solving through a formal internal complaint process. B

Question 3

Scenario 3.2
Mr. Smith, a public elementary school custodian, is a Seventh Day Adventist. His religious beliefs prevent him from working from sundown Friday to sundown Saturday. The work schedule, which requires him to work a Friday shift from 3 p.m. to 11 p.m., is set out in the collective agreement between his employer and his union. Accommodating Mr. Smith's religious beliefs would require allowing him to work hours different from those specified. The employer and the union can't agree on a means of accommodating Mr. Smith. As a result, he is dismissed from his job.
-Refer to Scenario 3.2. What human rights legal concept has emerged in this situation?

Accepted Answer

A)  accommodation 
B)  adverse effect discrimination 
C)  employment equity 
D)  sufficient risk 
A)  accommodation 
B)  adverse effect discrimination 
C)  employment equity 
D)  sufficient risk B

Question 4

Collective agreements have little or no effect on personnel selection processes.

Accepted Answer

A) True 
 B)False

Question 5

Scenario 3.2
Mr. Smith, a public elementary school custodian, is a Seventh Day Adventist. His religious beliefs prevent him from working from sundown Friday to sundown Saturday. The work schedule, which requires him to work a Friday shift from 3 p.m. to 11 p.m., is set out in the collective agreement between his employer and his union. Accommodating Mr. Smith's religious beliefs would require allowing him to work hours different from those specified. The employer and the union can't agree on a means of accommodating Mr. Smith. As a result, he is dismissed from his job.
-Refer to Scenario 3.2. What legal protected ground may be violated in this situation?

Accepted Answer

A)  sex 
B)  ethnic origin 
C)  religion 
D)  race 
A)  sex 
B)  ethnic origin 
C)  religion 
D)  race

Question 6

When the selection rate for a protected group is lower than that for the relevant comparison group, what might potentially occur?

Accepted Answer

A)  discrimination 
B)  an adverse impact discrimination 
C)  adverse effect discrimination 
D)  direct discrimination 
A)  discrimination 
B)  an adverse impact discrimination 
C)  adverse effect discrimination 
D)  direct discrimination

Question 7

To what two causes can the success or failure of outreach recruitment be traced? Discuss three important questions an HR manager needs to ask to ensure that an organization's hiring process is legally defensible.

Accepted Answer

The two causes that the success or failu

Question 8

Constitutional law becomes an issue only when recruitment or selection practices are challenged in a human rights tribunal or court.

Accepted Answer

A) True 
 B)False

Question 9

Direct discrimination occurs when an employer adopts a practice or rule that on its face discriminates on a prohibited ground.

Accepted Answer

A) True 
 B)False

Question 10

What is employment equity? Which groups are affected by employment equity legislation? Does employment equity mean that unqualified individuals will be hired? What are the benefits of implementing employment equity in the workplace? Give an example of a specific strategy or equity practice an organization has used to increase employment equity.

Accepted Answer

Employment equity (federal legislation)

Question 11

Which of the following is an example of effective practices for nondiscriminatory recruiting?

Accepted Answer

A)  posting job advertisements in-house only 
B)  relying solely on seniority when promoting employees 
C)  relying on word-of-mouth advertising 
D)  using outreach recruiting 
A)  posting job advertisements in-house only 
B)  relying solely on seniority when promoting employees 
C)  relying on word-of-mouth advertising 
D)  using outreach recruiting

Question 12

What are the four legal means that affect employment practices in Canada? Identify and briefly describe each one.

Accepted Answer

Constitutional law is the supreme law of

Question 13

According to the textbook, what is the purpose of employment equity?

Accepted Answer

A)  to achieve equality in the workplace 
B)  to generate equal opportunity employers 
C)  to encourage diversity management 
D)  to promote unbiased and fair hiring practices 
A)  to achieve equality in the workplace 
B)  to generate equal opportunity employers 
C)  to encourage diversity management 
D)  to promote unbiased and fair hiring practices

Question 14

It is never acceptable to ask job candidates if they have a criminal record.

Accepted Answer

A) True 
 B)False

Question 15

Define and give an example of three important legal concepts in recruitment and selection.

Accepted Answer

Direct discrimination occurs when an emp

Question 16

Since the aviation industry is a federally regulated industry in Canada, airline company operations fall under the jurisdiction of federal law.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is an example of indirect discrimination?

