Question 1

While half of the population in the Greater Toronto Area are visible minorities, evidence of visible minority underemployment is the fact that

Accepted Answer

The fact that only 13% of leaders in the Greater Toronto Area are visible minorities indicates that there is underemployment of visible minorities. It suggests that visible minorities may be facing barriers to advancement and equal opportunity in the workplace. The other choices are not directly related to underemployment of visible minorities.

Question 2

Making derogatory comments implying sexual unattractiveness can constitute sexual harassment if the person making such comments continues to do so after being asked to stop.

Accepted Answer

Making derogatory comments implying sexual unattractiveness can create a hostile work environment, and if the person continues to do so after being asked to stop, it can be considered sexual harassment.

Question 3

Steps in the employment equity process typically include

Accepted Answer

The employment equity process typically involves obtaining senior-management commitment and support, data collection and analysis, employment systems review, plan development, implementation, and monitoring. Diversity training may be included as part of the implementation phase, but it is not a standalone step in the process. Follow-up is also important to ensure that the plan is being effectively implemented and any necessary adjustments are made. Therefore, option D provides the most comprehensive and accurate description of the employment equity process.

Question 4

Refusing to hire an individual for a security guard position on the basis that he or she is considered to be too large and heavy is an example of a bona fide occupational requirement.

Accepted Answer

Refusing to hire an individual for a security guard position based on their physical size or weight is generally not considered a bona fide occupational requirement. It is discriminatory and violates employment laws. Exceptions to this may apply in certain circumstances, such as if the job requires very specific physical capabilities or if the individual's weight could pose a safety risk to themselves or others. However, these exceptions must be carefully justified and documented.

Question 5

ABC company has installed video surveillance equipment throughout its premises, including in the employee washrooms, in order to prevent theft of company equipment and supplies.What would the likely result be if employees object?

Accepted Answer

The installation of video surveillance in employee washrooms is a clear invasion of privacy. While the company may have a legitimate reason for installing the equipment, the courts would likely ask if there is a less invasive way to monitor employees before ordering the removal of the video surveillance in the washrooms. This is in line with the legal principle of proportionality, where the means used to achieve a legitimate objective must be proportional to the objective sought.

Question 6

Contract law governs collective agreements and individual employment contracts.

Accepted Answer

Contract law applies to both collective agreements (made between an employer and a union representing employees) and individual employment contracts (made between an employer and an individual employee).

Question 7

Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

Accepted Answer

According to equal pay for equal work legislation, pay differences are permitted if they are based on valid merit or seniority systems or employee productivity.

Question 8

The Personal Information Protection and Electronic Documents Act governs

Accepted Answer

The Personal Information Protection and Electronic Documents Act (PIPEDA) is a federal law that governs the collection, use, and disclosure of personal information by organizations in Canada. It sets out rules for how organizations must handle personal information in the course of their commercial activity. It applies to organizations that collect, use, or disclose personal information in the course of commercial activity, with some exceptions, such as for personal or domestic purposes.

Question 9

Job evaluation systems that undervalue jobs traditionally held by women are an example of systemic discrimination.

Accepted Answer

Systemic discrimination refers to the ways in which policies, practices, and organizational structures perpetuate the unequal treatment of certain groups of people. Job evaluation systems that undervalue jobs traditionally held by women are an example of this, as they contribute to the gender pay gap and limit opportunities for women to advance in their careers.

Question 10

Which of the following statements is true regarding people with disabilities?

Accepted Answer

The answer of Which of the following statements is true...

Question 11

Employment equity legislation aims to

Accepted Answer

The answer of Employment equity legislation aims to
...

Question 12

XYZ is a technology company.In the lobby of its corporate office, it has a large-screen television that profiles employees who work at XYZ, as well as other company information.Employees are asked to supply their name, business title, and their favourite hobby.The collection of employee information for this purpose

Accepted Answer

The collection of employee information for this purpose is considered personal information under PIPEDA (The Personal Information Protection and Electronic Documents Act). As such, the company must obtain the consent of each employee before collecting and displaying their personal information. As long as the employee has given their consent, the company can display their name, business title, and hobby on the lobby TV.

Question 13

A deliberately structured process is involved when developing an employment equity program.

Accepted Answer

Developing an employment equity program requires a deliberate and structured process to ensure that it is effective in promoting diversity and eliminating discrimination in the workplace. This process involves conducting a workforce analysis, identifying barriers to employment equity, setting goals and targets, developing strategies and implementing an action plan, monitoring progress, and evaluating the program's success.

Question 14

Some jurisdictions prohibit harassment on all proscribed grounds, while others only expressly ban sexual harassment.

Accepted Answer

Some jurisdictions have broad anti-harassment laws that prohibit harassment on all grounds, such as race, gender, religion, or national origin, while others only specifically prohibit sexual harassment. It varies by location and laws in place.

Question 15

Employers are expected to accommodate to the point of undue hardship.

Accepted Answer

In Canada, employers are legally required to make reasonable accommodations for employees with disabilities or special needs, up to the point of undue hardship. This means that they must make every effort to accommodate an employee's needs, but if doing so becomes too costly or disruptive to the organization, the employer may not be required to make further accommodations. It is important to note that what constitutes "undue hardship" may vary depending on the organization and the specific circumstances.

Question 16

National or ethnic origin is a protected ground for discrimination in British Columbia.

Accepted Answer

The answer of National or ethnic origin is a protected...

Question 17

Employers are grappling with the problem of how to balance employee privacy rights with their need to monitor the use of technology-related tools because

Accepted Answer

Employers want to ensure that the resources they provide their employees are not being misused or wasted, and monitoring technology-related tools can assist in this effort. However, employers must balance this need with the privacy rights of their employees.

Question 18

Although women make up almost one-half of the Canadian work force, they are still underrepresented on executive teams.

Accepted Answer

According to a 2019 report by Catalyst Canada, women make up almost one-half (47.2%) of the Canadian work force but hold only 28.6% of senior management roles and 22.2% of board seats in FP500 companies. Therefore, they are still underrepresented on executive teams.

Question 19

For an employment equity program to be successful,

Accepted Answer

To ensure the success of an employment equity program, it is crucial to have a written policy that is endorsed by senior management and made known to all employees. This policy should be posted throughout the organization or distributed to every employee. While having a senior official with authority and an employment equity committee can also be helpful, they are not as essential as having a clear policy that is communicated effectively. Senior management should certainly play a role in the implementation process, but without a well-established policy, their efforts may be less effective.

Question 20

An employment equity program is designed to

Accepted Answer

An employment equity program is designed to achieve a balanced representation of designated group members, which includes women, Indigenous people, people with disabilities, and visible minorities. It aims to address historical barriers and discrimination in employment by promoting diversity and inclusion in the workplace. Options A, B, D, and E are not related to the goal of an employment equity program.

Quiz 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces