c4

Student: ___________________________________________________________________________
1. The impact of government on the human resource function is
A. subtle and indirect
B. direct and immediate
C. indirect but increasing
D. present but decreasing
E. important to strategy, but not important to daily operations

2. overnments often create special regulatory commissions and boards in order to
A. to avoid flooding the courts !"ith often minor issues# as the "or$place becomes increasingly regulated
B. to ma$e %obs for the unemployed regulators
C. to do a preliminary organi&ing of cases before sending them to the courts
D. because the courts "ere refusing to hear "or$place complaints
E. because the courts did not $no" enough to ma$e reasonable %udgments

'. (uman )esource specialists are concerned "ith legislation and regulations for all of the follo"ing reasons
e*cept
A. its necessary to stay informed or their $no"ledge becomes useless to the organi&ation
B. interpretation by regulatory bodies and court rulings affect () activities
C. company programs must be legally compliant
D. poor public relations or la" suits can occur against an organi&ation
E. they "ill be legally responsible for all of an organi&ations activities

+. Among federal governmental legislation that has had an impact on the human resource function are all the
follo"ing e*cept
A. Canada ,abour -afety Code
B. Charter of )ights and .reedoms
C. (uman )ights Act
D. Employment E/uity Act
E. 0rovincial 1ccupational (ealth and -afety legislation

2. The Canadian Charter of )ights and .reedoms is contained in the
A. B3A Act of 1456
B. Constitution Act of 1742
C. Declaration of 8ndependence
D. Canadian (uman )ights Act !1766#
E. Canadian legislation concerning 8mmigration

5. The Canadian Charter of )ights and .reedoms provides the follo"ing fundamental rights e*cept
A. freedom of conscience and religion
B. freedom of thought, belief, opinion, and e*pression
C. freedom from hunger and "ant
D. freedom of peaceful assembly
E. freedom of association

6. The purpose of the Charter of )ights and .reedoms is to
A. provide moral guidance
B. provide a structure for human resource specialists
C. provide fundamental rights to Canadians
D. provide for la"yers and their families
E. provide a safe "or$ing environment

4. -pecific areas "here the Charter of )ights and .reedoms provides protection include all of the follo"ing
e*cept
A. democratic rights
B. e/uality rights
C. language rights
D. Aboriginal rights
E. union rights, especially the right to bargain collectively and to stri$e

7. The impact of the Charter of )ights and .reedoms, specifically on human resources management
A. is minimal
B. does not apply to business organi&ations
C. varies from province to province
D. is ma%or and far9reaching
E. is felt less by Canadian organi&ations than by foreign subsidiaries

1:. -ection 1 of the Charter guarantees rights and freedoms, but /ualifies "ith ad%ectives such as ;reasonable;
and ;demonstratively %ustified;, "hich is one reason "hy
A. the Charter is no longer valid
B. cases end up in the %udicial system
C. the Charter doesn<t apply to non9human resource managers
D. the Charter is seen as anti9union
E. it is easier for employees to defend their rights in Canada

11. 8n relation to union issues, legal decisions have held that the Charter
A. does include the right to stri$e
B. does include the right to bargain collectively
C. does include the right to bargain collectively, but not to stri$e
D. does not include either the right to stri$e nor to bargain collectively
E. has had no real impact on any ma%or union issue

12. -upreme Court decisions have affirmed that the rights to bargain collectively and to stri$e are
A. fundamental freedoms
B. guaranteed under the Charter<s -ection 2 protecting the freedom of association
C. statutory rights only
D. no longer rights
E. historical rights beyond the reach of the Charter

1'. The -upreme Court of Canada has ruled that the Charter does not guarantee the follo"ing labour rights
e*cept
A. the right to stri$e
B. the right to bargain collectively
C. the right to pic$et
D. the right to "or$ regardless of mandatory retirement rules
E. the right see$ employment any"here in Canada

1+. The difference bet"een the Charter and the Canadian (uman )ights Act is that the Charter guarantees
e/uality before the la", "hile the (uman )ights Act see$s to provide
A. "omen<s rights
B. aboriginal rights
C. e/ual employment opportunities
D. e/ual language rights
E. social "elfare rights

12. (uman rights legislation differs from other employment related la"s and regulations in that it
A. is limited in scope and application
B. affects nearly every human resource function
C. can only be applied if organi&ations "ish
D. is not relevant in most cases
E. cannot supersede any organi&ation<s current policies

15. Canadian human rights legislation consists of
A. federal acts only
B. provincial acts only
C. federal, international, and =nited 3ations acts
D. both federal and provincial acts
E. federal, provincial, and international acts

16. (uman rights legislation does not permit employers to re"ard or penali&e employees based upon
A. race
B. ability
C. performance
D. productivity
E. "or$place behaviour

14. .ederal and provincial human rights legislation
A. are completely identical
B. are not identical but generally mirror one another
C. differ to a fair degree
D. have no common elements bet"een them
E. actually contradict each other

17. 0rovincial human rights legislation e*ist in every province>territory e*cept 3unavut and
A. 1ntario
B. 3orth"est Territories
C. ?uebec
D. Alberta
E. only 3unavut@ because it is still under federal legislation

2:. Discrimination is clearly and specifically defined in
A. the Charter of )ights and .reedoms, but no"here else
B. almost all provincial human rights acts, but not in the Charter
C. the Charter and in most provincial acts
D. neither the Charter nor any provincial human rights legislation e*cept ?uebec
E. the Canadian (uman )ights Act alone

21. The follo"ing prohibited grounds for discrimination are common to all human rights acts in Canada e*cept
A. race or colour
B. se*
C. family status
D. physical or mental disability
E. religion

22. =nder certain circumstances direct intentional discrimination is acceptable. -uch legal discrimination is
called
A. bona fide occupational /ualification
B. affirmative action
C. bona fide special case employment
D. a priori occupational /ualifications
E. ad hoc accommodation

2'. Ahen there is no intention to discriminate but discrimination occurs nonetheless this is called
A. direct discrimination
B. intentional discrimination
C. systemic discrimination
D. unplanned discrimination
E. bona fide occupational /ualification

2+. 8ndirect or systemic discrimination occurs "hen
A. discrimination is intended but hidden and applied subtly
B. employment practices e*clude specific groups for reasons that cannot be sho"n to be %ob9related
C. bona fide occupational re/uirements are permitted
D. particular groups may not be hired because there are specific safety or efficiency related reasons
E. organi&ational policies forbid the hiring of people based solely on race or se*

22. All the follo"ing are e*amples of indirect discrimination e*cept
A. psychological inability of people to deal "ith persons "ith disabilities
B. re/uirements that an attendant in a "omen<s loc$er room must be female
C. minimum scores on certain employment tests
D. minimum height or "eight re/uirements for police forces
E. internal or "ord9of9mouth hiring policies

25. An employer must accommodate an employee<s religious practices unless
A. such accommodation presents a conflict "ith the employer<s o"n religious beliefs
B. the employee<s religious beliefs are ob%ectionable to the employer
C. the employee<s religious beliefs are ob%ectionable to a ma%ority of the other employees
D. the accommodation presents ;undue hardship; to the employer
E. such accommodation implies that the employee<s beliefs are superior to those of the other employees

26. An employer has a duty to accommodate an employee<s human rights up to the point
A. of ;undue hardship;
B. "here the employer spends up to B'::: per employee
C. that the employer feels they "ant to
D. that the employee demands
E. stated specifically in the (uman )ights Act

24. )elevant considerations of the principle of ;undue hardship; include all the follo"ing e*cept
A. financial cost
B. disruption of a collective agreement
C. morale problems "ith other employees
D. interchangeability of "or$ force and facilities
E. employer<s reluctance to accommodate

27. The courts have ruled that terminating someone<s employment due to their age
A. is al"ays discriminatory
B. is not discriminatory for anyone over the age of 22
C. is not discriminatory if the person has reached the normal retirement age for that profession
D. is only discriminatory for minority groups
E. is not a factor to be considered

':. Ahile it is illegal to recruit, hire and promote employees based upon a person<s se*, it is not illegal to
A. to have separate policies for men and "omen
B. to reserve some %obs for men or "omen only !eg. male "elders#
C. have bona fide occupational /ualifications
D. to have similar standards for men or "omen even if such standards are arbitrary
E. to hire on the basis of se* so long as this has been made clear from the beginning

