Chapter 2 HRM

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

B. REFUSE TO HIRE PERSONS AS FLIGHT ATTENDANTS WHO DO NOT POSSESS MINIMUM QUALIFICATION FOR THE POSITION

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

D. ACHIEVE A BALANCED REPRESENTATION OF DESIGNATED GROUP MEMBERS

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

D. CAN BE AVOIDED IF REALISTIC GOALS AND TIMETABLES ARE ESTABLISHED

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

D. DISCRIMINATION ON THE BASIS OF RACE AND GENDER

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

D. DIVERSITY AUDITS AND A MENTORING PROGRAM

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

D. 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

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

D. EXAMINATION OF INTERNAL POLICIES AND PROCEDURES

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

E. FLOW DATA.

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) womenʹs directorates. B) provincial legislatures. C) workers compensation boards. D) Statistics Canada. E) Statistics Canada and womenʹs directorates.

E. STATISTICS CANADA AND WOMEN'S DIRECTORATES

63) To ensure that no one experiences feelings of alienation, firms have established: A) policies. B) diversity training for management. C) diversity audits. D) publications. E) support groups.

E. SUPPORT GROUPS

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

A. A SUPPORTIVE MEASURE

34) Jim is a new employee. He makes unwelcome sexual remarks and jokes. His behaviour is offensive and intimidating to the female employees. Jimʹs behaviour is an example of: A) sexual harassment. B) permissible behaviour as long as it does not violate a policy. C) sexual annoyance. D) permissible behaviour. E) sexual coercion.

A. SEXUAL HARASSMENT

69) In British Columbia, Quebec and the Yukon, record of criminal conviction is a prohibited ground of discrimination.

FALSE

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

B. EVERY JURISDICTION IN CANADA HAS LEGISLATION INCORPORATING THE PRINCIPLE OF EQUAL PAY FOR EQUAL WORK

66) Contract law governs collective agreements and individual employment contracts.

TRUE

61) Organizations that have been most successful in managing diversity tend to share all of the following characteristics EXCEPT: A) no visible minority employees. B) diversity training programs. C) activities to celebrate diversity. D) support groups or mentoring programs. E) top management commitment.

A. NO VISIBLE MINORITY EMPLOYEES

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

D. SUPERVISORS ARE HELD ACCOUNTABLE FOR THEM

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

TRUE

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

A. SEXUAL ANNOYANCE

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

TRUE

76) A deliberately structured process is involved when developing an employment equity program.

TRUE

72) Some jurisdictions prohibit harassment on all proscribed grounds, while others only expressly ban sexual harassment.

TRUE

74) It is a criminal offence to retaliate in any way against those who exercise their rights under human rights legislation.

TRUE

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) ministry of labour and labour unions. B) human rights commission and labour unions. C) human rights commission and ministry of labour. D) employment equity commission and ministry of labour. E) ministry of labour and HRSDC.

C. HUMAN RIGHTS COMMISSION AND MINISTRY OF LABOUR

12) Human rights legislation: A) is critically important to HR specialists, but has a relatively insignificant impact on supervisors and managers throughout the firm. B) prohibits intentional discrimination only. C) primarily affects compensation and selection. D) affects every employer in Canada. E) is quite limited in scope.

D. AFFECTS EVERY EMPLOYER IN CANADA

35) Guidelines for implementing a harassment policy do not include: A) requiring each employee to sign a document indicating that he or she has received harassment training. B) ensuring that a copy of the charge is placed in the file of the alleged harasser. C) developing a policy that prohibits harassment on all grounds listed in the Canadian Human Rights Act. D) applying harsh discipline without a proper investigation. E) all of the above.

D. APPLYING HARSH DISCIPLINE WITHOUT A PROPER INVESTIGATION

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

TRUE

73) 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.

TRUE

18) Asking young female factory-position applicants to demonstrate their lifting skills and not asking older female candidates or any male candidates to do so is an example of: A) discrimination on the basis of age. B) discrimination on the basis of age and race. C) unintentional direct discrimination. D) discrimination on the basis of age and gender. E) a permissible employer practice.

