Deck 2: The Legal Context for Hrm and Creating Safe Healthy Workplaces

Question 1

The use of unpaid interns is a well-accepted practice that is universally viewed to be fair and acceptable in the context of employment/labour standards legislation.

Answer 1

False

Question 2

In Canada,banks are covered by federal legislation.

Answer 2

True

Question 3

The Workplace Hazardous Materials Information System (WHMIS)is related to the worker's "right to participate."

Answer 3

False

Question 4

The Personal Information Protection and Electronic Documents Act (PIPEDA)gives individuals the right to access and request correction of the personal information an organization may have collected about them.

Question 5

According to a report from the Conference Board of Canada,the majority of Canadian organizations rank diversity as a priority,and more than 80 percent of them have a strategic plan to foster it.

Question 6

An organization that fails to maintain fairness in hiring or fails to protect the safety of workers may experience employee turnover,lawsuits,and/or negative publicity.

Question 7

For a behaviour to considered "harassment" it must be physical i.e.offensive verbal behaviour is not likely to be viewed as harassment.

Question 8

Bill C-45 (Westray Bill)makes anyone who directs the work of others criminally liable for safety offences.

Question 9

All of the jurisdictions-provinces,territories,and federal,have privacy laws that regulate how personal information such as personal health and financial information,is handled.

Question 10

Discrimination means to treat someone differently,negatively,or adversely because of their race,age,religion,sex,or other prohibited ground.

Question 11

Federal,provincial,and territorial governments in Canada all play an important role in creating the legal environment for human resource management.

Question 12

A health and safety committee is comprised of members from the government and participating organizations.

Question 13

Discrimination may be direct or indirect.

Question 14

The Canadian Human Rights Commission provides oversight and enforces human rights legislation in organizations that fall under either provincial or federal jurisdiction.

Question 15

Safety in the workplace is based on the foundation of an external responsibility system whereby governments are responsible for creating and maintaining safe and healthy work environments.

Question 16

Pay equity is a principle of non discrimination in wages that requires men and women working the same number of hours to be paid the same.

Question 17

Women are an employment equity designated group.

Question 18

Government regulates the protection of employee health and safety.

Question 19

Hospitals,schools,colleges,and universities are covered by provincial/territorial legislation.

Question 20

Approximately 94 percent of Canadian employers and their employees are covered by provincial/territorial legislation.

Question 21

Unnecessary physical contact,including unwanted touching could result in:

A) career advancement.
B) charges of sexual harassment.
C) career development.
D) a salary cut.
E) charges of discrimination.

Question 22

If a woman is denied a job on the basis that she has school-age children,but men with school-age children obtain employment,this is an example of:

A) respectful behaviour.
B) compassionate treatment.
C) differential treatment.
D) strategic recruitment.
E) the duty to accommodate.

Question 23

In addition to ensuring a safe physical working environment,employers are responsible for providing psychological safety for employees.

Question 24

A bona fide occupational requirement (BFOR)must be:

A) an industry-wide,recognized practice.
B) a necessary,not merely preferred,qualification for performing a job.
C) acceptable to all managers and supervisors.
D) acceptable to all employees.
E) All of the choices are correct.

Question 25

Canada's Top 100 Employers includes a specific category to recognize employers that provide the most inclusive workplaces.This category of employers is called:

A) Canada's Best Employment Equity Employers.
B) Canada's Best Diversity Employers.
C) Canada's Best Employers for Young Employees.
D) Canada's Most Inclusive Employers.
E) Canada's Most Protective Employers.

Question 26

Harassment is a form of:

A) discrimination.
B) accommodation.
C) work style.
D) communication.
E) differential treatment.

Question 27

The text suggests that some define a diverse workforce as a competitive advantage.These organizations are advocating a policy of:

A) defining diversity.
B) valuing diversity and inclusion.
C) negligent hiring.
D) avoiding discrimination.
E) differential treatment.

Question 28

Which of the following is NOT covered by federal legislation?

A) Airlines
B) Television and radio stations
C) Grain elevators,feed,and seed mills
D) Retail and hospitality businesses e.g.stores and restaurants
E) Neither "Grain elevators,feed,and seed mills" nor "Retail and hospitality businesses e.g.stores and restaurants" are covered by federal legislation.

