Question 1

The Canadian Human Rights Commission (CHRC) can act on its own if it feels there are sufficient grounds for a finding of discrimination.

Accepted Answer

The Canadian Human Rights Commission has the power to initiate its own investigations if it believes there are sufficient grounds for a finding of discrimination, even if no complaint has been received. This is outlined in section 44 of the Canadian Human Rights Act. However, the Commission must still notify the parties involved and give them an opportunity to respond before making a final decision.

Question 2

The objective of undue hardship is to remove workplace conditions that disadvantage groups who are protected by human rights legislation.

Accepted Answer

The objective of undue hardship is to determine the point at which accommodating an employee's needs (due to factors like disability, religion, etc.) becomes excessively burdensome for an employer, not to remove workplace conditions that disadvantage protected groups.

Question 3

Once a complaint has been accepted by the CHRC, a tribunal will be formed to deal with the allegations against the organization.

Accepted Answer

The answer of Once a complaint has been accepted by...

Question 4

It is recommended that a company's anti-harassment policy acknowledge that the company is committed to a harassment-free environment.

Accepted Answer

A company's anti-harassment policy should explicitly state the company's commitment to maintaining a harassment-free workplace environment. This helps to create a culture of respect and may discourage employees from engaging in harassing behavior.

Question 5

An example of sexual harassment is having to listen to comments made by co-workers about their sexual conquests every Monday morning, even after you have stated that their remarks make you extremely uncomfortable.

Accepted Answer

This behavior constitutes sexual harassment as it creates a hostile work environment and disregards the complainant's discomfort with such comments.

Question 6

Each province and territory has legislation, relatively similar to the federal employment laws, that provides certain rights and guarantees regarding employment.

Accepted Answer

Each province and territory in Canada has its own employment standards legislation that provides various rights and guarantees to employees, such as minimum wage, vacation entitlements, and termination notice requirements. These laws are similar in nature to the federal employment laws but may have some differences in terms of specifics.

Question 7

Employment legislation (laws) in provincial/territorial jurisdictions cover employment standards, labour relations, public holidays and vacation pay.

Accepted Answer

Employment legislation in provincial/territorial jurisdictions does cover employment standards, labour relations, public holidays and vacation pay.

Question 8

The only difference between federal and provincial human rights laws is that the former cover federally regulated industries and the latter cover provincially regulated industries.

Accepted Answer

Federal and provincial human rights laws differ not only in their jurisdiction over industries but also in the specific rights protected and the procedures for addressing complaints. Each province and territory may have unique protections and mechanisms in addition to the division between federally and provincially regulated industries.

Question 9

All provinces and territories have enacted legislation prohibiting psychological harassment.

Accepted Answer

Not all provinces and territories in Canada have specific legislation addressing psychological harassment. Some may have broader workplace harassment laws that include psychological aspects, but not all have explicit legislation solely for psychological harassment.

Question 10

In recent years, the focus of discussions on harassment has shifted to sexual harassment in the workplace.

Accepted Answer

The answer of In recent years, the focus of discussions...

Question 11

If a certain behaviour at work would be considered unacceptable by a "reasonable person," then the recipient of the behaviour can claim harassment.

Accepted Answer

If a behaviour would be considered unacceptable by a reasonable person, it can create a hostile or intimidating work environment, which is a form of harassment. The recipient of such behaviour has the right to claim harassment under laws and policies that prohibit workplace harassment.

Question 12

The health and safety of employees is the responsibility of employers.

Accepted Answer

This is true according to most labor laws and regulations. Employers are responsible for providing a safe and healthy working environment for their employees and taking necessary measures to prevent accidents and injuries.

Question 13

The best way to deal with complaints regarding sexual harassment is to develop, communicate, and enforce sexual harassment policies.

Accepted Answer

Developing, communicating, and enforcing sexual harassment policies creates a clear protocol for dealing with complaints and sends a message that sexual harassment will not be tolerated in the workplace.

Question 14

Most employment standards legislation applies to all employers.

Accepted Answer

Most employment standards legislation in various countries applies to all employers regardless of their size or number of employees. However, there may be some exceptions for certain industries or types of employment relationships.

Question 15

Sexual harassment occurs only between members of the opposite sex.

Accepted Answer

Sexual harassment can occur between individuals of the same sex, as well as between individuals of different sexes.

Question 16

Decisions reached by human rights commissions or tribunals have little influence over employment issues.

Accepted Answer

Decisions reached by human rights commissions or tribunals have significant influence over employment issues as they have the power to enforce penalties and orders, provide remedies for victims of discrimination, and set precedents for future cases.

Question 17

Labour relations legislation is usually administered through an agency called Labour-Management Partnership.

Accepted Answer

Labour relations legislation is usually administered through agencies such as the National Labor Relations Board (NLRB) in the United States and the Ministry of Labour in Canada. There is no agency called Labour-Management Partnership.

Question 18

The Canadian Human Rights Commission deals with complains from businesses and employees covered by the Canadian Human Rights Act.

Accepted Answer

The Canadian Human Rights Commission is responsible for dealing with complaints related to discrimination and harassment based on prohibited grounds (such as race, gender, age, etc.) for businesses and employees covered by the Canadian Human Rights Act.

Question 19

Systemic discrimination is discrimination that exists throughout a department or level within an organization.

Accepted Answer

The answer of Systemic discrimination is discrimination that exists throughout...

Question 20

Serious one-time incidents can sometimes be considered harassment.

Accepted Answer

While harassment typically involves a pattern of behavior, a one-time incident can still be considered harassment if it is severe enough to create a hostile or abusive environment.

Quiz 2: Operating Within the Legal Framework