Section Y City of Hamilton - Corporate Policies – Various

Question 1

Y.1-1
(Code of Conduct for Employees - Schedule A Conflict of Interest – Terms and Conditions - Public Duty P.4)
The City of Hamilton Code of Conduct for Employees Schedule A: Conflict of Interest identifies Public Duty as a role of all city staff and the following would be a contravention of that public duty:
a) Commenting a matter of public interest as a citizen member of community group
b) Commenting on a matter of public interest as a representative of the Fire Department on a city appointed committee
c) Providing critical comment on a City matter on social media as a representative of the Hamilton Fire Department
d) Acknowledging a work anniversary of a co-worker on social media

Answer 1

c) Providing critical comment on a City matter on social media as a representative of the Hamilton Fire Department

Question 2

Y.1-2
(Code of Conduct for Employees - Schedule A Conflict of Interest – Terms and Conditions - Reporting a Conflict of Interest P.4)
In the City of Hamilton Code of Conduct for Employees Schedule A: Conflict of Interest, if an employee has a conflict of interest they must notify their:
a) Immediate supervisor through verbal notification
b) Immediate supervisor by the end of the work day
c) Immediate supervisor in writing
d) Union representative of their conflict

Answer 2

c) Immediate supervisor in writing

Question 3

Y.1-3
(Code of Conduct for Employees – Terms and Conditions P.3)
In accordance with the Corporate Human Resources Policy – Code of Conduct for Employees Policy (Policy HR-01-09), it states that “employees are required to report all conflicts of interest that may come to their attention to the:
a) City Council
b) Human Resources
c) Chief Administrative Officer
d) Director, Manager, or Supervisor

Answer 3

In accordance with the City of Hamilton, Code of Conduct for Employees Policy (Policy Hr – 01-09) Directors , Managers, Supervisors and Elected Officials must: a) Ensure that employees review and sign off on the Code of Conduct annually

Question 4

Y.1-4
(Code of Conduct for Employees – Responsibilities– Directors, Managers, Supervisors, and Elected Officials Pg.4)
b) Ensure that employees review and sign off on the Code of Conduct on a bi annual basis
c) Ensure that employees review and sign off on the Code of Conduct on a quarterly basis
d) None of the above

Answer 4

a) Ensure that employees review and sign off on the Code of Conduct annually

Question 5

Y.2-1
(2016-2025 Strategic Plan/Corporate Culture Pillars)
The vision of the 2016 – 2025 City of Hamilton Strategic Plan is:
a) To be the best place to live and age successfully
b) To be the best place to retire and age successfully
c) To be the best place to raise a child and family
d) To be the best place to raise a child and age successfully

Answer 5

d) To be the best place to raise a child and age successfully

Question 6

Y.2-2
(2016-2025 Strategic Plan/Corporate Culture Pillars)
The City of Hamilton Corporate Culture Pillars are comprised of five pillars two of which are:
a) Enthusiastic Employees and Collective Ownership
b) Steadfast Integrity and Continuous Improvement
c) Sensational Service and Courageous Change
d) Engaged Empowered Employees and Collective Change

Answer 6

c) Sensational Service and Courageous Change

Question 7

Y.3-1
(Harassment and Discrimination Prevention Policy – Scope P.2)
The City of Hamilton Harassment and Discrimination Prevention Policy applies to all employees except:
a) Probationary employees
b) Student employees
c) Interns
d) None of the above

Answer 7

d) None of the above

Question 8

Y.3-2
(Harassment and Discrimination Prevention Policy – Responsibilities – Management Responsibilities, P.10)
Under the Harassment and Discrimination Prevention Policy, Management is responsible to ensure that a workplace is free of Harassment and Discrimination by undertaking the following action:
a) When notified about a possible harassment issue establish a cooling off period to allow employs to rethink their actions
b) When notified about a harassment or discrimination complaint immediately conduct a formal investigation into the matter
c) When notified about a harassment or discrimination complaint advise the employee to contact Human Resources about the matter
d) When notified about a harassment or discrimination issue immediately contact a City of Hamilton Human Rights Specialist

Answer 8

d) When notified about a harassment or discrimination issue immediately contact a City of Hamilton Human Rights Specialist

Question 9

Y.3-3
(Harassment and Discrimination Prevention Policy – Responsibilities - Management Responsibility P.9,10)
Under the Harassment and Discrimination Prevention Policy managers play a significant role in addressing potential issues of harassment. Which of the following is not the role of management under the policy?
a) Setting a good example by not engaging or tolerating harassment to discrimination
b) Undertaking efforts to protect workers from harassment and discrimination
c) Discussing with an employee the issue of discrimination if the manager believes the employee may be too embarrassed to discuss the issue
d) Use discretion if an issue is raised by not taking immediate action but documenting the alleged incident for future action/reference

Answer 9

d) Use discretion if an issue is raised by not taking immediate action but documenting the alleged incident for future action/reference

Question 10

Y.3-4
(Harassment and Discrimination Prevention Policy –Responsibilities – Shared Responsibility (All Employees) P.8)
Under the Harassment and Discrimination Prevention Policy workers have an important role to ensure that their work environment is free from harassment and discrimination. Which of the following actions are not the responsibility of the workers under the policy?
a) To not engage in any behaviour that is or may be perceived as harassment or discrimination
b) To report incidents of harassment or discrimination to their supervisor
c) To address any harassing or discriminatory actions against a fellow worker by intervening on their behalf in a situation
d) To cooperate fully in any attempts to resolve a complaint including investigations undertaken by the City of Hamilton regarding a complaint of Harassment and Discrimination.

Answer 10

c) To address any harassing or discriminatory actions against a fellow worker by intervening on their behalf in a situation

Question 11

Y.3-5
(Harassment and Discrimination Prevention Policy - Policy Statement P.1)
Harassment and discrimination can occur under which one of the following prohibitive grounds under the Ontario Human Rights Code:
a) Race
b) Ethnic origin
c) Creed (religion)
d) All of the above

Answer 11

d) All of the above

Question 12

Y.3-6
(Harassment and Discrimination Prevention Policy - Discriminatory or Harassing Behaviours P.6)
Which of the following behaviours is not deemed to be an example of Harassing or Discriminatory behaviours that fall under the City of Hamilton Harassment and Discrimination Prevention Policy?
a) Written or verbal abuse or threats
b) Vandalism of personal property
c) Storing of information that contravenes Federal Law on your work computer
d) All of the above

Answer 12

d) All of the above

Question 13

Y.3-7
(Harassment and Discrimination Prevention Policy – Discriminatory or Harassing Behaviours P.7)
Which of the following is not deemed an inappropriate sexual harassment behaviour that would fall under the City’s Harassment and Discrimination Prevention Policy?
a) Unwanted touching or patting
b) Racial or ethnic slur
c) Displaying sexually offensive material
d) Leering (suggestive staring) at a person’s body

Answer 13

b) Racial or ethnic slur

Question 14

Y.3-8
(Procedure for Resolving Harassment & Discrimination Issues – Roles & Responsibilities – Employee P.1)
Under the Procedure for Resolving Harassment & Discrimination Issues forming part of the City of Hamilton Harassment and Discrimination Prevention Policy which of the following actions is not an encouraged action for a worker to attempt before a formal complaint is filed:
a) Make their displeasure known to the person causing the behaviour and asking them to stop their offensive behaviour
b) Ask for a transfer from their current job to avoid further harassment
c) Seek advice from a union representative
d) all of the above

Answer 14

b) Ask for a transfer from their current job to avoid further harassment

Question 15

Y.3-9
(Procedure for Resolving Harassment & Discrimination Issues -Role & Responsibilities – Employee P.1)
In accordance with the City of Hamilton Procedure for Resolving Harassment & Discrimination Issues, an employee who has a complaint alleging violation of either the Harassment and Discrimination Prevention Policy or the Personal (Workplace) Harassment Prevention Policy is encouraged to attempt the following before a formal complaint is filed:
a) Seek advice from a Union representative (where applicable)
b) Seek council from a private lawyer or solicitor
c) Discuss the alleged harassment with co-workers
d) Lodge a complaint with the Police

Answer 15

a) Seek advice from a Union representative (where applicable)

Question 16

Y.3-10
(Procedure for Resolving Harassment & Discrimination Issues -Complaint Procedures – Complaint Informal Resolution Phase P.3, 4)
In accordance with the City of Hamilton Procedure for Resolving Harassment & Discrimination Issues, a complaint alleging violation of either the Harassment and Discrimination Prevention Policy or the Personal (Workplace) Harassment Prevention Policy can be resolved through and informal resolution utilizing which of the following methods:
a) Education/Training for employees
b) Changing work responsibilities between the aggrieved parties
c) Involving the Manager/Supervisor to develop a management plan to ensure a respectful and supportive workplace
d) All of the above

Answer 16

d) All of the above

Question 17

Y.4 -1
(Personal (Workplace) Harassment Prevention Policy - Responsibilities – Shared responsibilities and employer responsibilities pg.6)
Under the Personal Harassment Prevention Policy, the City of Hamilton is responsible for
a) Providing a workplace free from all forms of harassment
b) Creating an environment that encourages the reporting of all incidents of personal harassments.
c) Promoting religious freedoms within the workplaces throughout the City work spaces
d) both a and b

Answer 17

d) both a and b

Question 18

Y.4-2
(Personal (Workplace) Harassment Prevention Policy- Definitions – Personal (workplace) Harassment pg. 2)
Under the City of Hamilton Personal (Workplace) Harassment Policy, which behaviour is not an offending behaviour and not deemed a harassing behaviour:
a) Ongoing condescending comments
b) False accusations
c) Bullying
d) None of the above

Answer 18

d) None of the above

Question 19

Y.4-3
(Personal (Workplace)Harassment Prevention Policy - Compliance pg.8)
In accordance with the City of Hamilton Personal (Workplace) Harassment Policy (Policy HR-62-13); any employee who is found to have violated this policy may be disciplined according to the severity of the actions, up to and including:
a) Garnishee of wages
b) Termination with cause and with severance pay
c) One (1) week suspension
d) Termination with cause and without termination pay/severance

Answer 19

d) Termination with cause and without termination pay/severance

Question 20

Y.4-4
(Personal (Workplace)Harassment Prevention Policy – Definitions – Personal (workplace) harassment pg.2)
In accordance with the City of Hamilton Personal (Workplace) Harassment Policy (Policy HR 62-13) the following behavior or comment is not deemed to constitute harassment under the policy:
a) False accusations
b) A performance related issue as part of a work related performance appraisal.
c) Spreading malicious rumours of gossip
d) Repeated offensive gestures or comments

Answer 20

b) A performance related issue as part of a work related performance appraisal.

Question 21

Y.5-1
(Violence in the Workplace Prevention Procedure – Investigating an Incident of Workplace Violence – Supervisors and Managers pg.2)
Where an incident of workplace violence has occurred, it is to be investigated:
a) By the Manager or Supervisor
b) By Hamilton Police Services only
c) By a member of the Joint Occupational Health & Safety Committee
d) Within 5 working days of the incident

Answer 21

a) By the Manager or Supervisor

Question 22

Y.5-2
(Violence in the Workplace Prevention Procedure – Roles & Responsibilities – Employer (Management) pg.6)
In accordance with the City of Hamilton Violence in the Workplace Prevention Procedure the following is/are roles and or responsibilities of management:
a) Advise workers of any actual or potential hazards related to workplace violence
b) Co-operate fully in any investigation of a workplace violence incident
c) Develop emergency response protocols for summoning immediate assistance in situations of possible Workplace violence
d) All of the above

Answer 22

d) All of the above

Question 23

Y.5-3
(Violence in the Workplace Prevention Procedure – Roles and Responsibilities – Employees pg.5)
Under the Violence in the Workplace Prevention Procedure, employees are required to:
a) Immediately report all incidents of workplace violence to Supervisors or Human Resources
b) Participate in annual training sessions concerning violence in the workplace
c) Maintain a written journal on all witnessed or suspected incidents involving violence in the workplace
d) All of the above

Answer 23

a) Immediately report all incidents of workplace violence to Supervisors or Human Resources

Question 24

Y.6-1
(Communications Policy – Media Relations Appendix 2 – Social Media Use – Scope pg.10)
In accordance with The City of Hamilton Communication Policy - Media Relations, staff cannot participate in social media on behalf of the City of Hamilton unless they have received authorization from:
a) Duty Officer
b) Corporate Communications
c) Chief Communications Officer d) Department Communications Officer/Public Affairs Coordinator

Answer 24

d) Department Communications Officer/Public Affairs Coordinator

Question 25

Y.6-2
(Communications Policy – Media Relations - Appendix 2 Social Media Use– Policy Purpose pg.9)
In accordance with The City of Hamilton Communication Policy - Media Relations, Appendix 2 Social Media Use, the purpose and rationale in establishing a Social Media Use Policy is to:
a) ensure the media have current information on city issues
b) Limit the liability of employees and the corporation
c) Provide city staff with an opportunity to comment on city issues
d) All of the above

Answer 25

b) Limit the liability of employees and the corporation

Question 26

Y.7-1
(Substance Use Policy – Terms and Conditions pg.4)
Under the City of Hamilton Substance Policy it is the expectation that employees:
a) Must not report for duty while impaired by alcohol or illicit drugs
b) Must not engage in unauthorized consumption of alcohol while on duty or in the workplace
c) Must use medications responsibly ensuring their ability to perform work safely, competently or efficiently is not impaired
d) All of the above

Answer 26

d) All of the above

Question 27

Y.7-2
(Substance Use Policy – Responsibilities – Managers and Supervisors pg.8, 9)
Under the City of Hamilton Substance Policy managers and supervisors are responsible for the following:
a) Communicate with employees about the need to maintain a workplace that is free from substance abuse
b) Identify and address any situation where an employee appears to be impaired/unfit to work that could impact their ability to perform their job safely
c) Prohibit without exception the operation of a motor vehicle by an employee who appears impaired/unfit for work
d) All of the above

Answer 27

d) All of the above

Question 28

Y.7-3
(Substance Use Procedure – Steps pg.1)
In accordance with the City of Hamilton Substance Use Procedure the following impairment behaviors would give rise to reasonable cause to believe that an employee is impaired/unfit for duty and may be unable to perform their job safely, competently and efficiently:
a) Slurred speech
b) Glassy eyes
c) Smell of alcohol or drugs on breath or clothing or in the air surrounding the employee
d) All of the above

Answer 28

d) All of the above

Question 29

Y.7-4
(Substance Use Procedure – Steps pg.2)
In accordance with the Substance Use Procedure, Steps - If It Is Suspected That An Employee Is Impaired /Unfit for Duty, a supervisor may undertake the following actions for an employee believed to be impaired/unfit for duty:
a) Remove the employee to a private and safe location and seek an explanation for their behavior
b) Seek the opinion of a second supervisor where possible to confirm your observation
c) If there is reasonable cause to believe that an employee is impaired/unfit for duty, the employee must be removed immediately from the workplace
d) All of the above

Answer 29

d) All of the above

Question 30

Y.8-1
(Smoke Free Workplace Policy – Purpose pg.1)
In accordance with the City of Hamilton Smoke Free Workplace Policy the purpose of the Policy is to:
a) Protect employees from the potential hazards related to direct exposure to environmental tobacco smoke
b) To comply with the Hamilton Clean Air mandate
c) To reduce the environmental impact of the carbon footprint of the City
d) All of the above

Answer 30

a) Protect employees from the potential hazards related to direct exposure to environmental tobacco smoke

Question 31

Y.8-2
(Smoke Free Workplace Policy – Responsibilities – Manager/Supervisor pg. 3,4)
In accordance with the City of Hamilton Smoke Free Workplace Policy it is the responsibility of the supervisor to:
a) Direct employees who are smoking in a City workplace to stop smoking immediately
b) Provide and post prescribed signs prohibiting smoking in the workplace
c) Ensure that no ashtrays or similar equipment remain in the workplace
d) All of the above

Answer 31

d) All of the above

Question 32

Y.9-1.
(Whistleblower By-law - Section 5 - Definitions)
Under the definition of Reprisal as part of the Whistleblower By-law which of the following is a measure that falls into the category of Reprisals that could be taken against an employee for a qualifying disclosure:
a) Dismissal
b) Denial of a benefit
c) Disadvantaging an employee through a promotion
d) All of the above

Answer 32

d) All of the above

Question 33

Y.9-2.
(Whistleblower By-law - Section 6 – Protection from Reprisal)
Under the By-law, the responsibility to determine if a disclosure of serious wrong doing by an employee is deemed a ‘qualifying disclosure’ is the responsibility of:
a) The City Manager
b) The Director of Corporate Services
c) The Director of Audit Services
d) The Mayor

Answer 33

c) The Director of Audit Services