Question 1

Federal legislation,namely the Canada Labour Code and Canadian Human Rights Act,applies to only about 20% of Canadian workers.

Accepted Answer

A) True 
 B)False

Question 2

All provinces and territories have employment equity and pay equity legislation.

Accepted Answer

A) True 
 B)False

Question 3

Employment legislations continue to change as Canadian social values change.There have been several recent significant court decisions that may have an impact on the rights of both employees and employers.Describe and provide an example of one.

Accepted Answer

1-Pre-employment screening.Given the imp

Question 4

What is the term for employers' attempts to adjust working conditions and employment practices in order to prevent discrimination?

Accepted Answer

A) prohibited ground of discrimination 
B) bona fide occupational qualification 
C) reasonable accommodation 
D) undue hardship 
A) prohibited ground of discrimination 
B) bona fide occupational qualification 
C) reasonable accommodation 
D) undue hardship

Question 5

Each province and territory has legislation that provides certain rights and guarantees regarding employment.

Accepted Answer

A) True 
 B)False

Question 6

Pay equity is based on the principle of equal pay for work of equal value.

Accepted Answer

A) True 
 B)False

Question 7

List three legislations that affect employment practices in Canada.Give an example of one.

Accepted Answer

·Charter of Rights and Freedoms
·Human R

Question 8

Reverse discrimination occurs when employers give employment preference to members of certain groups.

Accepted Answer

A) True 
 B)False

Question 9

Reverse discrimination is allowed as long as the employer can demonstrate that they are living up to the spirit of the law by attempting to correct past discrimination.

Accepted Answer

A) True 
 B)False

Question 10

Which statement best describes diversity initiatives?

Accepted Answer

A) once the concept of diversity initiatives is understood,change should occur rapidly 
B) pay equity is an important element of a diversity management initiative 
C) diversity initiatives should be undertaken slowly so that the change is an evolutionary process 
D) employment equity compliance meets all the requirements of a diversity management initiative 
A) once the concept of diversity initiatives is understood,change should occur rapidly 
B) pay equity is an important element of a diversity management initiative 
C) diversity initiatives should be undertaken slowly so that the change is an evolutionary process 
D) employment equity compliance meets all the requirements of a diversity management initiative

Question 11

In managing people,managers can ignore the legal aspects of HRM without risking any severe consequences.

Accepted Answer

A) True 
 B)False

Question 12

Employment laws make good business sense since they contribute to the bottom line.

Accepted Answer

A) True 
 B)False

Question 13

What are two reasons why Canadian employment laws were written?

Accepted Answer

A) to reflect the values of our society and to protect the employer and the employees 
B) to protect the employer and the organization 
C) to provide guidelines for both national and international projects 
D) to protect the employee through good management practices 
A) to reflect the values of our society and to protect the employer and the employees 
B) to protect the employer and the organization 
C) to provide guidelines for both national and international projects 
D) to protect the employee through good management practices

Question 14

When can the Canadian Human Rights Commission refuse to accept a complaint?

Accepted Answer

A) when the allegations do not fall within its jurisdiction 
B) when the complainant is unaware of the category under which their complaint falls 
C) when the complaint has not been substantiated 
D) when the complainant is not a Canadian citizen 
A) when the allegations do not fall within its jurisdiction 
B) when the complainant is unaware of the category under which their complaint falls 
C) when the complaint has not been substantiated 
D) when the complainant is not a Canadian citizen

Question 15

Which statement best defines discrimination?

Accepted Answer

A) behaviours the demean,humiliate or embarrass someone 
B) employment rules that have a negative effect on employees 
C) the denial of opportunity to someone based on group membership such as gender or religion 
D) any unwelcome conduct that may detrimentally affects the work environment 
A) behaviours the demean,humiliate or embarrass someone 
B) employment rules that have a negative effect on employees 
C) the denial of opportunity to someone based on group membership such as gender or religion 
D) any unwelcome conduct that may detrimentally affects the work environment

Question 16

Once a complaint has been accepted by the CHRC,a tribunal will be formed to deal with the allegations against 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.In Ms.Aslani's situation,what factors would help define whether her manager's behaviours were discrimination?

Accepted Answer

A) the behaviours interfered with job performance by creating an intimidating environment 
B) the behaviours were unethical and unprofessional 
C) the behaviours were a misuse of supervisory authority 
D) the behaviours were socially and morally irresponsible 
A) the behaviours interfered with job performance by creating an intimidating environment 
B) the behaviours were unethical and unprofessional 
C) the behaviours were a misuse of supervisory authority 
D) the behaviours were socially and morally irresponsible

Question 18

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 sexual harassment to the employees and managers at this company?

