Question 1

What type of test would you use to assess construction worker applicants for their strength to lift construction material and their balance to keep from falling off a roof?

Accepted Answer

Physical and sensory/perceptual ability would be the best choice as it assesses the physical and sensory requirements for the job such as strength and balance. Psychomotor ability may also be relevant but does not specifically assess these two factors. Skill and ability and general cognitive ability may be important for other aspects of the job, but not specifically for these physical requirements.

Question 2

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. There are many actions the HRM can take. What would be an important step in dealing with this situation?

Accepted Answer

Establishing policies and procedures to support whistle blowers would encourage employees to report incidents of workplace drug and alcohol use without fear of retaliation. This would be an important step towards addressing the issue and promoting a safe work environment. While adopting discrimination prevention policies and practices, ensuring valid and reliable drug and alcohol testing, and educating management on testing procedures would also be important, they may not be as effective if employees are afraid to report incidents.

Question 3

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. Which ethical issue is particularly relevant to drug-testing methods?

Accepted Answer

The answer of Scenario 8-1
The Federal Transportation Safety Board recently...

Question 4

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. What two types of legislation are particularly important in this situation?

Accepted Answer

The Canada Labour Code and the Canadian Human Rights Act are particularly important in this situation as they address the issues of workplace safety and employee rights. The code promotes a safe and healthy working environment and requires employers to take steps to prevent accidents and injury. The act prohibits discrimination on the basis of disability, which includes drug addiction, and requires employers to accommodate employees who have addiction issues. Both pieces of legislation are relevant in addressing the issue of substance abuse in the workplace and balancing the rights of employees and the safety of the workplace.

Question 5

SeaWave is a company that builds and repairs ocean and lake marinas and docks in eastern Canada. The company hires deep-sea divers. What type of test should SeaWave use to select its applicants?

Accepted Answer

SeaWave should use a physical fitness test and medical examination to ensure that its applicants are physically capable of working as deep-sea divers in the ocean or lake. This type of job requires a high level of physical fitness and health, and a physical fitness test and medical examination can help determine if applicants meet the necessary requirements. Personality and honesty tests and psychomotor assessments may also be useful, but they are not as important as ensuring that applicants are physically capable of performing the job duties.

Question 6

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. All of the following are proactive measures to address workplace drug and alcohol problems, EXCEPT which one?

Accepted Answer

While introducing an employee assistance program, training staff and supervisors to confront employees about substance abuse, and taking disciplinary action are all proactive measures to address workplace drug and alcohol problems, mandatory drug testing is not necessarily proactive. It is a reactive measure that only identifies drug or alcohol use after the fact and does nothing to prevent or address the root causes of the problem. Additionally, mandatory drug testing can be a contentious issue and may violate employee privacy rights without sufficient cause. Therefore, the best proactive measures are those that address the underlying issues and provide support and resources for employees who may be struggling with substance abuse.

Question 7

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a Grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high, so the CEO of Quantum wants the company's testing process to ensure that Quantum hires the most qualified applicants for the positions.
-Refer to Scenario 8-2. How would Quantum Inc. determine an applicant's minimum educational qualifications?

Accepted Answer

The scenario states that the minimum qualification is a Grade 12 diploma, so screening for school transcripts or certificates would be the most appropriate method to determine an applicant's minimum educational qualifications.

Question 8

What type of test would you use to assess for motor coordination of firefighter applicants?

Accepted Answer

The answer of What type of test would you use...

Question 9

Which of the following abilities correspond to near and far vision, speech recognition, and colour discrimination?

Accepted Answer

Near and far vision, speech recognition, and colour discrimination are sensory or perceptual abilities. Cognitive abilities refer to mental processes such as reasoning, memory, and attention. Psychomotor abilities are physical skills involving coordination and dexterity. Physical abilities refer to physical characteristics such as strength and endurance.

Question 10

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. If employers can establish a bona fide occupational requirement, which of the following CANNOT be administered?

Accepted Answer

Pre-employment and random drug testing cannot be administered if it does not meet the criteria of a bona fide occupational requirement, which typically requires a direct link to job performance and safety. Random testing, without specific cause or a safety-sensitive context, may violate privacy rights and is not automatically justified by a bona fide occupational requirement.