D. DISCRIMINATION ON THE BASIS OF AGE AND GENDER

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. A POSITIVE MEASURE

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

B. ALLEGED HARASSERS SHOULD BE SEVERELY PUNISHED

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

B. AN EMPLOYER CANNOT PAY MALE AND FEMALE EMPLOYEES DIFFERENTLY IF THEY ARE PERFORMING SUBSTANTIALLY THE SAME WORK

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

D. ACTIONS OF THE FEDERAL, PROVINCIAL AND MUNICIPAL GOVERNMENTS

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

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

D. INVOLVE A COMPLEX CHANGE PROCESS

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

D. MORE THAN DOUBLED FROM 4.9% IN 1987 TO 13.3% IN 2004

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; employment systems review; diversity training; and systems review. C) obtaining senior-management commitment and support; data collection and analysis; employment systems review; and diversity training. D) obtaining senior-management commitment and support; data collection and analysis; employment systems review; plan development; implementation; and monitoring. E) obtaining senior-management commitment and support; data collection; employment systems review; training; and follow-up.

D. OBTAINING SENIOR-MANAGEMENT COMMITMENT AND SUPPORT; DATA COLLECTION AND ANALYSIS; EMPLOYMENT SYSTEMS REVIEW; PLAN DEVELOPMENT; IMPLEMENTATION; AND MONITORING

41) Saleem is a new immigrant with a masterʹs 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) indirect discrimination. C) occupational segregation. D) underutilization. E) underemployment.

D. UNDERUTILIZATION

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

E. A BONA FIDE OCCUPATIONAL REQUIREMENT

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

E. A UTILIZATION ANALYSIS

17) Requesting that an employment agency refer only male candidates for consideration as management trainees is an example of: A) discrimination on the basis of association. B) reverse discrimination. C) systemic discrimination. D) a permissible employer practice. E) discrimination on the basis of gender.

E. DISCRIMINATION ON THE BASIS OF GENDER

13) All jurisdictions in Canada prohibit discrimination on the grounds of: A) criminal history. B) length of employment C) national or ethnic origin. D) sexual orientation. E) race.

E. RACE

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

E. TAKES PRECENDENCE OVER ALL OTHER LAWS

71) 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.

FALSE

68) Job evaluation systems that undervalue jobs traditionally held by women are an example of constructive discrimination.

TRUE

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

A. THE CHARTER ALLOWS LAWS TO INFRINGE ON CHARTER RIGHTS IF THEY CAN BE DEOMONSTRABLY JUSTIFIED AS REASONABLE LIMITS IN A FREE AND DEMOCRATIC SOCIETY

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

C. REMOVE EMPLOYMENT BARRIERS AND PROMOTE EQUALITY FOR THE WOMEN, VISIBLE MINORITIES, ABORIGINAL PEOPLE AND PERSONS WITH DISABILITIES

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

C. SEXUAL COERCION

27) The Royal Canadian Mounted Police has a requirement that guards be of the same sex as prisoners being guarded. This is an example of: A) intentional and indirect discrimination. B) systemic discrimination. C) reasonable accommodation. D) a bona fide occupational requirement. E) a violation of bona fide occupational requirement.

D. A BONA FIDE OCCUPATIONAL REQUIREMENT

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

E. LACK OF EXPLICIT ANTI-HARASSMENT GUIDELINES AND INTERNAL OR WORD-OF-MOUTH HIRING POLICIES IN WORK PLACES THAT HAVE NOT EMBRACED DIVERSITY

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

E. SUPPORTIVE MEASURES

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

A. IT PROVIDES FOR MINORITY LANGUAGE EDUCATION RIGHTS AND PROVIDES THE RIGHT TO LIVE AND WORK ANYWHERE IN CANADA

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) occupational health and safety legislation B) employment/labour standards legislation C) employment equity legislation D) safety and WHMIS legislation E) human rights legislation

A. OCCUPATIONAL HEALTH AND SAFETY LEGISLATION

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

A. THE MEDIAN EMPLOYMENT INCOME OF PERSONS WITH DISABILITIES IS 83% OF THAT OF OTHER CANADIAN WORKERS

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: A) reverse discrimination. B) systemic discrimination. C) discrimination on the basis of association. D) discrimination on the basis of disability. E) differential treatment.

C. DISCRIMINATION ON THE BASIS OF ASSOCIATION

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) a permissible employer practice under all human rights legislation. B) systemic discrimination. C) intentional direct discrimination. D) protection against negligent hiring. E) pro-active recruitment.