Accepted Answer

A) any employment practice,that is sexual in nature,that has a negative effect on employees 
B) the duty of an employer to put in place policies that prevent discriminatory practices that are sexual in nature 
C) the denial of opportunity to a person or class of people based on family status,marital status,sex or sexual orientation 
D) any unwelcome conduct or consequences,that are sexual in nature,that may detrimentally affect the work environment 
A) any employment practice,that is sexual in nature,that has a negative effect on employees 
B) the duty of an employer to put in place policies that prevent discriminatory practices that are sexual in nature 
C) the denial of opportunity to a person or class of people based on family status,marital status,sex or sexual orientation 
D) any unwelcome conduct or consequences,that are sexual in nature,that may detrimentally affect the work environment

Question 19

Ken has been denied employment due to several body piercings and tattoos.What protection does he have under human rights law?

Accepted Answer

A) protection based on physical or mental disability 
B) protection based on physical appearance 
C) he is NOT protected under human rights law as employers are allowed to have workplace codes of conduct 
D) protection based on the charter of rights and freedoms 
A) protection based on physical or mental disability 
B) protection based on physical appearance 
C) he is NOT protected under human rights law as employers are allowed to have workplace codes of conduct 
D) protection based on the charter of rights and freedoms

Question 20

According to the most recent Statistics Canada census,over 26% of our total population is classified as "visible minority".

Accepted Answer

A) True 
 B)False

Federal legislation,namely the Canada Labour Code and Canadian Human Rights Act,applies to only about 20% of Canadian workers.

All provinces and territories have employment equity and pay equity legislation.

Employment legislations continue to change as Canadian social values change.There have been several recent significant court decisions that may have an impact on the rights of both employees and employers.Describe and provide an example of one.

What is the term for employers' attempts to adjust working conditions and employment practices in order to prevent discrimination?

Each province and territory has legislation that provides certain rights and guarantees regarding employment.

Pay equity is based on the principle of equal pay for work of equal value.

List three legislations that affect employment practices in Canada.Give an example of one.

Reverse discrimination occurs when employers give employment preference to members of certain groups.

Reverse discrimination is allowed as long as the employer can demonstrate that they are living up to the spirit of the law by attempting to correct past discrimination.

Which statement best describes diversity initiatives?

In managing people,managers can ignore the legal aspects of HRM without risking any severe consequences.

Employment laws make good business sense since they contribute to the bottom line.

What are two reasons why Canadian employment laws were written?

When can the Canadian Human Rights Commission refuse to accept a complaint?

Which statement best defines discrimination?

Once a complaint has been accepted by the CHRC,a tribunal will be formed to deal with the allegations against the organization.

Ken has been denied employment due to several body piercings and tattoos.What protection does he have under human rights law?

According to the most recent Statistics Canada census,over 26% of our total population is classified as "visible minority".

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

Federal legislation,namely the Canada Labour Code and Canadian Human Rights Act,applies to only about 20% of Canadian workers.

All provinces and territories have employment equity and pay equity legislation.

Employment legislations continue to change as Canadian social values change.There have been several recent significant court decisions that may have an impact on the rights of both employees and employers.Describe and provide an example of one.

What is the term for employers' attempts to adjust working conditions and employment practices in order to prevent discrimination?

Each province and territory has legislation that provides certain rights and guarantees regarding employment.

Pay equity is based on the principle of equal pay for work of equal value.

List three legislations that affect employment practices in Canada.Give an example of one.

Reverse discrimination occurs when employers give employment preference to members of certain groups.

Reverse discrimination is allowed as long as the employer can demonstrate that they are living up to the spirit of the law by attempting to correct past discrimination.

Which statement best describes diversity initiatives?

In managing people,managers can ignore the legal aspects of HRM without risking any severe consequences.

Employment laws make good business sense since they contribute to the bottom line.

What are two reasons why Canadian employment laws were written?

When can the Canadian Human Rights Commission refuse to accept a complaint?

Which statement best defines discrimination?

Once a complaint has been accepted by the CHRC,a tribunal will be formed to deal with the allegations against the organization.

Ken has been denied employment due to several body piercings and tattoos.What protection does he have under human rights law?

According to the most recent Statistics Canada census,over 26% of our total population is classified as "visible minority".

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