'1. 8n a recent ruling the -upreme Court established ne" criteria to define a bona fide occupational
/ualification, including that
A. the B.1? standard must be unconnected to %ob performance
B. the B.1? standard "as established in an honest belief that it "as rationally connected to the proper
performance of the %ob
C. the B.1? standard must be an unnecessary re/uirement to successful %ob performance
D. the B.1? standard must only apply to certain groups
E. the B.1? standard can not apply to target groups listed in the Employment E/uity Act

'2. )ecently the -upreme Court has decided in regards to same9se* couples that
A. se*ual orientation is a prohibited ground for discrimination
B. only married same9se* couples must be treated the same "ay as heterose*ual couples
C. se*ual orientation is not a human rights issue
D. li$e heterose*ual couples, businesses may refuse to hire both partners to "or$ together
E. individual gays and lesbians are not protected, but gay and lesbian couples are

''. A Canadian (uman )ights Commission ruling has said that nepotism
A. amounts to a form of discrimination
B. is discriminatory e*cept for hiring the children of employees for summer %obs
C. is not discrimination
D. is only discriminatory if it involves "hite males
E. "as not an issue for the Commission to consider

'+. 3o person should be denied employment because of a disability and voluntary ad%ustments to a "or$place
are made for special needs employees. This is referred to as
A. B.1?
B. reasonable accommodation
C. duty to accommodate
D. systemic changes
E. reverse discrimination

'2. .ederal Court rulings have indicated that drug and alcohol dependencies
A. can be grounds for immediate dismissal
B. are not covered in any sense under the Canadian (uman )ights Act
C. can be interpreted as disabilities under the Act
D. are not an e*cuse for behaviour that could other"ise result in dismissal
E. may be allo"ed to indulge their dependencies in the "or$place

'5. The Canadian (uman )ights Commission has held that discrimination against an employee on grounds of
(8C infection or A8D-
A. is not discrimination if the person has the disease
B. only discrimination if a decision is based on a suspicion of the person having the disease
C. is a violation of the (uman )ights Act
D. may be discriminatory but is allo"able for the safety of other employees
E. is allo"ed until the person can sho" that they do not have the disease

'6. The Canadian (uman )ights Act prohibits discriminating against a person if
A. they have ever been convicted of an offence
B. they have ever been arrested, even if not convicted of anything
C. they have been convicted of an offence for "hich a pardon has been issued
D. they have served time in %ail or prison
E. they have ever file a complaint "ith the police

'4. (arassment may include all the follo"ing e*cept
A. verbal abuse
B. leering or related gestures
C. un"elcome remar$s, %o$es or innuendo
D. unnecessary physical contact
E. innocent compliments

'7. ,egally actionable "or$place harassment includes incidents or behaviours that occur
A. anytime or anyplace
B. only during "or$ing hours
C. only at the "or$place
D. anytime or anyplace if they are employment9related
E. only bet"een supervisors and their immediate subordinates

+:. -e*ual harassment only applies if the complainant is
A. female
B. female, gay or lesbian
C. female, gay, lesbian, or a member of a protected class
D. female, gay, lesbian, or a member of a protected class, plus male if harassed by another male
E. a human being

+1. (uman )ights Tribunals have maintained that se*ual harassment e*ists "hen all of the follo"ing occur
e*cept
A. encounters are unsolicited and un"elcome
B. conduct continues despite protests
C. complainant<s disli$e of actions is $no"n to the person doing the ;harassing;
D. conduct ceases but complainant suffers negative "or$place conse/uences
E. encounters are mutually "elcome

+2. A person "ho brings a charge of se*ual harassment yet has been sho"n to have cooperated "ith the
respondent
A. "ill be charged himself>herself
B. "ill not have the fact considered at the hearing
C. must sho" that cooperation "as due to employment9related threats or promises
D. is not re/uired to have to verify any embarrassing behaviour or events
E. "ill not be entitled to a hearing

+'. Danagers or supervisors "ho retaliate in any "ay against employees "ho have brought complaints under
the (uman )ights Act
A. are committing a criminal act
B. may legally do so
C. may legally do so as long as the employee doesn<t complain
D. may do so "ith the approval of the firm<s human resource department
E. may do so "ith the approval of the (uman )ights Commission

++. The Canadian (uman )ights Commission must hear any complaint filed !"ithin its %urisdiction# though it
may choose to do any of the follo"ing e*cept
A. refuse to deal "ith it if other procedures seem more appropriate
B. refuse to deal "ith complaints it sees as trivial
C. refuse to accept a third9party complaint
D. refuse to deal "ith a complaint if too much time has elapsed since the alleged act
E. refuse to hear complaints from individuals "ho are not members of government defined target group

+2. E*perience seems to indicate that most human rights cases are settled at the follo"ing stage
A. the complainant goes to a human rights officer "ho investigates and attempts to settle it
B. the case is presented to the (uman )ights Commission
C. the case goes before a (uman )ights Tribunal
D. the case goes before the courts
E. most cases are never settled

+5. The Employment E/uity Act of 1746 is specifically intended to remove employment barriers and promote
e/uity for all the follo"ing groups e*cept
A. "omen
B. aboriginal peoples
C. gays and lesbians
D. people "ith disabilities
E. visible minorities

+6. 8f an organi&ation has a non9compliance charge "ith the (uman )ights Commission, "ho can the charge be
againstE
A. the organi&ation alone
B. individuals "ithin the organi&ation
C. only one group
D. the organi&ation or individuals "ithin the organi&ation
E. the () department only

+4. The term ;employment e/uity; has been officially used in Canada rather than the =.-. term ;affirmative
action; mainly because
A. the Americans have copyrighted their term and Canada "ould have to pay to use it
B. the American term cannot be easily translated into .rench
C. the American term carried too many negative associations "ith it
D. Canadians tend to be less ;affirmative; than Americans
E. Canadian la" forbids the use of the "ord affirmative

+7. The Employment E/uity Act specifies that an employer shall provide ;reasonable accommodation to
correct...under9representation.; All the belo" are e*amples of ;reasonable accommodation; e*cept
A. providing a sign language interpreter to intervie" a deaf candidate
B. putting in an elevator to the third floor of a home office to provide for a disabled %ob applicant
C. allo"ing religious minorities to alter their "or$ schedules to accommodate certain religious obligations
D. altering dress codes to permit aboriginal people to "ear braids
E. providing special telephone or computer e/uipment for a person "ho is hearing or visually impaired

2:. Employment E/uity particularly affects the human resource function of all the follo"ing e*cept
A. recruiting
B. producing %ob descriptions
C. selection
D. performance appraisal
E. occupational health and safety

21. Employers often voluntarily enact Employment E/uity 0rograms because of all of the follo"ing e*cept
A. open discrimination can lead to negative publicity
B. e*cluding an entire group of people limits the number of people available to "or$
C. apparent or perceived discrimination can lead to government intervention
D. perceived discrimination can lead to consumer boycotts
E. they have been told to by the courts or fall under government regulation

22. 8n order to effectively develop an employment e/uity program an organi&ation should
A. first e*hibit bottom9up support from all employees
B. appoint a high9ran$ing director to indicate commitment
C. avoid publici&ing ne" policies both internally and e*ternally until they are successful
D. avoid a high9profile program director so as not to embarrass minority>target groups
E. avoid setting goals that re/uire specific timetables

2'. Among the steps in an Employment E/uity 0rogram are included all the follo"ing e*cept
A. surveying the "or$force !both internal and e*ternal#
B. appointing a senior director to oversee the program
C. publici&ing organi&ational commitment
D. developing goals and timetables
E. providing fle*ibility by establishing vague, non9specific control systems and reporting procedures

2+. According to -tatistics Canada, in 2::2 "omen earned on average FFFFFFFFFF for every dollar earned by
men.
A. 52 cents
B. 66 cents
C. 42 cents
D. 72 cents
E. B1.:2

22. All the follo"ing can result from a charge of reverse discrimination in enacting employment e/uity e*cept
A. it may place a human resource department in a difficult position
B. it can raise /uestions about intrinsic fairness
C. it can allo" a less /ualified employee to be hired
D. it can be seen by the (uman )ights Act to be non9discriminatory "hen fulfilling the spirit of the la"
E. it indicates that the organi&ation is not responding to employment e/uity re/uirements

25. ,egal challenges and issues that affect the management of human resources include all the belo" e*cept
A. human rights complaints
B. harassment
C. pay e/uity
D. automation
E. employment e/uity

26. All the belo" are rules in the concept of 3atural Gustice e*cept
A. the right to a fair hearing
B. the right to having all cost of a hearing covered by a third party
C. the right to legal representation
D. the right to an impartial hearing
E. the right to a hearing "ithin a reasonable time

