Deck 8: Employment Law

Question 1

An employer provides direction, supervision, and resources to do the job in exchange for money.

Answer 1

True

Question 2

Independent contractors are involved in the operations of the business.

Answer 2

True

Question 3

Employment legislation sets out minimum requirements in all employment relationships.

Answer 3

True

Question 4

An employee is part of the management team.

Question 5

Independent contractors work for themselves and agree to provide specific service to another.

Question 6

Independent contractors are responsible for their own payments to Canada Revenue for deductions required under the Income Tax Act.

Question 7

Legislation requires an employer to provide a wage and safe working conditions.

Question 8

An independent contractor works for another and is told what to do and how to do it.

Question 9

Understanding employment law can provide a safe work environment for your business.

Question 10

An individual who is hired for a specific period or task is automatically considered an independent contractor under the law.

Question 11

Employment legislation sets the minimum standards for the length of notice.

Question 12

You have allegations about an employee's conduct and then discover some possible errors in her work. You would prefer that she resign instead of having to fire her. The best outcome for all would be to tell her that if she does resign you will not involve the police.

Question 13

Employment contracts can override the standards of employment legislation.

Question 14

A business should be aware of both federal and provincial employment law legislation.

Question 15

Understanding employment law is the key to being a "great place to work."

Question 16

An employee works in exchange for money and benefits.

Question 17

Employers must submit to Canada Revenue all deductions required for independent contractors under the Income Tax Act.

Question 18

Managers manage employees and make decisions concerning their employees.

Question 19

Having a human resource management team is part of a risk reduction plan.

Question 20

A business only needs to be aware of the rights of their employees.

Question 21

A restrictive covenant in a contract can prohibit an employee from competing with his ex-employer for a certain period after the employee has left the business.

Question 22

Employment contracts outline the duties and responsibilities of both the employer and the employee.

Question 23

A restrictive covenant can set out conditions and promises of the employee regarding the business.

Question 24

Restrictive covenants are required clauses in all employment contracts.

Question 25

Employers regulated by the federal government are required to follow the rules set out by the Canadian Human Rights Commission.

Question 26

Employers must provide a safe work environment for all employees.

Question 27

Employment contracts must be in writing.

Question 28

Employers should be familiar with labour standards outlined in the Canada Labour Code.

Question 29

Employment contracts for a fixed period of one year or more must be in writing.

Question 30

The Rand Formula applies only to provincially regulated business.

Question 31

While employers must ensure that they conduct their management without discrimination, there is also an obligation on all employers to ensure that employees do not behave in a discriminatory manner between one another in the workplace.

Question 32

A restrictive covenant is a necessary clause for an employer who wants to protect trade secrets.

Question 33

Al employers are required to provide a workplace free of harassment.

Question 34

All workers, regardless of occupation, have the same rights under employment standards legislation.

Question 35

The Rand Formula applies to both federally and provincially regulated business.

Question 36

An employer may dismiss an employee for any reason unless it violates human rights legislation.

Question 37

The Rand Formula applies only to federally regulated business.

Question 38

Employment law is an area of law that governs the relationship between a business and its employees.

Question 39

Employment contracts for an indefinite period of time can be oral.

Question 40

A restrictive covenant in a contract cannot prohibit an employee from competing with his ex-employer for a certain period after the employee has left the business.

Question 41

A restrictive covenant in a contract cannot prevent an ex-employee from soliciting or dealing with customers of the business.

Question 42

In a regular certification, the union must show that a majority of the employees in the bargaining unit wish to be represented by the union.

Question 43

A group of employees at your Lumber Yard business want to form a union. The employees must first establish a union, or invite an existing union to accept them as members before they may request that you bargain collectively.

Question 44

Employers are required to give reasons when dismissing an employee.

Question 45

If an employer refuses to voluntarily bargain with the chosen bargaining agent of the employees, the bargaining agent must be certified by the Labour Relations Board before it may require the employer to engage in collective bargaining.

Question 46

Employees in a bargaining unit represented by a trade union are not permitted to negotiate with their employer on an individual basis.

Question 47

Constructive dismissal is when an employer unilaterally changes the employees working conditions without their consent.

Question 48

Termination pay and severance pay are the same types of pay.

Question 49

A union is a collection of employees in an organization that form together to protect their rights and interests.

Question 50

An employer needs "just cause" to terminate an employee.

Question 51

Employers are required to give reasons when dismissing an employee.

Question 52

Having a policy involving progressive discipline will not assist when dismissing employees.

Question 53

An employee can be dismissed from their job at any time.

Question 54

Termination pay is payment to an employee in lieu of notice when terminated.

Question 55

A collective agreement is a form of contract between the employees and the employer.

Question 56

Having a policy involving progressive discipline will assist when dismissing employees.

Question 57

The Labour Relations Board determines the appropriateness of the bargaining unit before it certifies the union as the bargaining representative of the employees.

Question 58

Severance pay is payment when an employee loses their job due to being laid off.

Question 59

A restrictive covenant in a contract can prevent an ex-employee from soliciting or dealing with customers of the business.

Question 60

An incompetent employee can be dismissed without notice.

Question 61

Mediation involves a neutral third party assisting the parties to come to their own resolution.

Question 62

Employees in a bargaining unit represented by a trade union are permitted to negotiate with their employer on an individual basis.

Question 63

Conciliation requires that the parties agree to be bound by the resolution of the conciliator.

Question 64

Mediation is often used in union-management disputes.

Question 65

Arbitration involves a final and binding decision made by an arbitrator.

Question 66

A strike is when employers prevent employees from entering the worksite.

Question 67

Union employees will give notice of a legal strike if the bargaining process breaks down.

Question 68

A strike is legal when there is a collective agreement in place.

Question 69

Contractual disputes between unions and management are usually resolved by the courts.

Question 70

Contractual disputes between unions and management are usually resolved by alternative dispute resolution.

Question 71

Collective bargaining is the process of negotiating for a union contract.

Question 72

A lockout is when unionized workers take sudden, unofficial action during their employment.

Question 73

Arbitration may be used by any parties facing a strike situation.

Question 74

A strike is a withdrawal of services by the union workers when no collective agreement is in place.

Question 75

A strike is illegal when there is a collective agreement in place.

Question 76

If a collective agreement is negotiated by the union and the employer, it will be binding on the employees as well.

Question 77

Employers can lockout their employees during the collective bargaining process.

Question 78

A lockout is when employers prevent employees from entering the worksite.

Question 79

When collective bargaining negotiations break down between a union and its employer company, the union can call a lawful strike of its members. Picket lines can be set up at the entrance to the workplace. If the strike is lawful, the pickets may block the roadway into the workplace.

Question 80

Union employees will give notice of a wildcat strike if the bargaining process breaks down.