Question 1

What new 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 2

Define the term 'diversity management' and identify the benefits to firms that embrace diversity.

Accepted Answer

Diversity management is the optimization

Question 3

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 4

Every workplace in Canada is covered by human rights legislation.

Accepted Answer

A) True 
 B)False

Question 5

What are the designated groups in which employment equity promotes recruitment and retention of workers?

Accepted Answer

A) women,visible minorities,First Nations peoples and people with disabilities 
B) visible minorities,First Nations peoples,women,and unemployed workers 
C) immigrants,First Nations people,unemployed minorities and people with physical handicaps 
D) First Nations people,people with disabilities,women and international workers 
A) women,visible minorities,First Nations peoples and people with disabilities 
B) visible minorities,First Nations peoples,women,and unemployed workers 
C) immigrants,First Nations people,unemployed minorities and people with physical handicaps 
D) First Nations people,people with disabilities,women and international workers

Question 6

Scenario 2.1: Workplace Relationships
Ms.Aslani,a young woman who immigrated from Tehran,had a past relationship with her senior manager,Mr.McKinnon.She held a low paying administrative support position with a local private manufacturing company.During the relationship,they would frequently text each other with sexual messages.The relationship ended after two months,but the texting by Mr.McKinnon continued.The employee both verbally and by text said that the texting made her uncomfortable and requested that the senior manager stop texting.The texts did not stop,and Ms.Aslani became stressed and took a leave of absence.After several months,when the texting continued despite the employee's threats to contact the police,Ms.Aslani left the company.The company did not have a policy on employees' social use of communication technologies while at work.
-Please refer to Scenario 2.1.How would you best define harassment to the employees and managers at this company?

Accepted Answer

A) any employment practice that has a negative effect on employees 
B) the duty of an employer to put in place policies that prevent discriminatory practices 
C) the denial of opportunity to a person or class of people based on a group characteristic such as: religion or physical disability 
D) any unwelcome conduct or consequences that may detrimentally affect the work environment 
A) any employment practice that has a negative effect on employees 
B) the duty of an employer to put in place policies that prevent discriminatory practices 
C) the denial of opportunity to a person or class of people based on a group characteristic such as: religion or physical disability 
D) any unwelcome conduct or consequences that may detrimentally affect the work environment

Question 7

The Personal Information Protection and Electronic Documents Act (PIPEDA)and provincial legislation commonly called the Personal Information Privacy Act (PIPA)enhance the protection of employer documents.

Accepted Answer

A) True 
 B)False

Question 8

Systemic discrimination is unwelcome conduct of a sexual nature that detrimentally affects the work environment.

Accepted Answer

A) True 
 B)False

Question 9

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

Accepted Answer

A) internal job postings 
B) outreach recruiting that reaches minority communities 
C) promoting employees based on seniority 
D) word-of-mouth recruitment 
A) internal job postings 
B) outreach recruiting that reaches minority communities 
C) promoting employees based on seniority 
D) word-of-mouth recruitment

Question 10

Supervisors and managers are expected to work with employees to ensure they understand human rights legislation.

Accepted Answer

A) True 
 B)False

Question 11

Employment equity makes good business sense since it contributes to the bottom line.

Accepted Answer

A) True 
 B)False

Question 12

An example of legitimate BFOQ for age is the argument that a younger employee will project a better,more energetic image to the public.

Accepted Answer

A) True 
 B)False

Question 13

According to statistics,women tend to be affected by occupational segregation.

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

What is the legal term used for targeted staffing and training to correct past discrimination?

Accepted Answer

A) reasonable accommodation 
B) human resource planning 
C) bona fide occupational requirement 
D) employment equity 
A) reasonable accommodation 
B) human resource planning 
C) bona fide occupational requirement 
D) employment equity

Question 16

The optimization of an organization's multicultural workforce in order to reach business objectives is known as employment equity.

Accepted Answer

A) True 
 B)False

Question 17

What is key to achieving success in diversity initiatives?