24. The minimum standards that have been accepted as non9legal guidelines by arbitrators, %udges, and other
decision ma$ers of fair decision ma$ing is called
A. the principle of 3atural .airness
B. the principle of 3atural Gustice
C. the principle of Distributive Gustice
D. the principle of Doral Decision9ma$ing
E. the principle of =tilitarian .airness

27. .e" challenges encountered by human resource departments is as over"helming as those presented by
government.
True .alse

5:. Because of government involvement, () specialists need to be reactive in order to minimi&e organi&ational
conse/uences.
True .alse

51. Ahile the Charter of )ights and .reedoms does indicate some fundamental rights that it says should e*ist, it
does not provide for any specific rights for Canadians.
True .alse

52. The Canadian Charter gives every Canadian the right to live and "or$ any"here in Canada.
True .alse

5'. The Charter of )ights and .reedoms specifically discusses aboriginal rights.
True .alse

5+. Although a po"erful social document, the Charter of )ights and .reedoms has minimal implications for
employers.
True .alse

52. The Charter of )ights and .reedoms specifically discusses the rights of gay>lesbians.
True .alse

55. The Canadian (uman )ights Act is the common name for the Charter of )ights and .reedoms.
True .alse

56. The Charter can override any e*isting la" or statute.
True .alse

54. Ahen the Charter came into effect union and management both hoped that the impact "ould be substantial
in strengthening their positions vis9a9vis each other, but the impact has actually been modest so far.
True .alse

57. The -upreme Court has held that the Canadian Charter does not include the right to stri$e or to collectively
bargain.
True .alse

6:. enerally, Canadian courts tend to associate more "ith union and "or$er interests than "ith management or
public interests
True .alse

61. The -upreme Court has generally upheld mandatory retirement as illegal because it is a form of age
discrimination.
True .alse

62. The Canadian (uman )ights Act see$s to guarantee e/uality before the la" for every Canadian.
True .alse

6'. The Canadian (uman )ights Act see$s to provide e/ual employment opportunities "ithout regard to se*,
race, religion, colour or disability.
True .alse

6+. 8n actual fact, Canadian human rights legislation is a family of federal and provincial that have a common
ob%ective.
True .alse

62. 0rovincial human rights acts generally mirror federal la"s e*cept in the areas of pay e/uity and employment
e/uity.
True .alse

65. Broadly spea$ing, the provincial and the federal human rights acts are all reasonably similar.
True .alse

66. 1ne problem "ith human rights legislation is that it ma$es it very difficult for employers to re"ard
performance or penali&e poor productivity.
True .alse

64. Every human rights act in Canada, e*cept ?uebec, starts off by defining the meaning of discrimination.
True .alse

67. ,egal direct discrimination is called bona fide occupational /ualification.
True .alse

4:. ,egal intentional discrimination is often referred to as occupational pro forma employment re/uirements.
fs2+True .alse

41. (uman rights legislation prohibits discrimination in employment under all circumstances.
True .alse

42. -ystemic discrimination !generally# occurs "hen there is no intention to discriminate.
True .alse

4'. An e*ample of indirect discrimination could be "eight or height re/uirements for employment.
True .alse

4+. A lac$ of e*plicit anti9harassment policies in an organi&ation could be an e*ample of indirect
discrimination.
True .alse

42. As$ing for "omen only to apply for the position of attendant in a "omen<s health club is an e*ample of a
B.1?.
True .alse

45. (uman rights legislation no" e*ists in every area of Canada e*cept the Hu$on.
True .alse

46. Every human rights act in Canada prohibits discrimination on the basis of race, religion, se* and disability.
True .alse

44. All human rights legislation in Canada prohibits discrimination due to alcohol or drug dependency.
True .alse

47. Every human rights act in Canada specifically prohibits discrimination based upon political belief.
True .alse

7:. 8f a supervisor is abusive to all employees, it is more difficult for a single employee to prove discrimination.
True .alse

71. A person<s religious beliefs must be accommodated by an employer up to the point of ;undue hardship.;
True .alse

72. Employers have a ;duty to accommodate; up to a level of ;undue hardship; in accommodating employee<s
religious practices.
True .alse

7'. Allo"ing an employee "ho has %ust %oined a relatively obscure religious organi&ation to ta$e off a busy
"or$ day for a special religious observance "ould be considered ;undue hardship; and could li$ely be safely
refused.
True .alse

7+. Although it is unla"ful to discriminate in recruiting or hiring men and "omen, it is not unla"ful to have
separate organi&ational policies for men and "omen.
True .alse

72. 8t is illegal to have separate measurement and performance standards for men and "omen, regardless of the
reason.
True .alse

75. 1ne problem "ith the Canadian (uman )ights Act is that "hen a %ob standard discriminates against a
person under the Act, the burden of proof rests "ith the individual, not the organi&ation.
True .alse

76. )ecent court rulings have made it easier for human resource managers to establish and defend B.1?s.
True .alse

74. 3epotism can be a form of discrimination based on family status.
True .alse

77. )efusing a blind person a %ob as a truc$ driver is an e*ample of discrimination based on disability.
True .alse

1::. .iring an employee for drug or alcohol dependency can be considered as discrimination in some cases.
True .alse

1:1. 8t is not discriminatory to dismiss an employee "ith A8D- if it endangers other employees.
True .alse

1:2. (arassing behaviour ta$es place even "hen an employee doesn<t $no" their actions "ere un"elcome.
True .alse

1:'. According to court decisions, even friendly "elcomed conversation can be considered harassment in many
cases.
True .alse

1:+. 0rotection against harassment can e*ist even outside the "or$place if the incidents are employment9
related.
True .alse

1:2. An employer "ho retaliates against an employee for e*ercising rights under the (uman )ights Act is
"rong but cannot currently be charged "ith any offence under the la".
True .alse

1:5. 8t is an offence punishable by %ail time to obstruct or fail to comply "ith a human rights tribunal.
True .alse

1:6. The Canadian (uman )ights Commission is responsible for enforcing the (uman )ights Act.
True .alse

1:4. Employment E/uity has designated si* target !or protected# groups "ithin Canada.
True .alse

1:7. )ecruiting, selection and compensation are the three human resource functions affected by employment
e/uity plans.
True .alse

11:. The first step in an Employment E/uity 0rogram is to have the CE1 support the program in "riting.
True .alse

111. The first step in an Employment E/uity 0rogram in a union environment is to gain union support for the
idea.
True .alse

112. 0ay e/uity legislation is concerned "ith the concept of ;e/ual pay for e/ual "or$.;
True .alse

11'. Court decisions have decreed that the rules of 3atural Gustice are important, but that they do not supercede
any organi&ational rules and policies.
True .alse

11+. Despite their purpose, employment e/uity programs are considered as being legally guilty of reverse
discrimination "hen they give preference to people based upon their race, se* or colour.
True .alse

112. To ensure that decisions that can have a serious impact on a person<s life and career follo" a fair and
e/uitable process, a concept referred to as 3atural Gustice has been adopted internationally.
True .alse

115. Dany aspects of human resource management are affected by FFFFFFFFFF FFFFFFFFFF legislation.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

116. Canadians are guaranteed fundamental rights under the FFFFFFFFFF, contained in the Constitution Act of
1742.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

114. The Charter does specify legal rights such as life, FFFFFFFF, and personal security.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

117. 1ne of the more prominent Charter issues that have been before the courts deal "ith the use of
FFFFFFFFFF FFFFFFFFFFFunion security provisions "here "or$ers must be union members to be hired.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

12:. The -upreme Court has held that the Charter does not include a union<s right to FFFFFFFFFF and to
FFFFFFFFFF FFFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

121. The -upreme Court has held that mandatory retirement at the normal age FFFFFFFFFF FFFFFFF
discrimination.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

122. (uman )ights Acts see$ to provide e/ual FFFFFFFFFF opportunities "ithout regard to age, se*, race,
religion, natural origin and disability.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

12'. (uman rights acts no" e*ist in FFFFFFFFFF provinces in Canada.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

12+. Though it prevents discriminating against people the Charter of )ights and .reedoms does not e*pressly
define the meaning of FFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

122. 8ndirect or unintentional discrimination is also $no"n as FFFFFFFFFF discrimination.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

125. A ladies clothing store, advertising for female cler$s is carrying out a legal form of discrimination referred
to as FFFFFFFF FFFFFFFFFFFFFF FFFFFFFFFFFFF FFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

126. ,egal direct discrimination is called FFFFFFFFFF FFFFFFFF FFFFFFFFFFF FFFFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

124. 8nternal hiring or "ord9of9mouth hiring policies could be e*amples of FFFFFFFFFF discrimination.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

127. 0romoting on seniority or e*perience in traditionally male9oriented organi&ations could represent a form of
FFFFFFFFFF discrimination.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1':. Employers must accommodate a person<s religious practices up to a point of ;FFFFFFFFFF FFFFFFFFF;.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'1. =ntil they reach a point of ;undue hardship; employers have a ;FFFFFFFFFF FFFFFF FFFFFFFF; an
employee<s religious practices.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'2. -e* and age are also FFFFFFFFFF grounds of discrimination in Canada.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1''. 8n 1777 the -upreme Court established FFFFFFFFFF ne" criteria to access the appropriateness of a B.1?.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'+. -e*ual orientation is currently covered under FFFFFFFFFFFFFFFF FFFFFFFFFFFFFFF FFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'2. Employers are e*pected to follo" the principle of ;FFFFFFFFFF FFFFFFFFF; in ta$ing measures to ma$e
available a suitable %ob for a person "ith a disability.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'5. =n"elcome touching, remar$s, %o$es and gestures may be e*amples of "or$place FFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'6. (arassing behaviour occurs if a ;FFFFFFFFFFF FFFFFFFFFFFF; ought to have $no"n such behaviour "as
un"elcome.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'4. A gender based form of harassment, FFFFFFFFFF harassment, has become an important human resource
issue.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1'7. 8t is a criminal act for an employer to FFFFFFFFFF against any employee "ho has e*ercised his>her rights
under the (uman )ights Act.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+:. Ahat the Americans call affirmative action Canadians call FFFFFFFFFF FFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+1. The Employment E/uity Act states that there are !I# FFFFFFFFFF designated groups to be considered.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+2. The designated groups under the Employment E/uity Act include "omen, people "ith disabilities,
FFFFFFFFFF FFFFFFFFFF and visible minorities.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+'. Employers "ho do not comply "ith The Employment E/uity Act are investigated by the FFFFFFFFF
FFFFFFFFFFFFF FFFFFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1++. There are !I# FFFFFFFFFF ma%or steps in an Employment E/uity 0rogram.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+2. The first step in an Employment e/uity 0rogram is to FFFFFFFFFF FFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+5. The second step in an Employment E/uity 0rogram is to FFFFFFFFFF FFFFFFFFF FFFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+6. 0aying "omen less than men for doing %obs of e/ual value is regarded as discrimination on the basis of
FFFFFFFFFF.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+4. Ahen an Employment E/uity 0rogram gives preference to members of one group9even if members of
another group are better /ualified9this is often referred to as FFFFFFFFFF discrimination.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

1+7. To ensure that decisions that can have a serious impact on a person<s life and career follo" a fair and
e/uitable process, a concept referred to as FFFFFFFFFF has been adopted internationally.
FFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFFF

12:. Discuss "hy the Canadian Charter of )ights and .reedoms has ma%or implications for employers.




121. 8n a +92 split decision the -upreme Court held that -ection 2 of the Charter of )ights and .reedoms does
not include the right to bargain collectively and to stri$e. Discuss the implications.




122. The -upreme Court ruled that the right to pic$et is not protected under the Charter of )ights and
.reedoms. Discuss the implications for employers.




12'. Discuss the $ey grounds on "hich discrimination is prohibited by the Canadian (uman )ights Act.




12+. (uman rights la"s come from t"o sourcesJ federal governments and provincial governments. Discuss the
%urisdictional aspect of human rights legislation in Canada.




122. Employers may be found guilty of discrimination even in circumstances in "hich they do not intend to
discriminate. Comment.




125. Employers may be found guilty of discrimination against a protected group unless there is a bona fide
occupational re/uirement. Comment.
ive your opinion of the concept of a B.1?.




126. Discuss the discretion of a Canadian (uman )ights Tribunal.




124. Discuss the concepts of ;duty to accommodate,; ;reasonable accommodation,; and ;undue hardship.;
Ahat are your opinions on these conceptsE




127. Ahat are the reasons for having employment e/uity programsE




15:. (o" is an employment e/uity program developedE Discuss the steps involved.




151. Almost every human resource activity has been influenced by human rights la"s.
Comment.




152. Discuss the concept of 3atural Gustice, and its application and impact on human resource management.




c+ Key

1. (p. 145) The impact of government on the human resource function is
A. subtle and indirect
B. direct and immediate
C. indirect but increasing
D. present but decreasing
E. important to strategy, but not important to daily operations

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #1

2. (p. 145) overnments often create special regulatory commissions and boards in order to
A. to avoid flooding the courts !"ith often minor issues# as the "or$place becomes increasingly regulated
B. to ma$e %obs for the unemployed regulators
C. to do a preliminary organi&ing of cases before sending them to the courts
D. because the courts "ere refusing to hear "or$place complaints
E. because the courts did not $no" enough to ma$e reasonable %udgments

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #%

'. (p. 145) (uman )esource specialists are concerned "ith legislation and regulations for all of the follo"ing
reasons e*cept
A. its necessary to stay informed or their $no"ledge becomes useless to the organi&ation
B. interpretation by regulatory bodies and court rulings affect () activities
C. company programs must be legally compliant
D. poor public relations or la" suits can occur against an organi&ation
E. they "ill be legally responsible for all of an organi&ations activities

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #&

+. (p. 14514'(1)%) Among federal governmental legislation that has had an impact on the human resource function
are all the follo"ing e*cept
A. Canada ,abour -afety Code
B. Charter of )ights and .reedoms
C. (uman )ights Act
D. Employment E/uity Act
E. 0rovincial 1ccupational (ealth and -afety legislation

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #4

2. (p. 145) The Canadian Charter of )ights and .reedoms is contained in the
A. B3A Act of 1456
B. Constitution Act of 1742
C. Declaration of 8ndependence
D. Canadian (uman )ights Act !1766#
E. Canadian legislation concerning 8mmigration

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #5

5. (p. 145) The Canadian Charter of )ights and .reedoms provides the follo"ing fundamental rights e*cept
A. freedom of conscience and religion
B. freedom of thought, belief, opinion, and e*pression
C. freedom from hunger and "ant
D. freedom of peaceful assembly
E. freedom of association

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)

6. (p. 145) The purpose of the Charter of )ights and .reedoms is to
A. provide moral guidance
B. provide a structure for human resource specialists
C. provide fundamental rights to Canadians
D. provide for la"yers and their families
E. provide a safe "or$ing environment

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #'

4. (p. 145) -pecific areas "here the Charter of )ights and .reedoms provides protection include all of the
follo"ing e*cept
A. democratic rights
B. e/uality rights
C. language rights
D. Aboriginal rights
E. union rights, especially the right to bargain collectively and to stri$e

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #,

7. (p. 145) The impact of the Charter of )ights and .reedoms, specifically on human resources management
A. is minimal
B. does not apply to business organi&ations
C. varies from province to province
D. is ma%or and far9reaching
E. is felt less by Canadian organi&ations than by foreign subsidiaries

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #-

1:. (p. 14)) -ection 1 of the Charter guarantees rights and freedoms, but /ualifies "ith ad%ectives such as
;reasonable; and ;demonstratively %ustified;, "hich is one reason "hy
A. the Charter is no longer valid
B. cases end up in the %udicial system
C. the Charter doesn<t apply to non9human resource managers
D. the Charter is seen as anti9union
E. it is easier for employees to defend their rights in Canada

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #1$

11. (p. 14)) 8n relation to union issues, legal decisions have held that the Charter
A. does include the right to stri$e
B. does include the right to bargain collectively
C. does include the right to bargain collectively, but not to stri$e
D. does not include either the right to stri$e nor to bargain collectively
E. has had no real impact on any ma%or union issue

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #11

12. (p. 14)) -upreme Court decisions have affirmed that the rights to bargain collectively and to stri$e are
A. fundamental freedoms
B. guaranteed under the Charter<s -ection 2 protecting the freedom of association
C. statutory rights only
D. no longer rights
E. historical rights beyond the reach of the Charter

Difficulty: ."#d
Objective: #1
Schwind !h"pte# $4 #1%

1'. (p. 14)14') The -upreme Court of Canada has ruled that the Charter does not guarantee the follo"ing labour
rights e*cept
A. the right to stri$e
B. the right to bargain collectively
C. the right to pic$et
D. the right to "or$ regardless of mandatory retirement rules
E. the right see$ employment any"here in Canada