C. INTENTIONAL DIRECT DISCRIMINATION

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

C. OCCUPATIONAL SEGREGATION

37) Remedies for human rights code violations do not include: A) compensation for pain and humiliation. B) a written letter of apology. C) ordering an employer to discriminate on a different prohibited ground than the one complained about. D) implementation of an employment equity program. E) compensation for general damages.

C. ORDERING AN EMPLOYER TO DISCRIMINATE ON A DIFFERENT PROHIBITED GROUND THAN THE ONE COMPLAINED ABOUT

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

D. ORGANIZATIONS MUST BE ABLE TO SHOW THAT ANY PHYSICAL STANDARDS USED FOR SELECTING EMPLOYEES FOR A PARTICULAR JOB ARE TRULY NECESSARY

28) Which of the following statements is true? A) It is legally permissible for a bus company to require new drivers to be between the ages of 24 and 35 for the business purpose that newly hired drivers will get the least favourable routes and must therefore be young enough to cope with stress. B) The human rights tribunal 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. C) The human rights tribunal has the power to order an employer to give a position to an individual who has been discriminated against. D) Evidence is generally readily available to support the position that age is an accurate indication of a personʹs ability to perform a particular type of work. E) Human rights legislation prohibits discrimination against all Canadians only in the area of employment.

B. THE HUMAN RIGHTS TRIBUNAL 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

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

E. BROADER AND MORE INCLUSIVE IN SCOPE THAN EMPLOYMENT EQUITY

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) Human rights investigators must obtain a court order before entering an employerʹs premises. C) The only human rights cases that can be heard by the Supreme Court of Canada are those involving federally-regulated employers and employees. D) Filing a human rights complaint involves significant employee costs. E) Most human rights complaints are settled by a Board of Inquiry or Tribunal.

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

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

A. A WRITTEN POLICY ENDORSED BY SENIOR MANAGEMENT AND POSTED THROUGHOUT THE ORGANIZATION OR DISTRIBUTED TO EVERY EMPLOEE, IS AN ESSENTIAL FIRST STEP.

14) A company in the manufacturing sector terminated an employee because she was pregnant and about to go on maternity leave. This is a direct violation of the: A) human rights legislation of the applicable province. B) Charter of Rights and Freedoms. C) employment equity legislation of the applicable province D) health and safety legislation. E) Employment Standards Act.

A. HUMAN RIGHTS LEGISLATION OF THE APPLICABLE PROVINCE

1) A company with employees in different provinces/territories must monitor the legislation in each of the jurisdictions because: A) legislation changes, and it may vary from one jurisdiction to another. B) legislation has commonalities across jurisdictions. C) it is specified under employment law. D) it is required under the Human Rights Act. E) it is required under Canada Labour Code.

A. LEGISLATION CHANGES, AND IT MAY VARY FROM ONE JURISDICTION TO ANOTHER

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

A. TRY TO EDUCATE EMPLOYEES ABOUT SPECIFIC GENDER AND CULTURAL DIFFERENCES AND ARE DESIGNED TO PROVIDE AWARENESS OF DIVERISTY ISSUES

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

A. UNDEREMPLOYMENT

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) statistical data B) flow data C) stock data D) utility analysis data E) internal data

B. FLOW DATA

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

B. GOALS AND TIMETABLES ARE THE CORE OF AN EMPLOYMENT EQUITY PROGRAM

15) Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of: A) unintentional discrimination. B) intentional/direct discrimination. C) discrimination on the basis of association. D) intentional indirect discrimination. E) systemic discrimination.

B. INENTIONAL/DIRECT DISCRIMINATION

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

B. PRINCIPLE OF EQUAL PAY FOR EQUAL WORK

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

B. SYSTEMATIC DISCRIMINATION

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) This is direct discrimination on the basis of religion. B) This is systemic discrimination on the basis of religion. C) This is intentional discrimination. D) There is no discrimination. E) This is systemic discrimination.

B. THIS IS SYSTEMIC DISCRIMINATION ON THE BASIS OF RELIGION

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. WOMEN

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

D. EMPLOYMENT/LABOUR STANDARDS LEGISLATION