Which of the following statements about the Charter of Rights and Freedoms is true quizlet?

Recommended textbook solutions

Statistical Techniques in Business and Economics

15th EditionDouglas A. Lind, Samuel A. Wathen, William G. Marchal

1,236 solutions

Social Psychology

10th EditionElliot Aronson, Robin M. Akert, Samuel R. Sommers, Timothy D. Wilson

525 solutions

Introductory Business Statistics

1st EditionAlexander Holmes, Barbara Illowsky, Susan Dean

2,174 solutions

American Government

1st EditionGlen Krutz

412 solutions

Recommended textbook solutions

Information Technology Project Management: Providing Measurable Organizational Value

5th EditionJack T. Marchewka

346 solutions

Operations Management: Sustainability and Supply Chain Management

12th EditionBarry Render, Chuck Munson, Jay Heizer

1,698 solutions

Human Resource Management

15th EditionJohn David Jackson, Patricia Meglich, Robert Mathis, Sean Valentine

249 solutions

Service Management: Operations, Strategy, and Information Technology

7th EditionJames Fitzsimmons, Mona Fitzsimmons

103 solutions

Employment equity legislation aims to:

- bring the six traditionally disadvantaged groups into the mainstream of Canada's labour force.

- remove employment barriers and promote equality for women, visible minorities, aboriginal people, and persons with disabilities.

- promote unqualified people on the basis of gender, race, and disability.

- remove employment barriers and promote equality for people who have been discriminated against based on association and political belief.

- remove employment barriers and promote equality for people who have been discriminated against based on sexual orientation, marital status, and age.

Upgrade to remove ads

Only ₩37,125/year

• Flashcards

• Learn

• Test

• Match

• Flashcards

• Learn

• Test

• Match

Terms in this set (52)

1) A company with employees in different provinces/territories must monitor the legislation in each of the
jurisdictions because:

A) it is required under the Human Rights Act.
B) legislation changes, and it may vary from one jurisdiction to another.
C) it is specified under employment law.
D) it is required under Canada Labour Code.
E) legislation has commonalities across jurisdictions.

B

2) The government in each jurisdiction has created special regulatory bodies to enforce compliance with the law
and aid in its interpretation. Two of such bodies include the:
A) employment equity commission and ministry of labour.
B) ministry of labour and HRSDC.
C) human rights commission and labour unions.
D) human rights commission and ministry of labour.
E) ministry of labour and labour unions.

D

3) Which of the following covers the joint responsibility shared by workers and employers to maintain a
hazard-free environment and to enhance the health and safety of workers?
A) safety and WHMIS legislation
B) employment equity legislation
C) human rights legislation
D) employment/labour standards legislation
E) occupational health and safety legislation

E

4) Establishing minimum employee entitlement is most closely associated with:
A) pay equity legislation.
B) employment/labour standards legislation.
C) employment equity legislation.
D) the Charter of Rights and Freedoms.
E) human rights legislation.

B

5) Which of the following statements about equal pay for equal work legislation is true?
A) The principle "equal pay for equal work" makes it illegal to pay nurses and fire fighters differently if
their jobs are deemed to be of equal worth to the employer.
B) The principle "equal pay for equal work" makes it illegal to discriminate in pay on the basis of age.
C) In the federal jurisdiction, this principle has been incorporated into the Employment Standards Act
since 1971.
D) Entitlement is found in the employment/labour standards legislation in every Canadian jurisdiction.
E) Every jurisdiction in Canada has legislation incorporating the principle of equal pay for equal work.

E

6) Equal pay for equal work specifies that:
A) male-dominated and female-dominated jobs of equal value must be paid the same.
B) all people doing the same job should receive an identical pay rate.
C) jobs with similar titles must be paid the same.
D) an employer cannot pay male and female employees differently if they are performing substantially the
same work.
E) there can be no pay discrimination on the basis of race, gender, or age.

D

7) If a company classifies male employees as administrators and female employees doing the same work as and provides different wage rates based on the classifications, the company is violating the
A) gender-based discrimination principle.
B) principle of equal pay for equal work.
C) collective agreement.
D) Income Tax Act.
E) none of the above.

B

8) The Charter of Rights and Freedoms:
A) takes precedence over all other laws.
B) is part of the Constitution Act of 1992.
C) ensures that no laws infringe on Charter rights.
D) is fairly limited in scope.
E) applies to all Canadian employees and employers.

A

9) Which of the following statements describe the Charter of Rights and Freedoms accurately?
A) Legislation cannot be exempted from challenge under the Charter if a legislative body invokes the
"notwithstanding" provision.
B) The Charter allows laws to infringe on Charter rights if they can be demonstrably justified as
reasonable limits in a free and democratic society.
C) It applies to employees in certain provinces only.
D) Employment standards legislation supercedes the Charter.
E) The Courts of Appeal are the ultimate interpreters of the Charter

B

10) The Charter of Rights and Freedoms and the rights it contains such as freedom of association apply to:
A) actions of the federal, provincial and municipal governments.
B) private sector employers only.
C) actions of all governments and all employers.
D) actions of the federal government only.
E) public and private sector employers

A

11) Which of the following statements about the Charter of Rights and Freedoms is true?
A) The federal government is the final arbiter of the Charter.
B) It provides for minority language education rights and provides the right to live and work anywhere in
Canada.
C) The Charter guarantees the right to strike.
D) The overall impact of the Charter on the LR scene has been significant.
E) The Charter provides the right to live and work anywhere in Canada

B

16) A national railway has a safety rule that all employees working in the rail yard must wear hardhats. Several
Sikh employees have refused to follow the rule as their religion forbids them from removing their turbans
which is what is required in order for them to wear the hardhats. Which of the following is true?
A) There is no discrimination.
B) This is intentional discrimination.
C) This is direct discrimination on the basis of religion.
D) This is systemic discrimination.
E) This is systemic discrimination on the basis of religion.

E

19) Refusing to hire a man convicted and pardoned for a drug-related offence as a counsellor at a federal
correctional centre is an example of:
A) intentional direct discrimination.
B) protection against negligent hiring.
C) a permissible employer practice under all human rights legislation.
D) pro-active recruitment.
E) systemic discrimination.

A

20) Refusing to promote a highly qualified white male into senior management because his wife has just been
diagnosed with a chronic illness that might interfere with his willingness to work long hours is an example
of:
hzzled
A) discrimination on the basis of association.
B) systemic discrimination.
C) reverse discrimination.
D) differential treatment.
E) discrimination on the basis of disability.

A

21) The most difficult type of discrimination to detect and combat is:
A) differential treatment.
B) reverse discrimination.
C) systemic discrimination.
D) intentional indirect discrimination.
E) intentional direct discrimination.

C

22) A local airline refuses to hire as flight attendants any person who is below 5 feet tall. This is an example of:
A) discrimination on the basis of race.
B) discrimination on the basis of race and gender.
C) a permissible employer practice.
D) a neutral hiring policy.
E) discrimination on the basis of age

B

Examples of systemic discrimination include:
A) lack of explicit anti-harassment guidelines and internal or word-of-mouth hiring policies in work
places that have not embraced diversity.
B) refusing to hire persons convicted of a crime in Canada.
C) internal or word-of-mouth hiring policies in work places that have not embraced diversity.
D) job-related employment tests.
E) refusing to hire persons of Asian origin

A

24) Which of the following statements is accurate about reasonable accommodation?
A) An employer is only required to accommodate in the case of discrimination on the basis of gender.
B) Employers are not expected to adjust work schedules to accommodate religious beliefs.
C) Employers are not expected to adjust employment policies and practices if discrimination is found.
D) Employers are expected to redesign a work station to enable an individual with a physical disability to
do a job.
E) Accommodation short of the point of undue hardship to the employer is acceptable in certain
circumstances.

D

25) A justifiable reason for discrimination based on business necessity is known as:
A) a bona fide occupational requirement.
B) reasonable accommodation.
C) permissible discrimination.
D) reverse discrimination.
E) a business necessity requirement.

