Employment Law
Textbook Exam Questions
Course Introduction
Employment Law explores the legal framework governing the relationship between employers and employees, covering key topics such as employment contracts, workplace rights and responsibilities, anti-discrimination statutes, collective bargaining, termination procedures, and the regulation of wages and benefits. The course examines major statutes, case law, and administrative regulations that shape employment practices, with an emphasis on both national and regional perspectives. Students will develop a foundational understanding of how labor laws protect workers, regulate businesses, and affect organizational decision-making, while also considering emerging issues such as workplace diversity, technological change, and global labor standards.
Recommended Textbook
Managing Human Resources 8th canadian edition by Monica Belcourt
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Chapter 1: The World of Human Resources Management
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Sample Questions
Q1) Rather than simply laying off people in downsizing efforts,companies such as L.L.Bean rely upon voluntary separation programs to provide an incentive for employees to leave on their own accord.
A)True
B)False Answer: True
Q2) Most human resources issues have little relevance for line managers.
A)True
B)False
Answer: False
Q3) Employees today are less likely to define success only in terms of financial gain. A)True
B)False Answer: True
Q4) Labour costs are one of the largest expenditures of any organization. A)True
B)False
Answer: True
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Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) The number of hours that Canadians work per week has been trending downward and now hovers around 33 hours a week.
A)True
B)False
Answer: True
Q2) National and regional unemployment rates are often considered a general barometer of labour supply.
A)True
B)False
Answer: True
Q3) Markov analysis focuses on the number of employees in particular jobs and their skill levels,compensation,and job tenure.
A)True
B)False
Answer: False
Q4) A cultural audit asks questions such as "How do employees spend their time?"
A)True
B)False
Answer: True
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Chapter 3: Equity and Diversity in Human Resources Management
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Sample Questions
Q1) Prohibited grounds of discrimination in employment include race,religion,sex,age,national or ethnic origin,disability,and marital status.
A)True
B)False
Answer: True
Q2) Which legal defence can a religious organization use if it insists on hiring a member from its own faith?
A)adverse effect
B)adverse impact
C)bona fide occupation qualification
D)reasonable accommodation
Answer: C
Q3) A crucial element of any diversity management initiative is proper training across the organization.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Job Analysis and Work Design
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Sample Questions
Q1) Which of the following is an accurate description of the five core job dimensions of Hackman and Oldham's job characteristics model?
A)skill variety,task identity,task significance,autonomy,and feedback
B)feedback,task identity,job identity,skill variety,and autonomy
C)autonomy,feedback,job security,task identity,and skill variety
D)skill variety,task identity,job security,autonomy,and feedback
Q2) Job analysis is an important step toward ensuring an organization's HR practices are valid and job-related.
A)True
B)False
Q3) To promote uniformity across organizations,the National Occupational Classification should be used as the sole source for classifying jobs.
A)True
B)False
Q4) Relying on generic job descriptions tends to reduce role ambiguity.
A)True
B)False
Q5) What is the role of job analysis in HRM,and how does it relate to other HRM functions?
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) What is the most likely outcome of recruiting from within?
A)It would increase recruiting costs.
B)It would reduce employee motivation.
C)It would inhibit creativity.
D)It would increase an organization's technology.
Q2) The realistic job preview informs applicants about all aspects of the job,including both its desirable and its undesirable facets.
A)True
B)False
Q3) Trade schools can be a good source for recruits for what types of positions?
A)entrepreneurial and managerial
B)managerial and executive
C)entrepreneurial and executive
D)entry level and highly skilled employees
Q4) Which of the following positions would most likely be filled by external candidates?
A)intermediate IT technicians
B)senior accounting clerks
C)supervisors
D)head coaches of professional sports teams
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Chapter 6: Employee Selection
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Sample Questions
Q1) Drug testing is used much more frequently in Canada than in the United States.
A)True
B)False
Q2) In the "Big Five" personality tests,what is the dimension captured by the degree to which someone is dependable and organized,and perseveres?
A)conscientiousness
B)agreeableness
C)extroversion
D)dependability
Q3) Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (3)behavioural description interview.
Q4) Which of the following terms refers to the extent to which good performance on an employment selection test correlates with high marks on a performance review?
A)construct validity
B)content validity
C)criterion-related validity
D)cross-validation
Q5) Define the concepts of reliability and validity.
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Chapter 7: Training and Development
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Sample Questions
Q1) Due to its importance to planning future training initiatives,most organizations go to great lengths to accurately evaluate training programs.
A)True
B)False
Q2) At which stage in the training program development process is content of the training program determined?
A)job analysis
B)individual analysis
C)task analysis
D)organization analysis
Q3) Organization analysis,task analysis,and person analysis are all part of which phase of the strategic and systemic approach?
A)the training and development phase
B)the needs assessment phase
C)the analysis phase
D)the evaluation phase
Q4) On-the-job training (OJT)has three drawbacks.Briefly discuss these and the possible solutions suggested by experts in the field.
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Chapter 8: Performance Management
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Sample Questions
Q1) Which of the following is a major advantage of a behaviourally anchored rating scale?
A)It has high acceptance rates by employees,management,and unions.
B)The rating scale can be used across many jobs.
