Question 1

A company policy that limits employee use of the internet on company computers is a violation of the privacy rights of employees.

Accepted Answer

A company has the right to limit employee use of the internet on company computers to ensure productivity, security, and compliance with company policies. Employees can still use their personal devices and internet connections outside of work for private browsing. This does not violate their privacy rights.

Question 2

Any information collected by an employer beyond name, title, business address, and telephone number is considered personal and private and may not be disclosed without employee consent.

Accepted Answer

This statement is true according to many privacy laws and guidelines, including the General Data Protection Regulation (GDPR) in the European Union and the Personal Information Protection and Electronic Documents Act (PIPEDA) in Canada. Employers must obtain consent or have a legitimate reason for collecting and disclosing additional employee data.

Question 3

Identify five prohibited grounds of discrimination and describe how ONE of the five you identify can be the source of constructive discrimination.

Accepted Answer

The answer of Identify five prohibited grounds of discrimination and...

Question 4

Two job ads for a store clerk position are posted on Craigslist. One is for a small corner store that employs only two clerks. The other is for a large department store chain. Both ads say "must be available to work on Saturday." A qualified individual whose religious observances mean they are unavailable for work on Saturday applies for each job. Describe the employer's responsibility for reasonable accommodation in this case, and why you think the employer would be expected to accommodate the job applicant in each case.

Accepted Answer

The answer of Two job ads for a store clerk...

Question 5

What is a bona fide occupational requirement (BFOR)? Define the term and give an example of a BFOR for a truck driver.

Accepted Answer

The answer of What is a bona fide occupational requirement...

Question 6

Define and give an example of 1) intentional discrimination and 2) unintentional discrimination-also known as constructive or systematic discrimination.

Accepted Answer

The answer of Define and give an example of 1)...

Question 7

Employment equity legislation in Canada requires employers to meet a quota for members of designated groups.

Accepted Answer

While employment equity legislation in Canada requires employers to ensure that members of designated groups are represented in their workforce in proportion to their availability in the labor market, there is no specific quota that must be met. The goal is to eliminate employment barriers and achieve a representative workforce, not to enforce a specific number or percentage.

Question 8

Identify the four designated groups under Employment Equity legislation. For each of the four designated groups, describe the way in which the group is under-represented in the workforce today.

Accepted Answer

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Question 9

Employers may not use video surveillance in the workplace if a less invasive way of monitoring employees is reasonable and available.

Accepted Answer

This is a general principle of privacy law. Although there may be exceptions in specific cases, employers are generally required to balance their need for surveillance with their employees' right to privacy and dignity in the workplace. If there is a less intrusive means of achieving the same objective, such as a time clock or an employee badge system, then video surveillance may not be appropriate. However, employers may be able to use video surveillance in situations where safety or security risks require it, or when it is necessary to investigate suspected misconduct.

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