Question 1

Which of the following is NOT part of employment equity?

Accepted Answer

A) reasonable accommodation 
B) preparation of an annual employment equity plan 
C) identification and removal of systemic barriers to employment opportunities that adversely affect designated group members 
D) government-imposed goals and timetables 
A) reasonable accommodation 
B) preparation of an annual employment equity plan 
C) identification and removal of systemic barriers to employment opportunities that adversely affect designated group members 
D) government-imposed goals and timetables

Question 2

Labour relations legislation regulates the minimum age of employment,hours of work,minimum wages,statutory holidays,etc.

Accepted Answer

A) True 
 B)False

Question 3

Each province and territory has legislation,relatively similar to the federal employment laws,that provides certain rights and guarantees regarding employment.

Accepted Answer

A) True 
 B)False

Question 4

Employment equity primarily means reasonable accommodation for people who are not treated equitably.

Accepted Answer

A) True 
 B)False

Question 5

Define and give an example of one human rights legal concept affecting managers and HRMs

Accepted Answer

1-Systemic discrimination.The exclusion

Question 6

In Crown Corporations,the first step in the implementation of employment equity according to the Act,is data collection and analysis.

Accepted Answer

A) True 
 B)False

Question 7

A manager or supervisor would be expected to act accordingly if a certain behaviour at work is considered unacceptable by a "reasonable person."

Accepted Answer

A) True 
 B)False

Question 8

Which statement best describes the enforcement of provincial human rights laws?

Accepted Answer

A) Provincially regulated firms tend to be more informed about human rights legislation. 
B) Independent boards of inquiry have similar powers as a federal tribunal. 
C) Provincial laws are enforced in a similar manner except there is no court prosecution permitted. 
D) Provincially regulated employers tend to be larger and more sophisticated. 
A) Provincially regulated firms tend to be more informed about human rights legislation. 
B) Independent boards of inquiry have similar powers as a federal tribunal. 
C) Provincial laws are enforced in a similar manner except there is no court prosecution permitted. 
D) Provincially regulated employers tend to be larger and more sophisticated.

Question 9

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.What are the legislations affecting employment practices at this company?

Accepted Answer

A) constitutional law,human rights law,employment standards,privacy legislation 
B) constitutional law,criminal law,privacy law,labour law 
C) criminal law,labour law,employment equity,employment standards 
D) human rights law,employment equity,labour law,privacy legislation 
A) constitutional law,human rights law,employment standards,privacy legislation 
B) constitutional law,criminal law,privacy law,labour law 
C) criminal law,labour law,employment equity,employment standards 
D) human rights law,employment equity,labour law,privacy legislation

Question 10

Discuss pay equity including the purpose of pay equity legislation and the two principles upon which it is based.

Accepted Answer

Pay equity legislation was enacted based

Question 11

Which legislation is paramount over other employment laws?

Accepted Answer

A) labour law 
B) employment equity law 
C) human rights law 
D) criminal law 
A) labour law 
B) employment equity law 
C) human rights law 
D) criminal law

Question 12

Diversity initiatives should be directly linked to the business objectives of top management.

Accepted Answer

A) True 
 B)False

Question 13

Which statement about diversity management is NOT accurate?

Accepted Answer

A) diversity management involves optimization of a firm's multicultural workforce 
B) by managing diversity,firms hope to gain strategic and competitive advantage 
C) the terms diversity management and employment equity can be used interchangeably 
D) diversity management is NOT regulated by legislation 
A) diversity management involves optimization of a firm's multicultural workforce 
B) by managing diversity,firms hope to gain strategic and competitive advantage 
C) the terms diversity management and employment equity can be used interchangeably 
D) diversity management is NOT regulated by legislation

Question 14

What legal term is a justifiable reason for hiring only women guards in prisons for women,but does not allow hiring only women in a women's fashion retail store?