A

26) Which of the following statements are accurate?
A) Organizations must be able to show that any physical standards used for selecting employees for a
particular job are truly necessary.
B) Accommodating the needs of an employee with depression to the point of undue hardship is not
required in certain Canadian jurisdictions.
C) It is not legally permissible to refuse to hire a blind person to drive a truck.
D) Imposing rigid physical standards for certain jobs is not systemic discrimination.
E) Accommodating work schedules around religious holidays is generally not required by human rights

A

29) Airlines are legally permitted to:
A) indicate a hiring preference for single persons as pilots.
B) indicate a hiring preference for women as flight attendants.
C) refuse to hire persons as flight attendants who do not possess minimum qualification for the position.
D) exclude pregnant women from applying as flight attendants.
E) indicate a hiring preference for single persons as flight attendants.

C

30) Harassment:
A) directed by clients or customers towards an employee is not the employer's responsibility once it has
been reported.
B) includes unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a
reasonable person should have known would be unwelcome.
C) includes offensive or humiliating behaviour that is related to a person's sex, as well as behaviour of a
sexual nature.
D) on a prohibited ground is not constituted by directing derogatory remarks about Italians towards an
Italian employee.
E) is prohibited on all prescribed grounds in all jurisdictions and is a violation of reasonable
accommodation.

B

31) The Supreme Court of Canada has made it clear that:
A) having a harassment policy is sufficient to prevent harassment claims.
B) it is an employee's responsibility to prevent and report harassment.
C) alleged harassers should be severely punished.
D) supervisors can be liable for failing to take action against harassment.
E) if harassment is occurring, supervisors can ignore it unless an employee reports it to them directly.

D

32) A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance
rating is an example of:
A) a job related annoyance.
B) sexual annoyance.
C) a BFOR.
D) sexual coercion.
E) executive privilege.

D

33) A "poisoned" work environment is associated with:
A) sexual coercion.
B) a direct link to tangible job benefits.
C) toxic substances.
D) sexual annoyance.
E) an occupational health and safety violation.

D

36) Which of the following statements about human rights enforcement procedures is true?
A) A human rights commission can initiate a complaint if it has reasonable grounds to believe that a party
is engaging in a discriminatory practice.
B) The only human rights cases that can be heard by the Supreme Court of Canada are those involving
federally-regulated employers and employees.
C) Most human rights complaints are settled by a Board of Inquiry or Tribunal.
D) Filing a human rights complaint involves significant employee costs.
E) Human rights investigators must obtain a court order before entering an employer's premises.

A

38) The groups identified as having been subjected to pervasive patterns of differential treatment by Canadian
employers, referred to in the federal employment equity legislation as designated groups, include:
A) clergy.
B) women.
C) men.
D) homosexuals.
E) none of the above.

B

39) Evidence of pervasive patterns of differential treatment against the employment equity designated groups
includes:
A) discrimination.
B) underemployment.
C) systemic discrimination.
D) sexual harassment.
E) harassment.

B

40) The existence of certain occupations that have traditionally been performed by males and others that have
been female dominated is known as:
A) concentration.
B) occupational segregation.
C) underemployment.
D) underutilization.
E) the glass ceiling.

B

41) Saleem is a new immigrant with a master's degree in management. Despite his qualifications, Saleem has
worked as a clerk in the shipping department of a company for the last year. This is an example of:
A) a BFOR.
B) underemployment.
C) underutilization.
D) indirect discrimination.
E) occupational segregation

C

42) Employment equity legislation aims to:
A) remedy discrimination on the basis of gender, race, and disability.
B) bring the six traditionally disadvantaged groups into the mainstream of Canada's labour force.
C) remove employment barriers and promote equality for the women, visible minorities, aboriginal people
and persons with disabilities.
D) request employers under provincial jurisdiction to have a better representation of the designated
groups at all levels within the organization.
E) request employers under federal and provincial jurisdiction to have a better representation of the
designated groups at all levels within the organization

C

43) An employment equity program is designed to:
A) reduce effects of a poisoned environment.
B) increase representation of men in corporate board.
C) achieve a balanced representation of designated group members.
D) increase occupational segregation.
E) reduce harassment and related complaints.

C

4) For an employment equity program to be successful:
A) senior management should be responsible for the implementation process.
B) a senior official should be appointed with the authority to discipline those failing to comply.
C) an employment equity committee should be given ultimate authority.
D) an employment equity policy statement should be filed in the company's HR policies and procedures
manual.
E) a written policy endorsed by senior management and posted throughout the organization or
distributed to every employee, is an essential first step.

E

45) The term that applies to data-tracking designated group members by employment transactions and
outcomes is:
A) flow data.
B) stock data.
C) an employment systems review.
D) utilization data.
E) transactional analysis.

A

46) Steps in the employment equity process typically include:
A) obtaining senior-management commitment and support; employment systems review; implementation;
and follow up.
B) obtaining senior-management commitment and support; data collection and analysis; employment
systems review; and diversity training.
C) obtaining senior-management commitment and support; data collection and analysis; employment
systems review; plan development; implementation; and monitoring.
D) obtaining senior-management commitment and support; employment systems review; diversity
training; and systems review.
E) obtaining senior-management commitment and support; data collection; employment systems review;
training; and follow-up.

C

47) Comparison data must also be collected on the number of designated group members available in the labour
markets from which the organization recruits. This data may be obtained from:
A) Statistics Canada.
B) Statistics Canada and women's directorates.
C) workers compensation boards.
D) provincial legislatures.
E) women's directorates.

B

48) The comparison of an employer's internal work force profile with external work force availability data is
known as:
A) a utilization analysis.
B) flow data.
C) an employment systems review.
D) a transactional analysis.
E) stock data.

A

49) A bank is collecting the following information for an employment equity program: number of designated
group members that have applied for jobs with the firm, been interviewed, been hired and given
opportunities for training, promotions and terminations. What type of data is this organization collecting?
A) flow data
B) stock data
C) internal data
D) utility analysis data
E) statistical data

A

50) Employment systems typically reviewed during an employment equity audit include:
A) employee opinion survey.
B) profitability analysis.
C) regression charts.
D) examination of internal policies and procedures.
E) stock data and flow data.

D

51) Which of the following statements about employment equity goals is true?
A) In Canada, employment equity goals are often imposed by government.
B) Only quantitative goals are applicable to employment equity.
C) Goals are the same as quotas.
D) Goals and timetables are the core of an employment equity program.
E) Goals should be tied to firm, fixed timetables.

D

52) Providing specialized training to aid designated group members to break the glass ceiling is an example of:
A) a positive measure.
B) an accommodation measure.
C) illegal preferential treatment.
D) a supportive measure.
E) a quantitative goal.

A

53) A tuition reimbursement program is an example of:
A) an accommodation measure.
B) a positive measure.
C) an employment equity policy.
D) a supportive measure.
E) an employment equity timetable.

D

54) Which types of employment equity initiatives are designed to enable all employees to achieve a better
balance between work and other responsibilities?
A) accommodation measures.
B) quantitative goals.
C) positive measures.
D) qualitative goals.
E) supportive measures.

E

55) Reverse discrimination:
A) is a major problem in Canada that needs immediate action.
B) can be avoided if realistic goals and timetables are established.
C) is caused by the fact that Canada's employment equity legislation involves government-imposed
quotas.
D) is an inevitable result of equal opportunity and equity legislation.
E) results when preferential treatment is given to a designated group member in the case of two
equally-qualified candidates.

B

56) Which of the following statements regarding people with disabilities is true?
A) People with disabilities still fall short of their estimated labour market availability.
B) Of all the designated groups, people with disabilities in the private sector have benefited least from the
Employment Equity Act.
C) People with disabilities make up only 2.5% of the federal private sector workforce.
D) The representation of persons with disabilities in the federal public sector increased to 5.7% in 2004.
E) The median employment income of persons with disabilities is 83% of that of other Canadian workers.