Question 29

Employment/Labour Standards Legislation covers all the following areas,EXCEPT:

A) maximum wage.
B) hours of work.
C) minimum wage.
D) general holidays.
E) layoff procedures.

Question 30

Experienced employees are unlikely to need safety retraining because they are familiar with the dangers associated with their work.

Question 31

What federal legislation provides rules of how organizations can collect,use,or disclose information about employees in the course of commercial activities?

A) Canadian Human Rights Act
B) Charter of Rights and Freedoms
C) Employment Equity Act
D) Personal Information Protection and Electronic Documents Act (PIPEDA)
E) Official Languages Act

Question 32

Employee assistance programs (EAPs)presently focus primarily on treating alcoholism.

Question 33

Who is responsible to prove the existence of a BFOR if any complaint of discrimination should arise?

A) Employer
B) Employee
C) Government
D) Lawyers
E) Privacy Commissioner

Question 34

Is differential treatment of employees ever legal?

A) Yes,when employing people older than 55 years of age.
B) Yes,when there is a bona fide occupational requirement.
C) Yes,when employing people with disabilities.
D) Yes,when employees do not file complaints.
E) No,differential treatment of employees is always illegal.

Question 35

What level or type of government plays an important role in creating the legal environment for human resource management?

A) Municipal
B) Territorial
C) Provincial
D) Federal
E) Territorial,"Provincial," and "Federal"

Question 36

Which of the following is NOT a designated employment equity group?

A) Women
B) Members of visible minorities
C) Elderly people
D) Persons with disabilities
E) Aboriginal peoples

Question 37

Employers may do several things as part of their duty to accommodate.Identify the exception.

A) Modify equipment
B) Make facilities accessible
C) Modify job duties
D) Dismiss employees
E) Modify work schedules

Question 38

The number of time-loss injuries in Canada has been declining each year since 2000.

Question 39

All of the following are prohibited grounds of discrimination under federal legislation,EXCEPT:

A) Sexual orientation
B) Religion
C) Political belief (or activity)
D) Pardoned conviction
E) Age

Question 40

Cultural differences make it more difficult to ensure the safety of employees working internationally.

Question 41

Safety in the workplace is based on the foundation of a(n):

A) external responsibility system.
B) government system.
C) internal responsibility system.
D) dangerous system.
E) worker at fault system.

Question 42

Pay equity legislation is intended to address the _________ gap between men and women in the workplace.

A) skill
B) education
C) wage
D) age
E) job satisfaction

Question 43

A confidential,short term,counselling service for employees with personal problems is called a(n):

A) employee health and wellness program.
B) operations review.
C) employee assistance program (EAP).
D) job hazard analysis.
E) safety audit.

Question 44

At a minimum,employers,managers,and supervisors have a duty to provide a safe workplace.Their responsibilities include all of the following,EXCEPT:

A) pay employees more if they are willing to perform unsafe work.
B) identify the need for training for employees and themselves.
C) supply personal protective equipment and ensure workers know how to use the equipment.
D) take every reasonable precaution to ensure the workplace is safe.
E) immediately report all critical injuries to the appropriate government department.

Question 45

____________ is a current controversy facing the federal government related to employment/labour standards.

A) Protecting employees' privacy
B) The use of unpaid interns
C) Harassment
D) Employment equity
E) All of the choices are correct.

Question 46

The ______________ enforces human rights legislation for federally regulated employers.

A) Canadian Human Rights Commission
B) (Office of the)Privacy Commissioner of Canada
C) Pay Equity Advisor of Canada
D) Canada Labour Code
E) Canadian Tribunal

Question 47

What type of worker is particularly vulnerable to workplace injury or illness?

A) Women
B) Young and new
C) Older
D) More experienced
E) All types of workers are equally at risk.

Question 48

The safety technique that involves breaking a job down into basic elements,then rating each element for its potential for harm or injury is known as:

A) job design.
B) job hazard analysis technique.
C) job analysis.
D) hazard analysis.
E) technic of operations review.

Question 49

One common technique for reinforcing safe practices is implementing a _____________ to reward workers for their support and commitment to safety goals.