Accepted Answer

A) employment equity 
B) bona fide occupational requirement 
C) equal employment opportunity 
D) there is NO justification for reverse discrimination against men 
A) employment equity 
B) bona fide occupational requirement 
C) equal employment opportunity 
D) there is NO justification for reverse discrimination against men

Question 15

Scenario 2.2.A Physical Challenge
Anne,who has fibromyalgia,applied for a full-time teaching assistant position working with children with special needs.She had heard about the position from her friend who worked at the school district.She met all the conditions of the selection process but was refused employment by the school district because they felt she would be unable to deal with the large class of older-aged,severely physically challenged children due to her joint and muscle pain and fatigue.They have decided to implement minimum strength requirements for teaching assistants who work with the older,more physically challenging students.
-Please refer to Scenario 2.2.Which of the following is an example of a non-discriminatory equitable hiring practice the school district could use?

Accepted Answer

A) post job advertisements in-house 
B) rely on seniority when promoting employees 
C) rely on word-of-mouth advertising 
D) use outreach recruiting 
A) post job advertisements in-house 
B) rely on seniority when promoting employees 
C) rely on word-of-mouth advertising 
D) use outreach recruiting

Question 16

A crucial element of any diversity management initiative is proper training across the organization.

Accepted Answer

A) True 
 B)False

Question 17

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.What new legislation does this company need to be aware of that states that significant work-related stressors,such as bullying,harassment,or violence,are legally prohibited?

Accepted Answer

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

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

The Canadian Human Rights Commission (CHRC)must accept all complaints EXCEPT those filed in bad faith.

Accepted Answer

A) True 
 B)False

Question 20

What two principles is pay equity based on?

Accepted Answer

A) gender-neutral job descriptions 
B) female pay equity,and male pay equity 
C) pay for equal work,and equal pay for work of equal value 
D) employment equity,and equal pay for equal work 
A) gender-neutral job descriptions 
B) female pay equity,and male pay equity 
C) pay for equal work,and equal pay for work of equal value 
D) employment equity,and equal pay for equal work

Which of the following is NOT part of employment equity?

Labour relations legislation regulates the minimum age of employment,hours of work,minimum wages,statutory holidays,etc.

Each province and territory has legislation,relatively similar to the federal employment laws,that provides certain rights and guarantees regarding employment.

Employment equity primarily means reasonable accommodation for people who are not treated equitably.

Define and give an example of one human rights legal concept affecting managers and HRMs

In Crown Corporations,the first step in the implementation of employment equity according to the Act,is data collection and analysis.

A manager or supervisor would be expected to act accordingly if a certain behaviour at work is considered unacceptable by a "reasonable person."

Which statement best describes the enforcement of provincial human rights laws?

Discuss pay equity including the purpose of pay equity legislation and the two principles upon which it is based.

Which legislation is paramount over other employment laws?

Diversity initiatives should be directly linked to the business objectives of top management.

Which statement about diversity management is NOT accurate?

What legal term is a justifiable reason for hiring only women guards in prisons for women,but does not allow hiring only women in a women's fashion retail store?

A crucial element of any diversity management initiative is proper training across the organization.

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

The Canadian Human Rights Commission (CHRC)must accept all complaints EXCEPT those filed in bad faith.

What two principles is pay equity based on?

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

Which of the following is NOT part of employment equity?

Labour relations legislation regulates the minimum age of employment,hours of work,minimum wages,statutory holidays,etc.

Each province and territory has legislation,relatively similar to the federal employment laws,that provides certain rights and guarantees regarding employment.

Employment equity primarily means reasonable accommodation for people who are not treated equitably.

Define and give an example of one human rights legal concept affecting managers and HRMs

In Crown Corporations,the first step in the implementation of employment equity according to the Act,is data collection and analysis.

A manager or supervisor would be expected to act accordingly if a certain behaviour at work is considered unacceptable by a "reasonable person."

Which statement best describes the enforcement of provincial human rights laws?

Discuss pay equity including the purpose of pay equity legislation and the two principles upon which it is based.

Which legislation is paramount over other employment laws?

Diversity initiatives should be directly linked to the business objectives of top management.

Which statement about diversity management is NOT accurate?

What legal term is a justifiable reason for hiring only women guards in prisons for women,but does not allow hiring only women in a women's fashion retail store?

A crucial element of any diversity management initiative is proper training across the organization.

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

The Canadian Human Rights Commission (CHRC)must accept all complaints EXCEPT those filed in bad faith.

What two principles is pay equity based on?

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