E

57) Visible minority group members also made some progress in their representation in the federal private
sector. Their representation:
A) more than doubled from 4.9% in 1987 to 13.3% in 2004.
B) is higher than their estimated availability.
C) more than doubled from 8% in 1987 to 15% in 2001.
D) more than tripled from 8% in 1987 to 15% in 2001.
E) more than tripled from 4.9% in 1987 to 11.7% in 2001.

A

58) Diversity management is:
A) broader and more inclusive in scope than employment equity.
B) another term for employment equity.
C) encompassed in legal compliance with human rights and employment equity legislation.
D) targeted at the four designated groups.
E) a voluntarily-initiated employment equity initiative.

A

59) Reasons for embracing diversity include:
A) ethical and social responsibility concerns only.
B) the fact that employees with different ethnic backgrounds often possess foreign-language skills.
C) ethical and social responsibility concerns, the spending power of Canada's visible minorities, and the
fact that employees with different ethnic backgrounds often possess foreign-language skills.
D) it is required by legislation.
E) the spending power of Canada's visible minorities and it is required by legislation

C

60) Diversity initiatives:
A) never involve overcoming resistance to prejudices.
B) involve a complex change process.
C) should be undertaken quickly and involve a complex change process.
D) usually do not involve overcoming resistance to change.
E) should be undertaken quickly

B

62) Diversity training programs:
A) try to educate employees about specific cultural differences.
B) are designed to provide awareness of diversity issues.
C) try to educate employees about specific gender and cultural differences and are designed to provide
awareness of diversity issues.
D) should not be on-going.
E) try to educate employees about specific gender and cultural differences.

C

64) Specific diversity management strategies include:
A) diversity audits.
B) diversity audits and a mentoring program.
C) a mentoring program.
D) broad based recruitment practices.
E) a harassment policy.

B

5) Diversity management initiatives will not receive high priority unless:
A) supervisors are held accountable for them.
B) new hires are held accountable.
C) formal assessments are completed.
D) employees are recognized for them on performance appraisals.
E) employees are held accountable.

A

Sets with similar terms

Chapter 3 Providing Equal Employment Opportunity a…

36 terms

membrackPLUS

Human Resource Management Chapter 2

16 terms

jaxson_vickerstaff

Legal Context of the Employment Relationship

62 terms

SJMSchatzPLUS

HRIR 3021 Exam 1

69 terms

sarahpatten15

Sets found in the same folder

Chapter 2 HRM

76 terms

northbay94

Chapter 3 HRM

68 terms

northbay94

HRM 200 Chapt 3

45 terms

julee119

Other sets by this creator

AFM 102 Chapt 2

9 terms

julee119

Chapt 10 Tort

16 terms

julee119

Chapt 7,8,9 forgotten

6 terms

julee119

Chapt 13, 14, 15, 16 forgotten

15 terms

julee119

Recommended textbook solutions

Human Resource Management

15th EditionJohn David Jackson, Patricia Meglich, Robert Mathis, Sean Valentine

249 solutions

Service Management: Operations, Strategy, and Information Technology

7th EditionJames Fitzsimmons, Mona Fitzsimmons

103 solutions

Information Technology Project Management: Providing Measurable Organizational Value

5th EditionJack T. Marchewka

346 solutions

Service Management: Operations, Strategy, and Information Technology

7th EditionJames Fitzsimmons, Mona Fitzsimmons

103 solutions

Related questions

QUESTION

The nurse is caring for a patient who is suspected to have developed a peptic ulcer hemorrhage. Which action would the nurse perform first?

15 answers

QUESTION

In a process layout, each workstation is self-contained, and a product goes to whichever workstation is needed to perform the next operation to complete the product.

3 answers

QUESTION

What is an accommodation tax? Which level of government handles this grant pool of funds?

3 answers

QUESTION

In the context of legal requirements, when an employer terminates an employee who reports for jury duty, it is not a violation of public policy.

9 answers