Question 1

What would encourage and support an employee to report their concerns to an authority within their company if they felt bullied or harassed in their workplace?

Accepted Answer

A) company internal confidential reporting channels 
B) charter of human rights employment equity initiatives 
C) company privacy and security policies and procedures 
D) company diversity management program 
A) company internal confidential reporting channels 
B) charter of human rights employment equity initiatives 
C) company privacy and security policies and procedures 
D) company diversity management program

Question 2

Which of the following is NOT part of the evaluation criteria for diversity management programs used most often in Canadian organizations?

Accepted Answer

A) improvements in productivity 
B) increases in promotions for minority employees 
C) reduction in number of harassment suits 
D) reduction in number of minority group member accidents 
A) improvements in productivity 
B) increases in promotions for minority employees 
C) reduction in number of harassment suits 
D) reduction in number of minority group member accidents

Question 3

What might compound the major employment barriers Aboriginals face?

Accepted Answer

A) illiteracy 
B) reluctance to leave the community in which they grew up 
C) negative past employment experiences 
D) language and cultural barriers 
A) illiteracy 
B) reluctance to leave the community in which they grew up 
C) negative past employment experiences 
D) language and cultural barriers

Question 4

Which of the following is a systemic barrier that has a negative employment impact on visible minorities.

Accepted Answer

A) recognition of foreign credentials 
B) minimal levels of language requirements 
C) diversity management initiatives 
D) culturally biased aptitude tests 
A) recognition of foreign credentials 
B) minimal levels of language requirements 
C) diversity management initiatives 
D) culturally biased aptitude tests

Question 5

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 discrimination 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: age or religion 
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: age or religion 
D) any unwelcome conduct or consequences that may detrimentally affect the work environment

Question 6

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.Which of the following statements best differentiates the school district's employment equity program from their diversity management program?

Accepted Answer

A) employment equity is voluntary for many employers,diversity management is not 
B) the terms diversity management and employment equity can be used interchangeably,so cannot be differentiated 
C) diversity management is voluntary,employment equity is required by law 
D) employment equity involves optimization of a firm's multicultural workforce,diversity management is not 
A) employment equity is voluntary for many employers,diversity management is not 
B) the terms diversity management and employment equity can be used interchangeably,so cannot be differentiated 
C) diversity management is voluntary,employment equity is required by law 
D) employment equity involves optimization of a firm's multicultural workforce,diversity management is not

Question 7

List six guidelines for managing an effective anti-harassment environment.

Accepted Answer

1-Develop a written policy explaining wh

Question 8

What does implementation of pay equity require?

Accepted Answer

A) making sure that jobs with different titles involving the same work are paid the same 
B) ensuring that male dominated job classes and female dominated job classes of equal value are paid the same 
C) ensuring that individuals performing work of a similar nature are paid the same,regardless of national or ethnic origin,colour,age,or sex 
D) ensuring no differences in pay between men and women performing the same work 
A) making sure that jobs with different titles involving the same work are paid the same 
B) ensuring that male dominated job classes and female dominated job classes of equal value are paid the same 
C) ensuring that individuals performing work of a similar nature are paid the same,regardless of national or ethnic origin,colour,age,or sex 
D) ensuring no differences in pay between men and women performing the same work

Question 9

Women,visible minorities,and persons with disabilities make up about 30% of the Canadian labour force,and their numbers are holding steady.

Accepted Answer

A) True 
 B)False

Question 10

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.What legislation applies in this case?

Accepted Answer

A) the Canada Labour Code 
B) the Employment Equity Act 
C) provincial human rights law 
D) the Canadian Human Rights Act 
A) the Canada Labour Code 
B) the Employment Equity Act 
C) provincial human rights law 
D) the Canadian Human Rights Act

Question 11

What are two examples of non-discriminatory practices?

Accepted Answer

A) internal job postings and promotion based on seniority 
B) word-of-mouth and targeted recruitment 
C) targeted and internal job postings 
D) leadership inclusion councils and inclusion of women on executive boards 
A) internal job postings and promotion based on seniority 
B) word-of-mouth and targeted recruitment 
C) targeted and internal job postings 
D) leadership inclusion councils and inclusion of women on executive boards

Question 12

Which corporations fall under the Canadian Human Rights Act?

Accepted Answer

A) communications companies 
B) 7-Eleven stores 
C) RONA stores 
D) hospitals 
A) communications companies 
B) 7-Eleven stores 
C) RONA stores 
D) hospitals

Question 13

Work being performed by predominantly female employees was of equal value to the work being done predominantly by male groups,but the female employees were being paid lower wages.What is the concern in this situation?