Question 11

A school teacher has HIV/AIDS, and the parents of many of the children have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is not in contact with children. What legally protected ground may be violated in this situation?

Accepted Answer

The teacher's HIV/AIDS status is considered a physical disability, and under human rights legislation, discrimination based on physical disability is prohibited. The school board's decision to transfer the teacher may be seen as discriminatory and a violation of their human rights. Safety concerns can be addressed by reasonable accommodations, such as ensuring the teacher's condition is not contagious or allowing them to wear protective gear. Discrimination based on sex or other grounds is not applicable in this situation.

Question 12

Theft is costing Canadian grocery stores millions of dollars a day. Many have implemented a controversial, inexpensive test to screen out potential thieves, and this has had a negative impact on public relations and left applicants feeling that their privacy has been invaded. What type of test are the grocery stores using?

Accepted Answer

The grocery stores are using an integrity test to screen out potential thieves.

Question 13

Human rights legislation has accepted only three narrow grounds to justify treating employees or job applicants with HIV/AIDS differently from other employees. Which of the following is NOT one of the grounds?

Accepted Answer

Human rights legislation does not generally justify treating employees differently solely based on their workplace being a hospital or health-care clinic. The other options involve specific situations where there might be a direct impact on safety or legal requirements.

Question 14

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. According to the Canadian Human Rights Act, which of the following does NOT qualify as a prohibited ground for discrimination?

Accepted Answer

The Canadian Human Rights Act prohibits discrimination on the basis of physical or mental disability, an employer's perception of a disability, and a previous drug or alcohol problem. However, excessive drinking of alcohol is not considered a protected ground for discrimination under the Act.

Question 15

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. In this situation, what legally protected ground would mandatory employee drug testing be violating?

Accepted Answer

Mandatory employee drug testing could be seen as discriminating against employees with mental or physical disabilities who may use cannabis for medical purposes. This would violate their legally protected grounds under human rights legislation. It is important for organizations to balance concerns around safety and substance abuse with employee privacy and human rights considerations.

Question 16

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. What type of drug and alcohol testing is acceptable?

Accepted Answer

Random alcohol testing of employees in safety-sensitive positions where drug or alcohol is established as a problem is acceptable according to federal regulations. It is important to note that the testing must be carried out in a non-discriminatory manner and with proper documentation and communication with employees. Pre-employment drug and/or alcohol testing may also be acceptable in certain circumstances such as operating heavy equipment, while random drug testing must be included in the company's policy manual and conducted fairly. Random alcohol testing of non-safety-sensitive positions is generally not acceptable unless it is also carried out for all employees of the company.

Question 17

What are physical fitness and medical examinations designed to do?

Accepted Answer

Physical fitness and medical examinations are designed to ensure that an applicant meets the minimum standards of health required for the physical demands of the job. It is not primarily aimed at screening out unhealthy or unfit employees, reducing lost productivity or determining how the physical fitness and medical status of an applicant relates to the job analysis, although these may be secondary benefits.

Question 18

When should a fitness test or medical exam be given to applicants?

Accepted Answer

Fitness tests or medical exams should be given after a conditional offer of employment to ensure compliance with employment laws and to avoid discrimination.

Question 19

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. Which of the following legal and ethical best practices are NOT permissible in dealing with substance abuse in the workplace?

Accepted Answer

While drug and alcohol policies, training and education for managers and employees, and confidential channels to access assistance are all legal and ethical best practices for dealing with substance abuse in the workplace, mandatory drug and alcohol testing is not always considered permissible. This is because it can raise privacy concerns and may not accurately reflect impairment on the job. Additionally, it is important to involve the joint safety committee and consider alternative solutions before implementing such measures.

Question 20

Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations?

Accepted Answer

Conscientiousness has been found to be the personality trait most consistently related to job success across most organizations and occupations. This trait is characterized by being responsible, dependable, organized, and achievement-oriented, which are all important qualities in the workplace.

Quiz 8: Selection II: Testing and Other Assessments