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #1&

1+. (p. 14') The difference bet"een the Charter and the Canadian (uman )ights Act is that the Charter guarantees
e/uality before the la", "hile the (uman )ights Act see$s to provide
A. "omen<s rights
B. aboriginal rights
C. e/ual employment opportunities
D. e/ual language rights
E. social "elfare rights

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #14

12. (p. 14') (uman rights legislation differs from other employment related la"s and regulations in that it
A. is limited in scope and application
B. affects nearly every human resource function
C. can only be applied if organi&ations "ish
D. is not relevant in most cases
E. cannot supersede any organi&ation<s current policies

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #15

15. (p. 14') Canadian human rights legislation consists of
A. federal acts only
B. provincial acts only
C. federal, international, and =nited 3ations acts
D. both federal and provincial acts
E. federal, provincial, and international acts

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #1)

16. (p. 14,) (uman rights legislation does not permit employers to re"ard or penali&e employees based upon
A. race
B. ability
C. performance
D. productivity
E. "or$place behaviour

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #1'

14. (p. 14,) .ederal and provincial human rights legislation
A. are completely identical
B. are not identical but generally mirror one another
C. differ to a fair degree
D. have no common elements bet"een them
E. actually contradict each other

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #1,

17. (p. 14,) 0rovincial human rights legislation e*ist in every province>territory e*cept 3unavut and
A. 1ntario
B. 3orth"est Territories
C. ?uebec
D. Alberta
E. only 3unavut@ because it is still under federal legislation

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #1-

2:. (p. 15%) Discrimination is clearly and specifically defined in
A. the Charter of )ights and .reedoms, but no"here else
B. almost all provincial human rights acts, but not in the Charter
C. the Charter and in most provincial acts
D. neither the Charter nor any provincial human rights legislation e*cept ?uebec
E. the Canadian (uman )ights Act alone

Difficulty: ."#d
Objective: #&
Schwind !h"pte# $4 #%$

21. (p. 14-15%) The follo"ing prohibited grounds for discrimination are common to all human rights acts in
Canada e*cept
A. race or colour
B. se*
C. family status
D. physical or mental disability
E. religion

Difficulty: ."#d
Objective: #%
Schwind !h"pte# $4 #%1

22. (p. 15&) =nder certain circumstances direct intentional discrimination is acceptable. -uch legal discrimination
is called
A. bona fide occupational /ualification
B. affirmative action
C. bona fide special case employment
D. a priori occupational /ualifications
E. ad hoc accommodation

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #%%

2'. (p. 15&) Ahen there is no intention to discriminate but discrimination occurs nonetheless this is called
A. direct discrimination
B. intentional discrimination
C. systemic discrimination
D. unplanned discrimination
E. bona fide occupational /ualification

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #%&

2+. (p. 15&) 8ndirect or systemic discrimination occurs "hen
A. discrimination is intended but hidden and applied subtly
B. employment practices e*clude specific groups for reasons that cannot be sho"n to be %ob9related
C. bona fide occupational re/uirements are permitted
D. particular groups may not be hired because there are specific safety or efficiency related reasons
E. organi&ational policies forbid the hiring of people based solely on race or se*

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #%4

22. (p. 15&) All the follo"ing are e*amples of indirect discrimination e*cept
A. psychological inability of people to deal "ith persons "ith disabilities
B. re/uirements that an attendant in a "omen<s loc$er room must be female
C. minimum scores on certain employment tests
D. minimum height or "eight re/uirements for police forces
E. internal or "ord9of9mouth hiring policies

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #%5

25. (p. 154) An employer must accommodate an employee<s religious practices unless
A. such accommodation presents a conflict "ith the employer<s o"n religious beliefs
B. the employee<s religious beliefs are ob%ectionable to the employer
C. the employee<s religious beliefs are ob%ectionable to a ma%ority of the other employees
D. the accommodation presents ;undue hardship; to the employer
E. such accommodation implies that the employee<s beliefs are superior to those of the other employees

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #%)

26. (p. 155) An employer has a duty to accommodate an employee<s human rights up to the point
A. of ;undue hardship;
B. "here the employer spends up to B'::: per employee
C. that the employer feels they "ant to
D. that the employee demands
E. stated specifically in the (uman )ights Act

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #%'

24. (p. 155) )elevant considerations of the principle of ;undue hardship; include all the follo"ing e*cept
A. financial cost
B. disruption of a collective agreement
C. morale problems "ith other employees
D. interchangeability of "or$ force and facilities
E. employer<s reluctance to accommodate

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #%,

27. (p. 155) The courts have ruled that terminating someone<s employment due to their age
A. is al"ays discriminatory
B. is not discriminatory for anyone over the age of 22
C. is not discriminatory if the person has reached the normal retirement age for that profession
D. is only discriminatory for minority groups
E. is not a factor to be considered

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #%-

':. (p. 15&) Ahile it is illegal to recruit, hire and promote employees based upon a person<s se*, it is not illegal to
A. to have separate policies for men and "omen
B. to reserve some %obs for men or "omen only !eg. male "elders#
C. have bona fide occupational /ualifications
D. to have similar standards for men or "omen even if such standards are arbitrary
E. to hire on the basis of se* so long as this has been made clear from the beginning

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #&$

'1. (p. 15)) 8n a recent ruling the -upreme Court established ne" criteria to define a bona fide occupational
/ualification, including that
A. the B.1? standard must be unconnected to %ob performance
B. the B.1? standard "as established in an honest belief that it "as rationally connected to the proper
performance of the %ob
C. the B.1? standard must be an unnecessary re/uirement to successful %ob performance
D. the B.1? standard must only apply to certain groups
E. the B.1? standard can not apply to target groups listed in the Employment E/uity Act

Difficulty: ."#d
Objective: #&
Schwind !h"pte# $4 #&1

'2. (p. 15') )ecently the -upreme Court has decided in regards to same9se* couples that
A. se*ual orientation is a prohibited ground for discrimination
B. only married same9se* couples must be treated the same "ay as heterose*ual couples
C. se*ual orientation is not a human rights issue
D. li$e heterose*ual couples, businesses may refuse to hire both partners to "or$ together
E. individual gays and lesbians are not protected, but gay and lesbian couples are

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #&%

''. (p. 15') A Canadian (uman )ights Commission ruling has said that nepotism
A. amounts to a form of discrimination
B. is discriminatory e*cept for hiring the children of employees for summer %obs
C. is not discrimination
D. is only discriminatory if it involves "hite males
E. "as not an issue for the Commission to consider

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #&&

'+. (p. 15') 3o person should be denied employment because of a disability and voluntary ad%ustments to a
"or$place are made for special needs employees. This is referred to as
A. B.1?
B. reasonable accommodation
C. duty to accommodate
D. systemic changes
E. reverse discrimination

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #&4

'2. (p. 15,) .ederal Court rulings have indicated that drug and alcohol dependencies
A. can be grounds for immediate dismissal
B. are not covered in any sense under the Canadian (uman )ights Act
C. can be interpreted as disabilities under the Act
D. are not an e*cuse for behaviour that could other"ise result in dismissal
E. may be allo"ed to indulge their dependencies in the "or$place

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #&5

'5. (p. 15,) The Canadian (uman )ights Commission has held that discrimination against an employee on
grounds of (8C infection or A8D-
A. is not discrimination if the person has the disease
B. only discrimination if a decision is based on a suspicion of the person having the disease
C. is a violation of the (uman )ights Act
D. may be discriminatory but is allo"able for the safety of other employees
E. is allo"ed until the person can sho" that they do not have the disease

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #&)

'6. (p. 15,) The Canadian (uman )ights Act prohibits discriminating against a person if
A. they have ever been convicted of an offence
B. they have ever been arrested, even if not convicted of anything
C. they have been convicted of an offence for "hich a pardon has been issued
D. they have served time in %ail or prison
E. they have ever file a complaint "ith the police

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #&'

'4. (p. 15-) (arassment may include all the follo"ing e*cept
A. verbal abuse
B. leering or related gestures
C. un"elcome remar$s, %o$es or innuendo
D. unnecessary physical contact
E. innocent compliments

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #&,

'7. (p. 15-) ,egally actionable "or$place harassment includes incidents or behaviours that occur
A. anytime or anyplace
B. only during "or$ing hours
C. only at the "or$place
D. anytime or anyplace if they are employment9related
E. only bet"een supervisors and their immediate subordinates

Difficulty: Medium
Objective: #5
Schwind !h"pte# $4 #&-

+:. (p. 15-) -e*ual harassment only applies if the complainant is
A. female
B. female, gay or lesbian
C. female, gay, lesbian, or a member of a protected class
D. female, gay, lesbian, or a member of a protected class, plus male if harassed by another male
E. a human being