A) safety incentive program
B) safety management program
C) performance pay program
D) productivity incentive program
E) All of the choices are correct.

Question 50

Workplace safety includes both physical and _________ safety.

A) legal
B) regulated
C) psychological
D) future
E) informal

Question 51

Bill C-45 (the Westray Bill)increased the maximum consequences to organizations and anyone who directs the work of others to:

A) $25,000 fine.
B) $100,000 fine.
C) unlimited fines.
D) life imprisonment.
E) both "unlimited fines" and "life imprisonment."

Question 52

The first step of a technic of operations review analysis of an accident is to:

A) establish the facts surrounding the incident.
B) identify the basic elements of the job.
C) rate each of the basic job elements for its hazard potential.
D) identify the single,systemic failure that most likely contributed to the incident.
E) identify two or three secondary factors that likely contributed to the incident.

Question 53

The Workplace Hazardous Materials Information System (WHMIS)relates to the worker's:

A) right to refuse unsafe work.
B) right to know about actual and potential dangers in the workplace.
C) responsibility to follow safety rules and regulations.
D) right to participate in workplace health and safety activities.
E) right to refuse all dangerous work.

Question 54

Health and safety committees are __________ by the employer and employees at large (or union)to address health and safety issues in a workplace.

A) elected
B) randomly assigned
C) contracted
D) jointly appointed
E) None of the choices are correct.

Question 55

Workplace violence includes:

A) harassment.
B) verbal or written threats to inflict harm.
C) verbal abuse e.g.swearing.
D) physical attacks e.g.hitting.
E) All of the choices are forms of workplace violence.

Question 56

Increasingly,organizations are taking a strategic approach to occupational health and safety by:

A) focusing on legal compliance.
B) avoiding responsibility for worker health and safety.
C) holding employees solely responsible for safe operations.
D) adopting a values-based commitment to safe operations.
E) both "focusing on legal compliance" and "avoiding responsibility for worker health and safety."

Question 57

Organizations that place a strategic emphasis on corporate wellness achieve all of the following economic benefits,EXCEPT:

A) reduced injury insurance costs.
B) enhanced productivity.
C) reduced costs due to less employee turnover.
D) increased absenteeism.
E) reduced disability insurance costs.

Question 58

How many workplace fatalities were there in Canada in 2013?

A) Less than 100.
B) More than 100 but less than 250.
C) More than 250 but less than 750.
D) More than 750 but less than 1000.
E) More than 5000.

Question 59

Which of the following is NOT a fundamental right of Canadian workers?

A) Right to know about hazards in the workplace.
B) Right to participate in workplace health and safety activities.
C) Right to refuse unsafe work.
D) Right to refuse to follow posted safety instructions.
E) All of the choices are fundamental rights of Canadian workers.

Question 60

Which of the following is a primary component of a safety awareness program?

A) Identifying and communicating hazards
B) Reinforcing safe practices
C) Promoting safety internationally
D) Identifying and communicating hazards,"reinforcing safe practices," and "promoting safety internationally."
E) Only "identifying and communicating hazards" and "reinforcing safe practices."

Question 61

Define sexual harassment,identify and discuss the two major types of sexual harassment,and indicate four steps firms may take to ensure workplaces are free from sexual harassment.

Question 62

What are the objectives of Pay Equity?

Question 63

What is the role of employers to reinforce safe behaviours? What practices do firms implement to reinforce safe behaviours in the workplace?

Question 64

Define discrimination.Differentiate between direct and indirect discrimination.Provide an example of each type of discrimination.

Question 65

Employment equity legislation attempts to eliminate employment barriers to four designated groups.Demonstrate your knowledge of employment equity by identifying and briefly explaining who is included in each of the designated groups.

Question 66

Reflecting the increasing diversity of Canadian society,many firms now indicate they have a policy of valuing diversity and inclusion.Discuss how this is being practised and the implications for HRM.

Question 67

Outline the legal framework of human resource management in Canada.

Question 68

Employees have both rights and responsibilities with respect to workplace health and safety.Identify and briefly describe employees' rights and responsibilities that are protected by occupational health and safety legislation.