Question 1

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

The answer of Identify the four designated groups under Employment...

Question 2

According to the textbook,the first step in the employment equity process is

Accepted Answer

According to the textbook, the first step in the employment equity process is the demonstration of senior management commitment and support. This means that leadership must show a clear commitment to diversity and inclusion in the workplace, and communicate this commitment effectively to all employees. This sets the tone for the rest of the process and ensures that all stakeholders are engaged in creating an equitable workplace. Therefore, the best choice is E.

Question 3

Guidelines for implementing a harassment policy should include

Accepted Answer

Guidelines for implementing a harassment policy should definitely include information for victims, such as identifying and defining harassment, as this will help them understand their rights under the policy and what constitutes unacceptable behavior. However, a permissible harassment policy statement, permissible harassment policy procedures, and support for alleged harassers are all also important components of a comprehensive harassment policy. Support for retaliation against complainants should never be included in such guidelines.

Question 4

The last step in the employment equity process is

Accepted Answer

The last step in the employment equity process is monitoring, evaluating, and revising the plan. This ensures that the plan remains effective and relevant over time, addressing any issues or changes in the organization or workforce.

Question 5

The Supreme Court of Canada has made it clear that

Accepted Answer

The Supreme Court of Canada has held supervisors can be held liable for failing to take action against harassment. This means that employers have a responsibility to take action against harassment, and supervisors cannot ignore it even if an employee does not report it directly. Having a harassment policy alone is not sufficient to prevent harassment claims. Additionally, employers are responsible for preventing harassment even if it comes from clients or customers, meaning option E is false. Option A is also false, as it is ultimately the employer's responsibility to ensure a workplace free of harassment.

Question 6

An employment equity program is designed to

Accepted Answer

An employment equity program is designed to achieve a balanced representation of designated group members, which can include groups such as women, people with disabilities, Indigenous peoples, and visible minorities, among others. The objective is to address systemic barriers and discrimination in the workplace and promote greater diversity and inclusivity. Employment equity is not focused on reducing the effects of a toxic or poisoned environment, reducing harassment, or increasing occupational segregation, although these issues may be related.

Question 7

Susan is an employee who filed a sexual harassment claim against a fellow worker.Susan felt physically at risk and did not return to work until the matter was settled.After finding the alleged harasser guilty and having him removed from the company,the employer paid Susan for the time she was away from work.What is this an example of?

Accepted Answer

The employer compensating Susan for the time she was away from work is an example of a restitutional remedy, which aims to restore the victim to the position they would have been in had the harassment not occurred.

Question 8

According to the textbook,a "poisoned" work environment is associated with

Accepted Answer

A "poisoned" work environment is typically associated with sexual harassment or gender discrimination, which create a negative and uncomfortable atmosphere for employees. It can result in decreased job satisfaction, motivation, and productivity.

Question 9

Jim is a new employee.He makes unwelcome sexual remarks and jokes.His behaviour is offensive and intimidating to female employees.Jim's behaviour is an example of

Accepted Answer

Jim's behaviour constitutes sexual harassment, which is a violation of human rights legislation and workplace policies. It is not permissible behaviour and does not require training to be addressed. It is important for organizations to proactively prevent and respond to instances of sexual harassment in the workplace.

Question 10

The Personal Information Protection and Electronic Documents Act governs

Accepted Answer

The Personal Information Protection and Electronic Documents Act governs the collection, use, and disclosure of personal information across Canada. It aims to protect the privacy of individuals while promoting the growth of electronic commerce. It establishes rules for obtaining consent from individuals for the collection, use, and disclosure of their personal information, as well as for safeguarding that information. The other options, such as systemic remedies for harassment, reasonable accommodations for the functionally illiterate, tort law provisions, and employment equity programs are covered by other laws and regulations.

Question 11

Which of the following is correct regarding harassment?

Accepted Answer

Harassment includes behaviour that is unwelcome and demeaning, humiliating, or embarrassing to the person subjected to it, and that a reasonable person should have known would be unwelcome. This definition is widely accepted by human rights organizations and legal systems. options A, C and D are incorrect because they all suggest that the employer has no responsibility to prevent harassment, which is not true. Option B is correct but it does not give a complete definition of harassment.

Question 12

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

Accepted Answer

The term "glass ceiling" refers to an invisible barrier that prevents women from reaching high-level positions in many industries and organizations, despite their qualifications and achievements. This has been a well-documented phenomenon and is recognized as a significant obstacle for women in the workplace.

Question 13

Which of the following statements is true about human rights enforcement procedures?

Accepted Answer

A human rights commission can initiate a complaint if it has reasonable grounds to believe that a party is engaging in a discriminatory practice. This is true according to most human rights laws and enforcement procedures. The other options are incorrect: A) Enforcement is not solely the responsibility of the Ministry of Labour, B) Costs can be borne by either party or shared, D) Employee costs vary depending on the case and province or state, and E) Employers do have a duty to investigate discrimination accusations, though the process may vary.

Question 14

A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance rating is an example of

Accepted Answer

The supervisor's action of using the threat of a poor performance rating to obtain sexual favours from the employee constitutes sexual coercion, which is a form of sexual harassment. It is a violation of the employee's right to a safe and respectful workplace. Executive privilege and undue hardship are not applicable in this scenario, while job-related and sexual annoyance do not fully encompass the seriousness of the situation.

Question 15

Men are under-represented in engineering,natural sciences,and mathematics.

Accepted Answer

Men are typically over-represented in fields such as engineering, natural sciences, and mathematics, while women are under-represented in these areas.

Question 16

The Federal Contractors Program requires firms bidding on federal contracts of $100 000 or more to implement an employment equity plan.

Accepted Answer

The answer of The Federal Contractors Program requires firms bidding...

Question 17

Under equal pay for equal work legislation,pay differences based on a valid merit or seniority system or employee productivity are permitted.

Accepted Answer

Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

Question 18

Which of the following statements is true?

Accepted Answer

The statement that best reflects the powers of the human rights tribunal is that it has the power to order an employer to give a position to an individual who has been discriminated against and also has the power to order financial compensation for pain and suffering. Therefore, option E is the correct statement. Option A is incorrect as human rights legislation prohibits discrimination in various areas, including employment, housing, and services. Option B is incorrect as the tribunal can order an employer to employ someone, not only fine them. Option C is incorrect as age is a prohibited ground of discrimination, and a company cannot use it as a requirement for employment. Option D is incorrect as systemic remedies involve broader changes to address discrimination, not just payments for lost wages.

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 have a legal responsibility to ensure that their employees are not engaging in behavior that can expose the company to liability or harm its reputation. However, they also need to respect their employees' privacy rights. Balancing these two concerns can be a challenge, especially as technology continues to evolve and offer new tools for employee monitoring. Therefore, option C is the best choice.

Question 20

Making derogatory comments implying sexual unattractiveness can constitute sexual harassment if the person making such comments continues to do so after being asked to stop.

Accepted Answer

Making derogatory comments of a sexual nature can constitute sexual harassment, and if the person making such comments continues to do so after being asked to stop, it can create a hostile work environment and escalate the behavior to a more severe form of sexual harassment. Employers have an obligation to take action to prevent and address sexual harassment in the workplace.

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