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #4$

+1. (p. 15-) (uman )ights Tribunals have maintained that se*ual harassment e*ists "hen all of the follo"ing
occur e*cept
A. encounters are unsolicited and un"elcome
B. conduct continues despite protests
C. complainant<s disli$e of actions is $no"n to the person doing the ;harassing;
D. conduct ceases but complainant suffers negative "or$place conse/uences
E. encounters are mutually "elcome

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #41

+2. (p. 15-) A person "ho brings a charge of se*ual harassment yet has been sho"n to have cooperated "ith the
respondent
A. "ill be charged himself>herself
B. "ill not have the fact considered at the hearing
C. must sho" that cooperation "as due to employment9related threats or promises
D. is not re/uired to have to verify any embarrassing behaviour or events
E. "ill not be entitled to a hearing

Difficulty: Medium
Objective: #5
Schwind !h"pte# $4 #4%

+'. (p. 1)1) Danagers or supervisors "ho retaliate in any "ay against employees "ho have brought complaints
under the (uman )ights Act
A. are committing a criminal act
B. may legally do so
C. may legally do so as long as the employee doesn<t complain
D. may do so "ith the approval of the firm<s human resource department
E. may do so "ith the approval of the (uman )ights Commission

Difficulty: Medium
Objective: #5
Schwind !h"pte# $4 #4&

++. (p. 1)1) The Canadian (uman )ights Commission must hear any complaint filed !"ithin its %urisdiction#
though it may choose to do any of the follo"ing e*cept
A. refuse to deal "ith it if other procedures seem more appropriate
B. refuse to deal "ith complaints it sees as trivial
C. refuse to accept a third9party complaint
D. refuse to deal "ith a complaint if too much time has elapsed since the alleged act
E. refuse to hear complaints from individuals "ho are not members of government defined target group

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #44

+2. (p. 1)%) E*perience seems to indicate that most human rights cases are settled at the follo"ing stage
A. the complainant goes to a human rights officer "ho investigates and attempts to settle it
B. the case is presented to the (uman )ights Commission
C. the case goes before a (uman )ights Tribunal
D. the case goes before the courts
E. most cases are never settled

Difficulty: ."#d
Objective: #5
Schwind !h"pte# $4 #45

+5. (p. 1)%) The Employment E/uity Act of 1746 is specifically intended to remove employment barriers and
promote e/uity for all the follo"ing groups e*cept
A. "omen
B. aboriginal peoples
C. gays and lesbians
D. people "ith disabilities
E. visible minorities

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #4)

+6. (p. 1)%) 8f an organi&ation has a non9compliance charge "ith the (uman )ights Commission, "ho can the
charge be againstE
A. the organi&ation alone
B. individuals "ithin the organi&ation
C. only one group
D. the organi&ation or individuals "ithin the organi&ation
E. the () department only

Difficulty: Medium
Objective: #4
Schwind !h"pte# $4 #4'

+4. (p. 1)%) The term ;employment e/uity; has been officially used in Canada rather than the =.-. term
;affirmative action; mainly because
A. the Americans have copyrighted their term and Canada "ould have to pay to use it
B. the American term cannot be easily translated into .rench
C. the American term carried too many negative associations "ith it
D. Canadians tend to be less ;affirmative; than Americans
E. Canadian la" forbids the use of the "ord affirmative

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #4,

+7. (p. 1)%) The Employment E/uity Act specifies that an employer shall provide ;reasonable accommodation to
correct...under9representation.; All the belo" are e*amples of ;reasonable accommodation; e*cept
A. providing a sign language interpreter to intervie" a deaf candidate
B. putting in an elevator to the third floor of a home office to provide for a disabled %ob applicant
C. allo"ing religious minorities to alter their "or$ schedules to accommodate certain religious obligations
D. altering dress codes to permit aboriginal people to "ear braids
E. providing special telephone or computer e/uipment for a person "ho is hearing or visually impaired

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #4-

2:. (p. 1)&) Employment E/uity particularly affects the human resource function of all the follo"ing e*cept
A. recruiting
B. producing %ob descriptions
C. selection
D. performance appraisal
E. occupational health and safety

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #5$

21. (p. 1)&) Employers often voluntarily enact Employment E/uity 0rograms because of all of the follo"ing
e*cept
A. open discrimination can lead to negative publicity
B. e*cluding an entire group of people limits the number of people available to "or$
C. apparent or perceived discrimination can lead to government intervention
D. perceived discrimination can lead to consumer boycotts
E. they have been told to by the courts or fall under government regulation

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #51

22. (p. 1)4) 8n order to effectively develop an employment e/uity program an organi&ation should
A. first e*hibit bottom9up support from all employees
B. appoint a high9ran$ing director to indicate commitment
C. avoid publici&ing ne" policies both internally and e*ternally until they are successful
D. avoid a high9profile program director so as not to embarrass minority>target groups
E. avoid setting goals that re/uire specific timetables

Difficulty: ."#d
Objective: #)
Schwind !h"pte# $4 #5%

2'. (p. 1)4 /i0 44) Among the steps in an Employment E/uity 0rogram are included all the follo"ing e*cept
A. surveying the "or$force !both internal and e*ternal#
B. appointing a senior director to oversee the program
C. publici&ing organi&ational commitment
D. developing goals and timetables
E. providing fle*ibility by establishing vague, non9specific control systems and reporting procedures

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #5&

2+. (p. 1)5) According to -tatistics Canada, in 2::2 "omen earned on average FFFFFFFFFF for every dollar
earned by men.
A. 52 cents
B. 66 cents
C. 42 cents
D. 72 cents
E. B1.:2

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #54

22. (p. 1))) All the follo"ing can result from a charge of reverse discrimination in enacting employment e/uity
e*cept
A. it may place a human resource department in a difficult position
B. it can raise /uestions about intrinsic fairness
C. it can allo" a less /ualified employee to be hired
D. it can be seen by the (uman )ights Act to be non9discriminatory "hen fulfilling the spirit of the la"
E. it indicates that the organi&ation is not responding to employment e/uity re/uirements

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #55
r25. (p. 14'1)') ,egal challenges and issues that affect the management of human resources include all the belo"
e*cept
A. human rights complaints
B. harassment
C. pay e/uity
D. automation
E. employment e/uity

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #5)

26. (p. 1))) All the belo" are rules in the concept of 3atural Gustice e*cept
A. the right to a fair hearing
B. the right to having all cost of a hearing covered by a third party
C. the right to legal representation
D. the right to an impartial hearing
E. the right to a hearing "ithin a reasonable time

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #5'

24. (p. 1))) The minimum standards that have been accepted as non9legal guidelines by arbitrators, %udges, and
other decision ma$ers of fair decision ma$ing is called
A. the principle of 3atural .airness
B. the principle of 3atural Gustice
C. the principle of Distributive Gustice
D. the principle of Doral Decision9ma$ing
E. the principle of =tilitarian .airness

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #5,

27. (p. 145) .e" challenges encountered by human resource departments is as over"helming as those presented by
government.
TRUE

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #5-

5:. (p. 145) Because of government involvement, () specialists need to be reactive in order to minimi&e
organi&ational conse/uences.
FALSE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)$

51. (p. 145) Ahile the Charter of )ights and .reedoms does indicate some fundamental rights that it says should
e*ist, it does not provide for any specific rights for Canadians.
FALSE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)1

52. (p. 145) The Canadian Charter gives every Canadian the right to live and "or$ any"here in Canada.
TRUE

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #)%

5'. (p. 145) The Charter of )ights and .reedoms specifically discusses aboriginal rights.
TRUE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)&

5+. (p. 145) Although a po"erful social document, the Charter of )ights and .reedoms has minimal implications
for employers.
FALSE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)4

52. (p. 145) The Charter of )ights and .reedoms specifically discusses the rights of gay>lesbians.
FALSE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)5

55. (p. 14514') The Canadian (uman )ights Act is the common name for the Charter of )ights and .reedoms.
FALSE

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #))

56. (p. 14)) The Charter can override any e*isting la" or statute.
TRUE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)'

54. (p. 145) Ahen the Charter came into effect union and management both hoped that the impact "ould be
substantial in strengthening their positions vis9a9vis each other, but the impact has actually been modest so far.
TRUE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #),

57. (p. 14)) The -upreme Court has held that the Canadian Charter does not include the right to stri$e or to
collectively bargain.
TRUE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #)-

6:. (p. 14') enerally, Canadian courts tend to associate more "ith union and "or$er interests than "ith
management or public interests
FALSE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #'$

61. (p. 14') The -upreme Court has generally upheld mandatory retirement as illegal because it is a form of age
discrimination.
FALSE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #'1

62. (p. 14') The Canadian (uman )ights Act see$s to guarantee e/uality before the la" for every Canadian.
FALSE

Difficulty: ."#d
Objective: #&
Schwind !h"pte# $4 #'%

6'. (p. 14') The Canadian (uman )ights Act see$s to provide e/ual employment opportunities "ithout regard to
se*, race, religion, colour or disability.
TRUE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #'&

6+. (p. 14') 8n actual fact, Canadian human rights legislation is a family of federal and provincial that have a
common ob%ective.
TRUE

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #'4

62. (p. 14,) 0rovincial human rights acts generally mirror federal la"s e*cept in the areas of pay e/uity and
employment e/uity.
TRUE

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #'5

65. (p. 14,) Broadly spea$ing, the provincial and the federal human rights acts are all reasonably similar.
TRUE

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #')

66. (p. 14,) 1ne problem "ith human rights legislation is that it ma$es it very difficult for employers to re"ard
performance or penali&e poor productivity.
FALSE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #''

64. (p. 15&) Every human rights act in Canada, e*cept ?uebec, starts off by defining the meaning of
discrimination.
FALSE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #',

67. (p. 15&) ,egal direct discrimination is called bona fide occupational /ualification.
TRUE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #'-

4:. (p. 15&) ,egal intentional discrimination is often referred to as occupational pro forma employment
re/uirements.
FALSE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #,$

41. (p. 15&) (uman rights legislation prohibits discrimination in employment under all circumstances.
FALSE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #,1

42. (p. 15&) -ystemic discrimination !generally# occurs "hen there is no intention to discriminate.
TRUE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #,%

4'. (p. 15&) An e*ample of indirect discrimination could be "eight or height re/uirements for employment.
TRUE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #,&

4+. (p. 15&) A lac$ of e*plicit anti9harassment policies in an organi&ation could be an e*ample of indirect
discrimination.
TRUE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #,4

42. (p. 15&) As$ing for "omen only to apply for the position of attendant in a "omen<s health club is an e*ample
of a B.1?.
TRUE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #,5

45. (p. 14') (uman rights legislation no" e*ists in every area of Canada e*cept the Hu$on.
FALSE

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #,)

46. (p. 15&15,) Every human rights act in Canada prohibits discrimination on the basis of race, religion, se* and
disability.
TRUE

Difficulty: *"+y
Objective: #%
Schwind !h"pte# $4 #,'

44. (p. 15'15,) All human rights legislation in Canada prohibits discrimination due to alcohol or drug dependency.
FALSE

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #,,

47. (p. 15% /i04%) Every human rights act in Canada specifically prohibits discrimination based upon political
belief.
FALSE

Difficulty: ."#d
Objective: #%
Schwind !h"pte# $4 #,-

7:. (p. 154) 8f a supervisor is abusive to all employees, it is more difficult for a single employee to prove
discrimination.
TRUE

Difficulty: ."#d
Objective: #&
Schwind !h"pte# $4 #-$

71. (p. 154) A person<s religious beliefs must be accommodated by an employer up to the point of ;undue
hardship.;
TRUE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #-1

72. (p. 155) Employers have a ;duty to accommodate; up to a level of ;undue hardship; in accommodating
employee<s religious practices.
TRUE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #-%

7'. (p. 154) Allo"ing an employee "ho has %ust %oined a relatively obscure religious organi&ation to ta$e off a
busy "or$ day for a special religious observance "ould be considered ;undue hardship; and could li$ely be
safely refused.
FALSE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #-&

7+. (p. 155) Although it is unla"ful to discriminate in recruiting or hiring men and "omen, it is not unla"ful to
have separate organi&ational policies for men and "omen.
FALSE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #-4

72. (p. 155) 8t is illegal to have separate measurement and performance standards for men and "omen, regardless
of the reason.
FALSE

Difficulty: ."#d
Objective: #&
Schwind !h"pte# $4 #-5

75. (p. 15515)) 1ne problem "ith the Canadian (uman )ights Act is that "hen a %ob standard discriminates
against a person under the Act, the burden of proof rests "ith the individual, not the organi&ation.
FALSE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #-)

76. (p. 15)) )ecent court rulings have made it easier for human resource managers to establish and defend
B.1?s.
FALSE

Difficulty: ."#d
Objective: #&
Schwind !h"pte# $4 #-'

74. (p. 15') 3epotism can be a form of discrimination based on family status.
TRUE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #-,

77. (p. 15') )efusing a blind person a %ob as a truc$ driver is an e*ample of discrimination based on disability.
FALSE

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #--

1::. (p. 15,) .iring an employee for drug or alcohol dependency can be considered as discrimination in some
cases.
TRUE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #1$$

1:1. (p. 15,) 8t is not discriminatory to dismiss an employee "ith A8D- if it endangers other employees.
TRUE

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #1$1

1:2. (p. 15-) (arassing behaviour ta$es place even "hen an employee doesn<t $no" their actions "ere
un"elcome.
FALSE

Difficulty: Medium
Objective: #5
Schwind !h"pte# $4 #1$%

1:'. (p. 15-) According to court decisions, even friendly "elcomed conversation can be considered harassment in
many cases.
FALSE

Difficulty: ."#d
Objective: #5
Schwind !h"pte# $4 #1$&

1:+. (p. 15-) 0rotection against harassment can e*ist even outside the "or$place if the incidents are employment9
related.
TRUE

Difficulty: Medium
Objective: #5
Schwind !h"pte# $4 #1$4

1:2. (p. 1)1) An employer "ho retaliates against an employee for e*ercising rights under the (uman )ights Act is
"rong but cannot currently be charged "ith any offence under the la".
FALSE

Difficulty: Medium
Objective: #5
Schwind !h"pte# $4 #1$5

1:5. (p. 1)1) 8t is an offence punishable by %ail time to obstruct or fail to comply "ith a human rights tribunal.
TRUE

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #1$)

1:6. (p. 1)1) The Canadian (uman )ights Commission is responsible for enforcing the (uman )ights Act.
TRUE

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #1$'

1:4. (p. 1)%) Employment E/uity has designated si* target !or protected# groups "ithin Canada.
FALSE

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #1$,

1:7. (p. 1)&) )ecruiting, selection and compensation are the three human resource functions affected by
employment e/uity plans.
FALSE

Difficulty: Medium
Objective: #5
Schwind !h"pte# $4 #1$-

11:. (p. 1)4) The first step in an Employment E/uity 0rogram is to have the CE1 support the program in "riting.
TRUE

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #11$

111. (p. 1)4) The first step in an Employment E/uity 0rogram in a union environment is to gain union support for
the idea.
FALSE

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #111

112. (p. 1)5) 0ay e/uity legislation is concerned "ith the concept of ;e/ual pay for e/ual "or$.;
FALSE

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #11%

11'. (p. 1))) Court decisions have decreed that the rules of 3atural Gustice are important, but that they do not
supercede any organi&ational rules and policies.
FALSE

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #11&

11+. (p. 1))) Despite their purpose, employment e/uity programs are considered as being legally guilty of reverse
discrimination "hen they give preference to people based upon their race, se* or colour.
FALSE

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #114

112. (p. 1))) To ensure that decisions that can have a serious impact on a person<s life and career follo" a fair and
e/uitable process, a concept referred to as 3atural Gustice has been adopted internationally.
TRUE

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #115

115. (p. 145) Dany aspects of human resource management are affected by FFFFFFFFFF FFFFFFFFFF legislation.
human rights

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #11)

116. (p. 145) Canadians are guaranteed fundamental rights under the FFFFFFFFFF, contained in the Constitution
Act of 1742.
charter (of rights and freedoms)

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #11'

114. (p. 145) The Charter does specify legal rights such as life, FFFFFFFF, and personal security.
i!ert"

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #11,

117. (p. 14)) 1ne of the more prominent Charter issues that have been before the courts deal "ith the use of
FFFFFFFFFF FFFFFFFFFFFunion security provisions "here "or$ers must be union members to be hired.
cosed sho#

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #11-

12:. (p. 14)) The -upreme Court has held that the Charter does not include a union<s right to FFFFFFFFFF and to
FFFFFFFFFF FFFFFFFFFFF.
stri$e%!argain coecti&e"