C)It requires a great deal of employee participation,which leads to acceptance.
D)It allows the appraiser to observe rather than judge.
Q2) Self-evaluations should be used primarily for developmental purposes.
A)True
B)False
Q3) One of the disadvantages of the critical incident method is that it tends to lead to recency error.
A)True
B)False
Q4) One of the primary strengths of results evaluations is that they encourage employees to focus on long-term performance indicators.
A)True
B)False
Q5) Why are evaluation interviews important? What are some guidelines for effectiveness?
Q6) What are the four basic considerations for establishing performance standards?
Page 10
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Chapter 9: Managing Compensation
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Sample Questions
Q1) ABC Corporation is a furniture firm based in Ontario that supplies its products to the federal government.What laws would apply to ABC Corporation?
A)federal and provincial laws
B)federal laws only
C)provincial laws only
D)international laws only
Q2) Wage-rate compression commonly occurs when organizations grant pay adjustments to lower-rated jobs but do not extend the adjustments up the hierarchy.
A)True
B)False
Q3) The point system of job evaluation permits jobs to be evaluated quantitatively based on compensable factors.
A)True
B)False
Q4) Rewarding an employee's past performance is a goal of strategic compensation policy.
A)True
B)False
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Chapter 10: Pay for Performance: Incentive Rewards
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Sample Questions
Q1) Why are performance measures vital in incentive plan design?
A)because they drive profitability
B)because they ensure management support
C)because they communicate the importance of the organizational goals
D)because they are fair and equitable
Q2) What is a major problem with profit sharing plans?
A)They increase the fixed costs of organizations.
B)The line of sight between employee performance and organizational profits is blurred.
C)The profits distributed to employees can be too much.
D)There is no agreed upon procedure to determine profits.
Q3) Performance measures are rather simple to develop and standardize,as sales volume is an objective measure of performance that is not dependent upon external factors.
A)True
B)False
Q4) Piecework is inappropriate where technology changes are frequent.
A)True
B)False
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Chapter 11: Employee Benefits
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Sample Questions
Q1) Legally required benefits amount to 50 percent of the benefits packages that Canadian employers provide.
A)True
B)False
Q2) It would be desirable for employers to enlist employee participation in modifying a benefits program.
A)True
B)False
Q3) In a non-contributory pension plan,who makes the financial contributions?
A)the employer only
B)the employee only
C)the employer and the employee
D)the employer,the employee,and the government
Q4) Severance pay is a one-time payment to employees who have been terminated.
A)True
B)False
Q5) Employer health plans are generally restricted to medical,surgical,and hospital expenses.
A)True
B)False
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Chapter 12: Promoting Safety and Health
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Q1) What's a key issue in the debate on drug testing in Canadian workplaces?
A)rewards for testing
B)what types of drugs to test for
C)who manages the testing
D)potential for privacy violations
Q2) The Workplace Hazardous Materials Information System (WHMIS)was developed to provide a common information system for labelling dangerous work activities.
A)True
B)False
Q3) Compare and contrast the two general types of stress.Include an example of each.
Q4) Cathy has been experiencing severe stress on the job,including depression,frustration,and a loss of productivity.What is she most likely experiencing?
A)burnout
B)an alarm reaction
C)eustress
D)severe eustress
Q5) Alcoholism primarily affects blue-collar workers.
A)True
B)False
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Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) In a disciplinary case against Mandy,her employer has set up a committee to hear the case.The committee includes two of Mandy's coworkers and two management personnel.What type of disciplinary process is most likely being used here?
A)a peer-review system
B)a positive discipline system
C)an expedited review system
D)a grievance procedure
Q2) Mediation is a formal process resulting in compromise.
A)True
B)False
Q3) An ombudsperson solves problems through negotiation and mediation activities between supervisors and subordinates.
A)True
B)False
Q4) Employees do not have the right to have an attorney present during an investigative interview.
A)True
B)False
Q5) What is progressive discipline? How does it differ from positive discipline?
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Chapter 14: The Dynamics of Labour Relations
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Q1) Management rights are those decisions over which management claims exclusive rights.
A)True
B)False
Q2) It is the arbitrator's responsibility to ensure that each side receives a fair hearing.
A)True
B)False
Q3) The minimum term of the first collective agreement after certification is three years.
A)True
B)False
Q4) The largest union in Canada is the Canadian Union of Public Employees (CUPE).
A)True
B)False
Q5) What is the overarching reason why employees unionize?
A)to change governments
B)to advance social agendas
C)to achieve work outcomes that they cannot achieve individually
D)to advance their political views
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Chapter 15: International Human Resources Management
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Q1) What are the primary differences among international,multinational,global,and transnational corporations?
Q2) Dimitri works as a compensation manager for IDL Inc.,a multidomestic firm located in Nova Scotia.He has been posted to Brazil on an assignment.What type of employee is Dimitri?
A)a host-country national
B)a third-country national
C)an international manager
D)a home-country national
Q3) Heineken recently organized a group of individuals with specialized skills representing each major region within Europe.Which of the following is this group an example of?
A)a transfunctional team
B)a multinational team
C)a multicultural team
D)a transnational team
Q4) One reason to employ host-country nationals is that local governments want good jobs for their citizens.
A)True
B)False
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