Accepted Answer

A)  an unsubstantiated requirement for local market experience 
B)  a requirement that an attendant in a women's locker room must be female 
C)  a minimum score on certain employment tests 
D)  a minimum height or weight requirement for police forces 
A)  an unsubstantiated requirement for local market experience 
B)  a requirement that an attendant in a women's locker room must be female 
C)  a minimum score on certain employment tests 
D)  a minimum height or weight requirement for police forces

Question 18

An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups?

Accepted Answer

A)  additional costs 
B)  undue hardship 
C)  negative reaction from other employees 
D)  administrative difficulties 
A)  additional costs 
B)  undue hardship 
C)  negative reaction from other employees 
D)  administrative difficulties

Question 19

Individuals who are overweight tend to receive fewer job offers than others, even in cases where their appearance or size has no possible bearing on their work performance. Some employers continue to choose not to hire overweight individuals. What protection do job applicants have under human rights laws?

Accepted Answer

A)  Overweight job applicants have no protection under human rights laws. 
B)  Protection based on physical disability, if the condition is medically diagnosed as a disability. 
C)  Protection based on compassionate grounds, given that the condition was medically induced. 
D)  Protection is not available given that a bona fide occupational requirement can be established, thereby, allowing for discrimination. 
A)  Overweight job applicants have no protection under human rights laws. 
B)  Protection based on physical disability, if the condition is medically diagnosed as a disability. 
C)  Protection based on compassionate grounds, given that the condition was medically induced. 
D)  Protection is not available given that a bona fide occupational requirement can be established, thereby, allowing for discrimination.

Question 20

Employment equity programs involve any human resource activities introduced into an organization to ensure equality for all employees in all aspects of employment, including recruiting, hiring, compensation, and training.

Accepted Answer

A) True 
 B)False

Which of the following is NOT covered by the Canadian Human Rights Act?

Collective agreements have little or no effect on personnel selection processes.

When the selection rate for a protected group is lower than that for the relevant comparison group, what might potentially occur?

To what two causes can the success or failure of outreach recruitment be traced? Discuss three important questions an HR manager needs to ask to ensure that an organization's hiring process is legally defensible.

Constitutional law becomes an issue only when recruitment or selection practices are challenged in a human rights tribunal or court.

Direct discrimination occurs when an employer adopts a practice or rule that on its face discriminates on a prohibited ground.

Which of the following is an example of effective practices for nondiscriminatory recruiting?

What are the four legal means that affect employment practices in Canada? Identify and briefly describe each one.

According to the textbook, what is the purpose of employment equity?

It is never acceptable to ask job candidates if they have a criminal record.

Define and give an example of three important legal concepts in recruitment and selection.

Since the aviation industry is a federally regulated industry in Canada, airline company operations fall under the jurisdiction of federal law.

Which of the following is an example of indirect discrimination?

An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups?

Employment equity programs involve any human resource activities introduced into an organization to ensure equality for all employees in all aspects of employment, including recruiting, hiring, compensation, and training.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Job Analysis and Competency Models

Recruitment, Selection, and Job Performance

Recruitment

Selection I: Applicant Screening

Selection II: Testing and Other Assessments

Selection III: Interviewing

Decision Making

Filters

Exam 3: Foundations of Recruitment and Selection II

Which of the following is NOT covered by the Canadian Human Rights Act?

Collective agreements have little or no effect on personnel selection processes.

When the selection rate for a protected group is lower than that for the relevant comparison group, what might potentially occur?

To what two causes can the success or failure of outreach recruitment be traced? Discuss three important questions an HR manager needs to ask to ensure that an organization's hiring process is legally defensible.

Constitutional law becomes an issue only when recruitment or selection practices are challenged in a human rights tribunal or court.

Direct discrimination occurs when an employer adopts a practice or rule that on its face discriminates on a prohibited ground.

Which of the following is an example of effective practices for nondiscriminatory recruiting?

What are the four legal means that affect employment practices in Canada? Identify and briefly describe each one.

According to the textbook, what is the purpose of employment equity?

It is never acceptable to ask job candidates if they have a criminal record.

Define and give an example of three important legal concepts in recruitment and selection.

Since the aviation industry is a federally regulated industry in Canada, airline company operations fall under the jurisdiction of federal law.

Which of the following is an example of indirect discrimination?

An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups?

Employment equity programs involve any human resource activities introduced into an organization to ensure equality for all employees in all aspects of employment, including recruiting, hiring, compensation, and training.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Job Analysis and Competency Models

Recruitment, Selection, and Job Performance

Recruitment

Selection I: Applicant Screening

Selection II: Testing and Other Assessments

Selection III: Interviewing

Decision Making

Filters