Question 1

The Personal Information Protection and Electronic Documents Act (PIPEDA) has applied to the commercial activities and employment relationships of all federally regulated employers since 2001.

Accepted Answer

This statement is true. PIPEDA is a federal privacy law that applies to private sector organizations engaged in commercial activities and to the personal information of employees, customers, and clients. It came into effect on January 1, 2001, and applies to all federally regulated employers in Canada.

Question 2

The federal, provincial and territorial governments regulate occupational health and safety.

Accepted Answer

Occupational health and safety is regulated by various levels of government in Canada, including the federal, provincial, and territorial governments. Each level has its own legislation and regulations governing workplace health and safety.

Question 3

Drug testing is an issue about a healthy working environment.

Accepted Answer

False

Question 4

The Privacy Journal suggests that if an employee is suspected of drug abuse and refuses to take a drug test, he or she can be fired.

Accepted Answer

The answer of The Privacy Journal suggests that if an...

Question 5

The right to privacy implies that employees can engage in illegal activities on the job as long as their employer does not find out about it.

Accepted Answer

The right to privacy does not give employees the right to engage in illegal activities on the job. Employers have the right to monitor employees to ensure that they are following the law and company policies. However, employees do have a reasonable expectation of privacy in certain areas, such as personal emails and medical information.

Question 6

In Canada, recent changes to legislation provide workers with the right to know about hazards that they may encounter on the job.

Accepted Answer

This statement is true. In Canada, the Workplace Hazardous Materials Information System (WHMIS) provides workers with the right to receive information and training about hazardous materials they may encounter in the workplace, as well as how to safely handle and store them. This is mandated by legislation, specifically the federal Hazardous Products Act and its regulations.

Question 7

Electronic monitoring of workers often reduces employee morale.

Accepted Answer

Electronic monitoring can lead to feelings of mistrust, invasion of privacy, and increase stress levels which can reduce employee morale.

Question 8

The Canadian Centre for Occupational Health and Safety (CCOHS) is a federal department corporation aimed at supporting efforts to eliminate workplace related illnesses and injuries.

Accepted Answer

The Canadian Centre for Occupational Health and Safety (CCOHS) is a federal department corporation that provides support to eliminate workplace-related illnesses and injuries.

Question 9

Goldstein and Nolan, in suggesting policy guidelines for companies on the issue of privacy, did not address the aspect of corporate social responsibility as related to employee privacy.

Accepted Answer

The statement is incorrect. Goldstein and Nolan also addressed the aspect of corporate social responsibility as related to employee privacy.

Question 10

Most Canadian companies have clear policies regarding email and voice mail monitoring.

Accepted Answer

Many Canadian companies may not have clear policies on email and voice mail monitoring, as privacy laws and workplace policies can vary, and not all companies may have established or communicated such policies effectively.

Question 11

In Canada, much of the opposition to drug testing has gained strong legal support.

Accepted Answer

In Canada, there are legal protections against drug testing, including the Canadian Charter of Rights and Freedoms, which prohibits unreasonable search and seizure. Additionally, some labor unions have negotiated agreements with employers regarding drug testing, which can limit or prohibit the practice.

Question 12

According to the CCOHS, employee assistance programs should be part of a comprehensive company plan.

Accepted Answer

The Canadian Centre for Occupational Health and Safety (CCOHS) recommends that employee assistance programs should be part of a comprehensive company plan to support the mental and emotional health of employees. This includes providing resources and support for issues such as stress, addiction, family conflicts, and illness. A comprehensive plan also includes policies and procedures to promote a safe and healthy work environment, as well as training for managers and supervisors to identify and properly respond to mental health concerns.

Question 13

One of the most significant strategies undertaken by North American companies to deal with growing alcohol and drug abuse problems in the workplace has been Employee Assistance Programs.

Accepted Answer

Employee Assistance Programs are a significant strategy undertaken by North American companies to deal with growing alcohol and drug abuse problems in the workplace.

Question 14

The Westray Mine disaster encouraged the Canadian government to enact stricter laws of safety accountability.

Accepted Answer

The Westray Mine disaster in 1992 led to the Canadian government passing the Westray Bill in 2004, which enforces stricter laws of accountability and workplace safety in Canada.

Question 15

Work-related deaths are largely unheard of in Canada.

Accepted Answer

While Canada has strong safety regulations, there are still work-related fatalities every year. In 2019, there were 925 workplace deaths in Canada.

Question 16

The PIPEDA establishes the ground rules regarding the manner in which private sector organizations can collect, use or disclose personal information in the course of their commercial activities.

Accepted Answer

The statement accurately describes the purpose of PIPEDA.

Question 17

Bill C-45 was enacted in 2003 in order to hold corporations more accountable for safety infractions.

Accepted Answer

Bill C-45, also known as the "Westray Bill," was enacted in 2003 and amended the Criminal Code of Canada to hold corporations criminally responsible for workplace safety violations that result in serious harm or death. The bill was introduced after the 1992 Westray mining disaster, where 26 miners were killed due to unsafe working conditions.

Question 18

Canada is relatively immune to workplace violence.

Accepted Answer

Although Canada has a low rate of workplace violence compared to some other countries, workplace violence still remains a concern in Canada. According to a 2018 report by the Canadian Labour Congress, an average of 21 workers in Canada die each year as a result of workplace violence. This includes incidents such as harassment, physical assaults, and even homicides in some cases. Therefore, it is important for employers to have measures in place to address and prevent workplace violence.

Question 19

Critics of company drug testing argue that a positive test could be the result of drug using at home, days or even weeks before the test was administered.

Accepted Answer

Critics of company drug testing argue that a positive test could be the result of drug use at home, days or even weeks before the test was administered. Pre-employment drug testing may not be an accurate measure of an employee's current drug use or impairment on the job.

Question 20

Modern technology allows companies to monitor, through the use of computers, how fast workers perform and when they take breaks.

Accepted Answer

Modern technology such as computer monitoring allows companies to track the productivity and breaks of workers.

Quiz 16: Employee Stakeholders: Privacy, Safety, and Health