Accepted Answer

A) leadership setting an example and creating an atmosphere that respects and values differences 
B) use policies to instill diversity values in the minds of all employees 
C) use compliance measures to ensure diversity business strategies are followed 
D) doing so will continue to assist Canada in its economic sustainability 
A) leadership setting an example and creating an atmosphere that respects and values differences 
B) use policies to instill diversity values in the minds of all employees 
C) use compliance measures to ensure diversity business strategies are followed 
D) doing so will continue to assist Canada in its economic sustainability

Question 18

Scenario 2.4.Ontario School District
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.This school,part of the largest school district in Ontario,recently developed programs to promote employment equity and diversity.
-Please refer to Scenario 2.4.What legally protected grounds might be in violation in this situation?

Accepted Answer

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

Question 19

A sound recruitment process is one of the key variables in a firm's ability to incorporate the value of diversity into its business strategy.

Accepted Answer

A) True 
 B)False

Question 20

Employers are permitted to discriminate if there is a bona fide occupational qualification (BFOQ).

Accepted Answer

A) True 
 B)False

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

Define the term 'diversity management' and identify the benefits to firms that embrace diversity.

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

Every workplace in Canada is covered by human rights legislation.

What are the designated groups in which employment equity promotes recruitment and retention of workers?

The Personal Information Protection and Electronic Documents Act (PIPEDA)and provincial legislation commonly called the Personal Information Privacy Act (PIPA)enhance the protection of employer documents.

Systemic discrimination is unwelcome conduct of a sexual nature that detrimentally affects the work environment.

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

Supervisors and managers are expected to work with employees to ensure they understand human rights legislation.

Employment equity makes good business sense since it contributes to the bottom line.

An example of legitimate BFOQ for age is the argument that a younger employee will project a better,more energetic image to the public.

According to statistics,women tend to be affected by occupational segregation.

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

What is the legal term used for targeted staffing and training to correct past discrimination?

The optimization of an organization's multicultural workforce in order to reach business objectives is known as employment equity.

What is key to achieving success in diversity initiatives?

A sound recruitment process is one of the key variables in a firm's ability to incorporate the value of diversity into its business strategy.

Employers are permitted to discriminate if there is a bona fide occupational qualification (BFOQ).

The Challenges of Hrm

Defining and Designing the Work

Human Resource Planning, recruitment, and Selection

Orientation, training, and Development

Managing Performance

Recognizing and Rewarding Employees

A Part 1creating a Safe and Healthy Work Environment

B Part 2creating a Safe and Healthy Work Environment

Management Rights, employee Rights, and Discipline

Labour Relations and Collective Bargaining

International Human Resources Management

Filters

Exam 2: The Legal Framework of Hrm

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

Define the term 'diversity management' and identify the benefits to firms that embrace diversity.

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

Every workplace in Canada is covered by human rights legislation.

What are the designated groups in which employment equity promotes recruitment and retention of workers?

The Personal Information Protection and Electronic Documents Act (PIPEDA)and provincial legislation commonly called the Personal Information Privacy Act (PIPA)enhance the protection of employer documents.

Systemic discrimination is unwelcome conduct of a sexual nature that detrimentally affects the work environment.

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

Supervisors and managers are expected to work with employees to ensure they understand human rights legislation.

Employment equity makes good business sense since it contributes to the bottom line.

An example of legitimate BFOQ for age is the argument that a younger employee will project a better,more energetic image to the public.

According to statistics,women tend to be affected by occupational segregation.

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

What is the legal term used for targeted staffing and training to correct past discrimination?

The optimization of an organization's multicultural workforce in order to reach business objectives is known as employment equity.

What is key to achieving success in diversity initiatives?

A sound recruitment process is one of the key variables in a firm's ability to incorporate the value of diversity into its business strategy.

Employers are permitted to discriminate if there is a bona fide occupational qualification (BFOQ).

The Challenges of Hrm

Defining and Designing the Work

Human Resource Planning, recruitment, and Selection

Orientation, training, and Development

Managing Performance

Recognizing and Rewarding Employees

A Part 1creating a Safe and Healthy Work Environment

B Part 2creating a Safe and Healthy Work Environment

Management Rights, employee Rights, and Discipline

Labour Relations and Collective Bargaining

International Human Resources Management

Filters