Accepted Answer

A) equal pay for equal work 
B) employment equity 
C) pay equity 
D) minimum wage employment standards 
A) equal pay for equal work 
B) employment equity 
C) pay equity 
D) minimum wage employment standards

Question 14

Sexual harassment is any behaviour that offends or humiliates a person,and that a reasonable person should have known would be unwelcome.

Accepted Answer

A) True 
 B)False

Question 15

Discrimination prevention programs are about awareness and information rather than changing behaviours and opinions.

Accepted Answer

A) True 
 B)False

Question 16

Privacy legislation enhances the protection of employees' personal information retained by their employer company retains.

Accepted Answer

A) True 
 B)False

Question 17

Which is an example of systemic discrimination?

Accepted Answer

A) minimum age requirements for pilots 
B) requirements for women guards in women prisons 
C) word-of-mouth recruiting 
D) minimum physical requirements for firefighters 
A) minimum age requirements for pilots 
B) requirements for women guards in women prisons 
C) word-of-mouth recruiting 
D) minimum physical requirements for firefighters

Question 18

Which example is systemic discrimination?

Accepted Answer

A) asking female candidates to demonstrate tow-motor ability,but not male applicants 
B) requesting only persons with disabilities undergo pre-employment medicals 
C) using word-of-mouth hiring practices 
D) administering a personality profile assessment during the selection process 
A) asking female candidates to demonstrate tow-motor ability,but not male applicants 
B) requesting only persons with disabilities undergo pre-employment medicals 
C) using word-of-mouth hiring practices 
D) administering a personality profile assessment during the selection process

Question 19

The Canadian Human Rights Commission (CHRC)can act on its own if it feels there are sufficient grounds for a finding of discrimination.

Accepted Answer

A) True 
 B)False

Question 20

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 is the most objective description of Ms.Aslani's situation?

Accepted Answer

A) she is being harassed,not discriminated against 
B) she is not being discriminated against as the situation stemmed from a consensual sexual relationship 
C) it is no longer a problem as she decided to leave her job at this organization 
D) she is being discriminated against based on sex,which is a form of sexual harassment 
A) she is being harassed,not discriminated against 
B) she is not being discriminated against as the situation stemmed from a consensual sexual relationship 
C) it is no longer a problem as she decided to leave her job at this organization 
D) she is being discriminated against based on sex,which is a form of sexual harassment

What would encourage and support an employee to report their concerns to an authority within their company if they felt bullied or harassed in their workplace?

Which of the following is NOT part of the evaluation criteria for diversity management programs used most often in Canadian organizations?

What might compound the major employment barriers Aboriginals face?

Which of the following is a systemic barrier that has a negative employment impact on visible minorities.

List six guidelines for managing an effective anti-harassment environment.

What does implementation of pay equity require?

Women,visible minorities,and persons with disabilities make up about 30% of the Canadian labour force,and their numbers are holding steady.

What are two examples of non-discriminatory practices?

Which corporations fall under the Canadian Human Rights Act?

Work being performed by predominantly female employees was of equal value to the work being done predominantly by male groups,but the female employees were being paid lower wages.What is the concern in this situation?

Sexual harassment is any behaviour that offends or humiliates a person,and that a reasonable person should have known would be unwelcome.

Discrimination prevention programs are about awareness and information rather than changing behaviours and opinions.

Privacy legislation enhances the protection of employees' personal information retained by their employer company retains.

Which is an example of systemic discrimination?

Which example is systemic discrimination?

The Canadian Human Rights Commission (CHRC)can act on its own if it feels there are sufficient grounds for a finding of discrimination.

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 would encourage and support an employee to report their concerns to an authority within their company if they felt bullied or harassed in their workplace?

Which of the following is NOT part of the evaluation criteria for diversity management programs used most often in Canadian organizations?

What might compound the major employment barriers Aboriginals face?

Which of the following is a systemic barrier that has a negative employment impact on visible minorities.

List six guidelines for managing an effective anti-harassment environment.

What does implementation of pay equity require?

Women,visible minorities,and persons with disabilities make up about 30% of the Canadian labour force,and their numbers are holding steady.

What are two examples of non-discriminatory practices?

Which corporations fall under the Canadian Human Rights Act?

Work being performed by predominantly female employees was of equal value to the work being done predominantly by male groups,but the female employees were being paid lower wages.What is the concern in this situation?

Sexual harassment is any behaviour that offends or humiliates a person,and that a reasonable person should have known would be unwelcome.

Discrimination prevention programs are about awareness and information rather than changing behaviours and opinions.

Privacy legislation enhances the protection of employees' personal information retained by their employer company retains.

Which is an example of systemic discrimination?

Which example is systemic discrimination?

The Canadian Human Rights Commission (CHRC)can act on its own if it feels there are sufficient grounds for a finding of discrimination.

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