Lecture 2 Flashcards
What law applies to federally regulated industries to protect employees from discrimination?
a) The Canada Labour Code
b) The Canadian Human Rights Act
c) The Employment Standards Act
d) The Criminal Code of Canada
Answer: b) The Canadian Human Rights Act
Which of the following provincial laws protects employees from discrimination?
a) The Canadian Charter of Rights and Freedoms
b) The Ontario Human Rights Code
c) The Canada Elections Act
d) The Federal Labour Relations Act
Answer: b) The Ontario Human Rights Code
If an employee at a private company believes they have been discriminated against, they can file a complaint with:
a) The Canadian Supreme Court
b) The Canadian Human Rights Tribunal
c) The Canadian Senate
d) Their local police station
Answer: b) The Canadian Human Rights Tribunal
Which section of the Canadian Charter guarantees equality rights?
a) Section 1
b) Section 7
c) Section 15
d) Section 24
Answer: c) Section 15
The Charter applies primarily to:
a) Private sector employers
b) Government actions and policies
c) Small businesses
d) Non-profit organizations
Answer: b) Government actions and policies
Affirmative action programs under Section 15(2) of the Charter allow:
a) Preferential hiring based on seniority
b) Programs to help disadvantaged groups without violating discrimination laws
c) Employers to fire employees based on personal beliefs
d) The government to ignore discrimination claims
Answer: b) Programs to help disadvantaged groups without violating discrimination laws
Section 1 of the Charter allows limits on rights if they are:
a) Politically motivated
b) Justified in a free and democratic society
c) Favorable to the employer
d) Based on majority opinion
Answer: b) Justified in a free and democratic society
The Oakes Test is used to determine:
a) Whether a limit on a right is justified
b) How much compensation an employee can claim
c) The hiring standards for government jobs
d) The privacy rights of employees
Answer: a) Whether a limit on a right is justified
Which is not a requirement of the Oakes Test?
a) The government’s objective must be important
b) The limit must be rationally connected to the objective
c) The limit must be applied to all citizens equally
d) The right should be impaired as little as possible
Answer: c) The limit must be applied to all citizens equally
In Andrews v. Law Society of BC (1989), the Supreme Court ruled that:
a) The citizenship requirement for lawyers was discriminatory
b) Employers have full control over hiring policies
c) Gender-based pay gaps are legal
d) Employers can fire workers without justification
Answer: a) The citizenship requirement for lawyers was discriminatory
R. v. Kapp (2008) dealt with:
a) Gender discrimination in the workplace
b) Racial profiling in law enforcement
c) Indigenous fishing rights under an affirmative action program
d) Equal pay for male and female workers
c) Indigenous fishing rights under an affirmative action program
Which of the following is not a protected characteristic under Canadian human rights laws?
a) Race
b) Religion
c) Eye color
d) Family status
Answer: c) Eye color
A job advertisement stating “Only workers under 30 can apply” is an example of:
a) Legal job preference
b) Age discrimination
c) Seniority-based hiring
d) Performance-based hiring
Answer: b) Age discrimination
The Moore Test requires an employee to prove:
a) They were fired for low performance
b) They were treated unfairly based on a protected characteristic
c) They were the highest-ranking employee in their department
d) They were denied a raise
Answer: b) They were treated unfairly based on a protected characteristic
In British Columbia v. Meiorin (1999), the Supreme Court ruled that:
a) Employers must prove that a discriminatory standard is necessary for the job
b) Employers can set any physical fitness standard
c) The government can limit women’s employment opportunities
d) Employers must follow military fitness standards
Answer: a) Employers must prove that a discriminatory standard is necessary for the job
The duty to accommodate applies until:
a) The employee is no longer able to perform job duties
b) The company profits decrease
c) The employee makes a personal choice to leave
d) The employer chooses to stop accommodations
Answer: a) The employee is no longer able to perform job duties
Which is not an example of workplace accommodation?
a) Adjusting work schedules for religious reasons
b) Providing accessible office spaces
c) Offering higher salaries to certain employees
d) Modifying duties for an injured employee
Answer: c) Offering higher salaries to certain employees
Canada (Attorney General) v. Johnstone (2014) involved discrimination based on:
a) Race
b) Gender identity
c) Family status (childcare obligations)
d) Citizenship
Answer: c) Family status (childcare obligations)
The Hydro-Québec case (2008) ruled that:
a) Employers must accommodate employees unless it causes undue hardship
b) Employees must work even if medically unfit
c) Employers can discriminate based on religion
d) Part-time workers are not protected by human rights laws
Answer: a) Employers must accommodate employees unless it causes undue hardship
Which of the following is a valid Bona Fide Occupational Requirement (BFOR)?
a) Hiring only male managers
b) Requiring truck drivers to have good vision
c) Refusing to hire pregnant women
d) Setting an age limit for office workers
Answer: b) Requiring truck drivers to have good vision
Undue hardship occurs when accommodation causes:
a) Excessive financial or operational difficulty
b) Minor inconvenience
c) Employee discomfort
d) Reduced vacation time
Answer: a) Excessive financial or operational difficulty
The final step in proving a workplace discrimination case is:
a) Proving a Bona Fide Occupational Requirement (BFOR)
b) Proving the employee was unqualified
c) Ignoring the complaint
d) Firing the employee
a) Proving a Bona Fide Occupational Requirement (BFOR)
What is considered workplace harassment under Canadian human rights laws?
a) A supervisor setting high performance expectations
b) An employee facing repeated unwelcome comments based on race, gender, or religion
c) A co-worker disagreeing with someone’s political views
d) A manager giving constructive feedback
Answer: b) An employee facing repeated unwelcome comments based on race, gender, or religion
Which of the following is a common workplace privacy concern?
a) Employees sending personal emails on company computers
b) Employers monitoring workplace emails without notice
c) Employees using social media outside of work hours
d) Employees chatting during lunch breaks
Answer: b) Employers monitoring workplace emails without notice
