Question 1

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

Accepted Answer

A) True 
 B)False  True

Question 2

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

Accepted Answer

Discrimination means to treat someone differently,negatively,or adversely because of their race,age,religion,sex,or other prohibited ground.See Figure 2.1 for complete list.
Direct discrimination:Policies or practices that clearly make a distinction on the basis of a prohibited ground.
Indirect discrimination:Polices or practices that appear to be neutral but have an adverse effect on the basis of a prohibited ground.

Question 3

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

Accepted Answer

A) True 
 B)False  False

Question 4

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

Accepted Answer

A) True 
 B)False

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.

Accepted Answer

A) True 
 B)False

Question 6

Is differential treatment of employees ever legal?

Accepted Answer

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 7

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.

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

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 9

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

Accepted Answer

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 10

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

Accepted Answer

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

Question 11

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.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

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

Question 13

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.

Accepted Answer

The answer of Define sexual harassment,identify and discuss the two...

Question 14

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

Accepted Answer

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 15

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

Accepted Answer

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

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

Harassment is a form of:

Accepted Answer

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

Question 18

Women are an employment equity designated group.

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

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:

Accepted Answer

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

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

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

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

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

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

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.

Is differential treatment of employees ever legal?

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.

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

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

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

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.

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

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.

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

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

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

Harassment is a form of:

Women are an employment equity designated group.

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

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: