Course Introduction
Employment Law Exam Review
Employment Law explores the legal framework governing the relationship between employers and employees. The course covers key topics such as employment contracts, workplace discrimination, wage and hour laws, employee rights, termination and wrongful dismissal, occupational health and safety, and labor relations. Students will examine relevant statutes, case law, and regulatory developments shaping modern workplaces, as well as current issues like gig economy work and remote employment. Through case studies and practical examples, the course equips students with the foundational knowledge necessary to navigate legal challenges in employment settings.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
Available Study Resources on Quizplus
10 Chapters
720 Verified Questions
720 Flashcards
Source URL: https://quizplus.com/study-set/1309
Page 2
Chapter 1: An Introduction to Recruitment and Selection
Available Study Resources on Quizplus for this Chatper
69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/26071
Sample Questions
Q1) Which of the following is a step that must be completed in the Recruitment and Selection Action Plan?
A) Conduct short screening interviews.
B) Develop selection criteria.
C) Conduct valid and reliable employment tests.
D) Advertise vacancy to current employees.
Answer: B
Q2) In the Human Resources System model outlined in the textbook, within which environment does human rights belong?
A) social
B) economic
C) political
D) legislative
Answer: D
Q3) HRM must coordinate human resource activities with all parts of the organization and people.
A)True
B)False
Answer: True
To view all questions and flashcards with answers, click on the resource link above.
Page 3
Chapter 2: Foundations of Recruitment and Selection I
Available Study Resources on Quizplus for this Chatper
63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26072
Sample Questions
Q1) The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.
A)True
B)False
Answer: True
Q2) Which of the following statements applies to a test by the UK Department of Work and Pensions (DWP), as described in the "Sham Psychometric Test" controversy?
A) The test was appropriate because it had a valid goal: to help people find jobs.
B) The test was appropriate because it came from a larger test that had been validated by DWP.
C) The test was inappropriate because it showed strengths but not weaknesses.
D) The test was inappropriate because it had not been validated for use by DWP.
Answer: D
Q3) What is bias in selection?
Answer: Bias refers to systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race.
To view all questions and flashcards with answers, click on the resource link above. Page 4
Chapter 3: Foundations of Recruitment and Selection II
Available Study Resources on Quizplus for this Chatper
74 Verified Questions
74 Flashcards
Source URL: https://quizplus.com/quiz/26073
Sample Questions
Q1) To which of the following designated groups does employment equity apply?
A) women, visible minorities, Aboriginal peoples, and people with disabilities
B) visible minorities, Aboriginal peoples, and people with disabilities
C) immigrants, First Nations people, and people with physical handicaps
D) Aboriginal peoples, people with disabilities, and international students
Answer: A
Q2) Which of the following is a prohibited ground of discrimination?
A) education
B) tattoos
C) weight
D) colour
Answer: D
Q3) Refer to Scenario 3.3. Who might be liable in this situation?
A) the employer
B) the employee
C) the manager
D) the employer and manager
Answer: D
To view all questions and flashcards with answers, click on the resource link above.
5
Chapter 4: Job Analysis and Competency Models
Available Study Resources on Quizplus for this Chatper
92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/26074
Sample Questions
Q1) What term defines groups of related behaviours that are needed for successful job performance in an organization?
A) traits inventories
B) job elements
C) competencies
D) specializations
Q2) Refer to Scenario 4-1. Which of the following will help Scribe Engineering decide to use a competency framework if it needs to ensure that the assessed competency is a skill or ability associated with a high level?
A) salary
B) job performance
C) communication
D) job analysis
Q3) Which of the following is a drawback of the Position Analysis Questionnaire?
A) It requires a trained job analyst.
B) It applies to a limited number of positions.
C) It is easy for job incumbents to fake.
D) It is relatively expensive to use.
Q4) Describe one job analysis method.
To view all questions and flashcards with answers, click on the resource link above. Page 6
Chapter 5: Recruitment, Selection, and Job Performance
Available Study Resources on Quizplus for this Chatper
64 Verified Questions
64 Flashcards
Source URL: https://quizplus.com/quiz/26075
Sample Questions
Q1) Job performance is a multidimensional construct composed of three behaviours: task, contextual, and counterproductive. Define these three job-related behaviours, and give an example of how each of these behaviours is linked to factors that should be considered during recruitment and selection.
Q2) Describe two methods for measuring job performance.
Q3) Which of the following best defines job performance?
A) the observable things employees do that are relevant to accomplishing the goals of the organization
B) a means to reinforce an organization's core values in addition to identifying performance differences among employees
C) organizational processes used to improve employee and organizational performance in the workplace
D) organizational processes that evaluate employee job performance
Q4) Engaging in unsafe work practices is a counterproductive performance behaviour. A)True B)False
Q5) What is contextual performance? Briefly describe two categories of contextual performance.
Q6) Explain how human rights relate to performance appraisal processes.
Page 7
To view all questions and flashcards with answers, click on the resource link above.
Chapter 6: Recruitment
Available Study Resources on Quizplus for this Chatper
68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/26076
Sample Questions
Q1) Unlike job boards, there is no cost to joining a social network.
A)True
B)False
Q2) What is recruitment? What information does an organization need to make a decision to recruit?
Q3) Social networks are increasingly being used as a powerful recruiting method by employers. What is social networking? As an applicant, what are the advantages and disadvantages of using social networks to apply for a position?
Q4) Recruitment is done separately from the selection process.
A)True
B)False
Q5) The best defence against charges of systemic discrimination is to document that every attempt has been made to attract members from the protected group.
A)True
B)False
Q6) Why is corporate image important in recruiting efforts? Explain the difference between image advertising and branding.
To view all questions and flashcards with answers, click on the resource link above.
Page 8
Chapter 7: Selection I: Applicant Screening
Available Study Resources on Quizplus for this Chatper
70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26077
Sample Questions
Q1) Why would OMC be concerned about false negative errors?
A) OMC would not be concerned because the high-performing applicants were not screened out.
B) OMC would be concerned about potential litigation and loss of employees' competitive skills.
C) OMC would not be concerned because the low-performing applicants were screened out.
D) OMC would be concerned about cost of training replacement candidates.
Q2) Which of the following describes the result of a research study that examined the relationship between recruiters' evaluations of candidates based on Facebook profiles and candidates' subsequent performance on the job?
A) Highly rated candidates became high-performing employees.
B) Low-rated candidates were not offered jobs.
C) No relationship was found between recruiter ratings and candidate job performance.
D) Male applicants were favoured over female candidates.
Q3) What is screening? What does screening involve? How is screening different from selection and recruitment?
Q4) What are false positives and false negatives? How do these occur?
To view all questions and flashcards with answers, click on the resource link above.
Page 9
Chapter 8: Selection II: Testing and Other Assessments
Available Study Resources on Quizplus for this Chatper
87 Verified Questions
87 Flashcards
Source URL: https://quizplus.com/quiz/26078
Sample Questions
Q1) Refer to Scenario 8-3. What protection does Bill have under human rights law in this situation?
A) Bill is not being discriminated against as public safety requires a high standard of driving skills.
B) Bill is protected on the grounds of physical disability.
C) Bill is protected by employment equity legislation.
D) Bill is not being discriminated against as driving requires quick response of his hands and feet.
Q2) What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?
A) skill
B) personality
C) ability
D) attribute
Q3) Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above.
Page 10
Chapter 9: Selection III: Interviewing
Available Study Resources on Quizplus for this Chatper
70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26079
Sample Questions
Q1) Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs.
A)True
B)False
Q2) According to Videotron, which of the following is NOT a benefit of speed interviewing?
A) Potential biases of any one interviewer are cancelled out.
B) The performance of new employees can be ensured with standard questions.
C) A large number of candidates can be assessed in a cost-effective manner.
D) The candidate's job suitability is assessed accurately and robustly.
Q3) Which of the following would be used as a preliminary interview designed to fill gaps left on the candidate's application form or résumé?
A) a behavioural interview
B) a screening interview
C) a situational interview
D) a sequential interview
Q4) Describe three purposes of the employment interview.
Q5) Serial interviews are also known as sequencing interviews.
A)True
B)False
11
To view all questions and flashcards with answers, click on the resource link above.
Chapter 10: Decision Making
Available Study Resources on Quizplus for this Chatper
63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26080
Sample Questions
Q1) Refer to Scenario 10-1. TS Inc. would like to use a decision-making model in which applicants' scores on each predictor (i.e., tests, interviews, reference checks) are weighted and summed to yield a total score (i.e., predicted job performance). What is this model called?
A) multiple regression model
B) multiple cutoff model
C) multiple hurdle model
D) profile matching model
Q2) Top-down selection is the proportion of applicants for one or more positions who are hired.
A)True
B)False
Q3) What is the simplest way of combining applicant information in the selection process?
A) Add the scores together.
B) Apply weighted averages.
C) Apply moving averages.
D) Separate quantitative and qualitative data.
Q4) What are two common types of errors made in selection decision making?
Q5) Why do most employers resist using statistical decision-making approaches?
To view all questions and flashcards with answers, click on the resource link above. Page 12