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #1%$

121. (p. 14') The -upreme Court has held that mandatory retirement at the normal age FFFFFFFFFF FFFFFFF
discrimination.
is not

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #1%1

122. (p. 14') (uman )ights Acts see$ to provide e/ual FFFFFFFFFF opportunities "ithout regard to age, se*, race,
religion, natural origin and disability.
em#o"ment

Difficulty: *"+y
Objective: #%
Schwind !h"pte# $4 #1%%

12'. (p. 14,) (uman rights acts no" e*ist in FFFFFFFFFF provinces in Canada.
a ('%or) ten

Difficulty: *"+y
Objective: #%
Schwind !h"pte# $4 #1%&

12+. (p. 15%) Though it prevents discriminating against people the Charter of )ights and .reedoms does not
e*pressly define the meaning of FFFFFFFFFF.
discrimination

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1%4

122. (p. 15&) 8ndirect or unintentional discrimination is also $no"n as FFFFFFFFFF discrimination.
s"stemic

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1%5

125. (p. 15&) A ladies clothing store, advertising for female cler$s is carrying out a legal form of discrimination
referred to as FFFFFFFF FFFFFFFFFFFFFF FFFFFFFFFFFFF FFFFFFFFF.
!ona fide occu#ationa (uaification

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1%)

126. (p. 15&) ,egal direct discrimination is called FFFFFFFFFF FFFFFFFF FFFFFFFFFFF FFFFFFFFFFFF.
!ona fide occu#ationa (uaification

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1%'

124. (p. 15&) 8nternal hiring or "ord9of9mouth hiring policies could be e*amples of FFFFFFFFFF discrimination.
indirect (unintentiona) (s"stemic)

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1%,

127. (p. 15&) 0romoting on seniority or e*perience in traditionally male9oriented organi&ations could represent a
form of FFFFFFFFFF discrimination.
indirect (unintentiona) (s"stemic)

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1%-

1':. (p. 154) Employers must accommodate a person<s religious practices up to a point of ;FFFFFFFFFF
FFFFFFFFF;.
undue hardshi#

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1&$

1'1. (p. 155) =ntil they reach a point of ;undue hardship; employers have a ;FFFFFFFFFF FFFFFF FFFFFFFF; an
employee<s religious practices.
dut" to accommodate

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1&1

1'2. (p. 155) -e* and age are also FFFFFFFFFF grounds of discrimination in Canada.
#rohi!ited

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1&%

1''. (p. 15)) 8n 1777 the -upreme Court established FFFFFFFFFF ne" criteria to access the appropriateness of a
B.1?.
three

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1&&

1'+. (p. 15)) -e*ual orientation is currently covered under FFFFFFFFFFFFFFFF FFFFFFFFFFFFFFF FFFFFFF.
canadian human rights act

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1&4

1'2. (p. 15') Employers are e*pected to follo" the principle of ;FFFFFFFFFF FFFFFFFFF; in ta$ing measures to
ma$e available a suitable %ob for a person "ith a disability.
reasona!e accommodation

Difficulty: *"+y
Objective: #&
Schwind !h"pte# $4 #1&5

1'5. (p. 15-) =n"elcome touching, remar$s, %o$es and gestures may be e*amples of "or$place FFFFFFFFFF.
harassment

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #1&)

1'6. (p. 15-) (arassing behaviour occurs if a ;FFFFFFFFFFF FFFFFFFFFFFF; ought to have $no"n such behaviour
"as un"elcome.
reasona!e #erson

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #1&'

1'4. (p. 15-) A gender based form of harassment, FFFFFFFFFF harassment, has become an important human
resource issue.
se)ua

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #1&,

1'7. (p. 1)1) 8t is a criminal act for an employer to FFFFFFFFFF against any employee "ho has e*ercised his>her
rights under the (uman )ights Act.
retaiate

Difficulty: *"+y
Objective: #5
Schwind !h"pte# $4 #1&-

1+:. (p. 1)%) Ahat the Americans call affirmative action Canadians call FFFFFFFFFF FFFFFFFFFF.
em#o"ment e(uit"

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #14$

1+1. (p. 1)%) The Employment E/uity Act states that there are !I# FFFFFFFFFF designated groups to be
considered.
four%4

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #141

1+2. (p. 1)%) The designated groups under the Employment E/uity Act include "omen, people "ith disabilities,
FFFFFFFFFF FFFFFFFFFF and visible minorities.
a!origina #eo#e

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #14%

1+'. (p. 1)%) Employers "ho do not comply "ith The Employment E/uity Act are investigated by the FFFFFFFFF
FFFFFFFFFFFFF FFFFFFFFFFFFF.
human rights commission

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #14&

1++. (p. 1)4) There are !I# FFFFFFFFFF ma%or steps in an Employment E/uity 0rogram.
se&en (*)

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #144

1+2. (p. 1)4) The first step in an Employment e/uity 0rogram is to FFFFFFFFFF FFFFFFFFF.
e)hi!it (to# do+n) commitment

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #145

1+5. (p. 1)4) The second step in an Employment E/uity 0rogram is to FFFFFFFFFF FFFFFFFFF FFFFFFFFFFF.
a##oint a (senior) director

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #14)

1+6. (p. 1)5) 0aying "omen less than men for doing %obs of e/ual value is regarded as discrimination on the basis
of FFFFFFFFFF.
se)

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #14'

1+4. (p. 1))) Ahen an Employment E/uity 0rogram gives preference to members of one group9even if members
of another group are better /ualified9this is often referred to as FFFFFFFFFF discrimination.
re&erse

Difficulty: *"+y
Objective: #)
Schwind !h"pte# $4 #14,

1+7. (p. 1))) To ensure that decisions that can have a serious impact on a person<s life and career follo" a fair and
e/uitable process, a concept referred to as FFFFFFFFFF has been adopted internationally.
natura ,ustice

Difficulty: *"+y
Objective: #1
Schwind !h"pte# $4 #14-

12:. (p. 14514') Discuss "hy the Canadian Charter of )ights and .reedoms has ma%or implications for employers.
Ans"ers "ill vary

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #15$

121. (p. 14)) 8n a +92 split decision the -upreme Court held that -ection 2 of the Charter of )ights and .reedoms
does not include the right to bargain collectively and to stri$e. Discuss the implications.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #151

122. (p. 14)14') The -upreme Court ruled that the right to pic$et is not protected under the Charter of )ights and
.reedoms. Discuss the implications for employers.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #15%

12'. (p. 14,15&) Discuss the $ey grounds on "hich discrimination is prohibited by the Canadian (uman )ights
Act.
Ans"ers "ill vary

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #15&

12+. (p. 14'15%) (uman rights la"s come from t"o sourcesJ federal governments and provincial governments.
Discuss the %urisdictional aspect of human rights legislation in Canada.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #%
Schwind !h"pte# $4 #154

122. (p. 15&) Employers may be found guilty of discrimination even in circumstances in "hich they do not intend
to discriminate. Comment.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #155

125. (p. 15&) Employers may be found guilty of discrimination against a protected group unless there is a bona fide
occupational re/uirement. Comment.
ive your opinion of the concept of a B.1?.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #15)

126. (p. 1)1 (/i0 4&)) Discuss the discretion of a Canadian (uman )ights Tribunal.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #4
Schwind !h"pte# $4 #15'

124. (p. 154(15'(154155) Discuss the concepts of ;duty to accommodate,; ;reasonable accommodation,; and ;undue
hardship.; Ahat are your opinions on these conceptsE
Ans"ers "ill vary.

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #15,

127. (p. 1)&1)5) Ahat are the reasons for having employment e/uity programsE
Ans"ers "ill vary.

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #15-

15:. (p. 1)41)5) (o" is an employment e/uity program developedE Discuss the steps involved.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #)
Schwind !h"pte# $4 #1)$

151. (p. !h"pte#) Almost every human resource activity has been influenced by human rights la"s.
Comment.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #&
Schwind !h"pte# $4 #1)1

152. (p. 1))) Discuss the concept of 3atural Gustice, and its application and impact on human resource
management.
Ans"ers "ill vary.

Difficulty: Medium
Objective: #1
Schwind !h"pte# $4 #1)%

c+ -ummary
!"te01#y # 1f 2ue+ti1n+
DifficultyJ Easy 24
DifficultyJ (ard 12
DifficultyJ Dedium 72
1b%ectiveJ I1 ++
1b%ectiveJ I2 1'
1b%ectiveJ I' 27
1b%ectiveJ I+ 2
1b%ectiveJ I2 2:
1b%ectiveJ I5 2+
-ch"ind 9 Chapter :+ 152