Question 1

The Personal Information Protection and Electronic Documents Act governs

Accepted Answer

The Personal Information Protection and Electronic Documents Act (PIPEDA) governs the collection, use, and disclosure of personal information by private sector organizations across Canada. It establishes rules for obtaining consent, safeguarding data, and providing individuals with access to their personal information.

Question 2

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

Accepted Answer

According to a study by Catalyst, as of 2019, women held only 21.3% of board seats and 15.9% of executive officer positions among Canada's 500 largest publicly traded companies, indicating underrepresentation on executive teams.

Question 3

The advancement of women into senior management positions has been hindered by the existence of a "glass ceiling."

Accepted Answer

The concept of a "glass ceiling" refers to the invisible barriers that prevent qualified individuals from advancing in their careers due to demographic factors such as gender or race. Women, in particular, have often faced significant challenges in breaking through this barrier and gaining access to senior management positions.

Question 4

Contract law governs collective agreements and individual employment contracts.

Accepted Answer

Contract law does indeed apply to both collective agreements between employers and unions, as well as individual employment contracts between employers and individual employees.

Question 5

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 underemployment of visible minorities is present. This suggests that there may be barriers preventing individuals from these groups from advancing in their careers. The other options do not directly relate to underemployment of visible minorities.

Question 6

Gender identity is a protected ground for discrimination in British Columbia.

Accepted Answer

According to the British Columbia Human Rights Code, gender identity or expression is a protected characteristic under the category of sex, which includes gender identity or expression. Discrimination on the basis of gender identity is unlawful in British Columbia.

Question 7

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 effectiveness and fairness. This process involves steps such as conducting workforce analysis, identifying barriers to equity, setting goals and objectives, developing a plan and implementing it, monitoring progress, and evaluating outcomes.

Question 8

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

Accepted Answer

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

Question 9

Youth aged 17 to 24 are a designated group for Employment Equity due to the high unemployment rates experienced by that group.

Accepted Answer

Youth aged 17 to 24 are not specifically designated as a group under Employment Equity in Canada. The designated groups for Employment Equity are women, Indigenous peoples, persons with disabilities, and members of visible minorities.

Question 10

Enforcement of human rights acts is the responsibility of the RCMP in Canada.

Accepted Answer

The enforcement of human rights acts in Canada is primarily the responsibility of the Canadian Human Rights Commission and the various provincial and territorial human rights commissions. The RCMP may become involved if a human rights complaint involves a criminal investigation.

Question 11

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 equipment in employee washrooms is a violation of employee privacy rights. While the company has the right to install surveillance equipment on its property, employees have a right to privacy. If employees object, the courts would likely ask if there is a less invasive way to monitor employees, and may order the removal of the video surveillance in the washrooms.

Question 12

Steps in the employment equity process typically include

Accepted Answer

The employment equity process typically involves obtaining senior-management commitment and support, collecting and analyzing data, reviewing employment systems, developing a plan, implementing the plan, and monitoring progress. Choice D includes all of these steps.

Question 13

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 the systems and structures of society, including policies and practices within institutions, contribute to and perpetuate discrimination against certain groups. Job evaluation systems that undervalue traditionally female-dominated jobs reflect systemic discrimination against women. This is because they perpetuate the notion that jobs traditionally held by women are inherently less valuable than jobs traditionally held by men, leading to unequal pay and job opportunities for women.

Question 14

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

Collecting employee information for this purpose would be considered personal information under PIPEDA. As such, it would require the consent of the employees in order to collect, use, and disclose the information. Therefore, the best choice is E, which states that the activity is allowed if employees give their consent.

Question 15

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

Accepted Answer

Under human rights legislation in Canada, employers have a legal duty to accommodate employees to the point of undue hardship, unless accommodating would require changing the nature of the job or pose a safety risk.

Question 16

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 the Equal Pay Act of 1963, pay differences based on a valid merit or seniority system or employee productivity are allowed under equal pay for equal work legislation.

Question 17

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 someone based on their size and weight is not considered a bona fide occupational requirement as it does not relate to the essential duties of a security guard. This would be considered discrimination based on physical appearance or characteristics.

Question 18

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 generally true. In most cases, employers should obtain an employee's consent before disclosing any personal information beyond their name, title, business address, and telephone number. However, there may be exceptions to this rule in certain contexts, such as when disclosing information is required by law.

Question 19

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 need to monitor the use of technology-related tools to eliminate any wasted time and abuse of company resources. However, this needs to be balanced with employee privacy rights. The other options do not address the issue of balancing privacy rights with monitoring technology use.

Question 20

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 set policies to ensure productivity and protect company resources. Employees using company computers are expected to adhere to company policies on internet use during work hours, and such policies do not violate employees' privacy rights as they are using company resources while at work.

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