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Employment Law for Business and Human Resources Professionals 4th edition Test Bank

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Employment Law for Business and Human Resources Professionals Revised Fourth Edition Kathryn J. Filsinger

Test Bank Student Version

2019 Emond Montgomery Publications Toronto, Canada

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Student Version

Chapter 1: Overview of Legal Framework ........................................................................................................ 4 Multiple choice.............................................................................................................................................................................4 True or False .................................................................................................................................................................................9 Chapter 2: Human Rights Issues: Hiring ........................................................................................................ 14 Multiple choice.......................................................................................................................................................................... 14 True or False .............................................................................................................................................................................. 18 Chapters 3 and 4: Common Law Issues and the Employment Contract ............................................. 22 Multiple choice.......................................................................................................................................................................... 22 True or False .............................................................................................................................................................................. 26 Chapter 5: Human Rights Issues: Duty to Accommodate, Harassment, Accessibility Standards ....................................................................................................................................................................................... 30 Multiple choice.......................................................................................................................................................................... 30 True or False .............................................................................................................................................................................. 35 Chapter 6: Equity in the Workplace ................................................................................................................. 40 Multiple choice.......................................................................................................................................................................... 40 True or False .............................................................................................................................................................................. 43 Chapter 7: Employment Standards Act ........................................................................................................... 46 Multiple choice.......................................................................................................................................................................... 46 True or False .............................................................................................................................................................................. 54 Chapters 8 and 9: Occupational Health and Safety Act and Workplace Safety and Insurance Act (Ontario) .................................................................................................................................................................... 61 Multiple choice.......................................................................................................................................................................... 61 True or False .............................................................................................................................................................................. 66 Chapter 10: Privacy Inside and Outside the Workplace .......................................................................... 72 Multiple choice.......................................................................................................................................................................... 72 True or False .............................................................................................................................................................................. 75 Chapter 11: Navigating the Employment Relationship ............................................................................ 79 Multiple choice.......................................................................................................................................................................... 79 True or False .............................................................................................................................................................................. 83 Chapter 12: Resignation and Retirement ...................................................................................................... 87 Multiple choice.......................................................................................................................................................................... 87 True or False .............................................................................................................................................................................. 88 Chapter 13: Dismissal With Cause .................................................................................................................... 91 Multiple choice.......................................................................................................................................................................... 91

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Student Version

True or False .............................................................................................................................................................................. 93 Chapter 14: Termination and Severance Pay Requirements Under the Employment Standards Act................................................................................................................................................................................. 96 Multiple choice.......................................................................................................................................................................... 96 True or False ........................................................................................................................................................................... 100 Chapters 15 and 16: Dismissal Without Cause and Post-Employment Obligations .................. 104 Multiple choice....................................................................................................................................................................... 104 True or False ........................................................................................................................................................................... 109

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Student Version

Chapter 1: Overview of Legal Framework Multiple choice 1. Which one of the following employers is covered by the Canada Labour Code? (a) a book store (b) a mining company (c) a bank (d) a hair styling salon 2. The “common law” refers to law that is: (a) passed by a legislature (b) made by judges (c) common to both private and public sector employees (d) none of the above 3. To become a statute, a provincial bill must: (a) pass two readings in the provincial legislature (b) pass three readings in the provincial legislature (c) pass a vote in the Senate (d) receive royal assent 4. The Canadian Charter of Rights and Freedoms applies: (a) only where there is some element of government action or conduct (b) whenever someone’s rights to equality have been infringed (c) to federally regulated employees only (d) to individuals between the ages of 18 and 64 only 5. The Canadian Charter of Rights and Freedoms: (a) forms part of Canada’s Constitution (b) can be used to strike down employment laws that contravene its requirements (c) applies only where there is some element of government action or conduct (d) all of the above 6. Most employment statutes in Ontario are interpreted and enforced by: (a) Small Claims Court (b) specialized tribunals and boards (c) Ontario’s Superior Court (d) none of the above

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

Chapter 5: Human Rights Issues: Duty to Accommodate, Harassment, Accessibility Standards Multiple choice 1. Which party (or parties) has the burden of proof to show that accommodating an employee would constitute “undue hardship”? (a) the employee seeking accommodation (b) the employer asked to provide accommodation (c) the Ontario Human Rights Commission (d) the Human Rights Tribunal 2. The Ontario Human Rights Commission considers “undue hardship” shown where the cost of the accommodation would: (a) exceed $500 (b) exceed $10,000 (c) exceed $50,000 (d) substantially affect the viability of the employer’s business 3. Remedies under Ontario’s Human Rights Code can include: (a) ordering the employer to hire or reinstate an individual (b) compensation for lost earnings (c) compensation for non-monetary damages (d) all of the above 4. Under Ontario’s Human Rights Code, an employer is automatically responsible for: (a) workplace harassment based on a prohibited ground (b) workplace discrimination based on a prohibited ground (c) both of the above (d) neither of the above 5. The Ontario Human Rights Tribunal may refuse to deal with an application if the applicant has waited longer than: (a) 6 months from the last incident of discrimination to file the application (b) 9 months from the last incident of discrimination to file the application (c) 12 months from the last incident of discrimination to file the application (d) 24 months from the last incident of discrimination to file the application 6. The majority of decisions on human rights applications in Ontario are made by: (a) arbitrators appointed under collective agreements

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

(b) the Ontario Human Rights Commission (c) the Ontario Human Rights Tribunal (d) Ontario’s Superior Court 7. Providing a voice synthesizer to help a physically disabled employee perform an essential job duty is an example of: (a) constructive discrimination (b) undue hardship (c) a BFOQ (d) reasonable accommodation 8. Under Ontario’s Human Rights Code, damages for mental anguish cannot exceed: (a) $1,000 per violation (b) $5,000 per violation (c) $10,000 per violation (d) none of the above 9. Under Ontario’s Human Rights Code, sexual harassment covers a broad range of comments or conduct. Whether any given comment or conduct constitutes sexual harassment depends on: (a) whether the harasser intended it to be offensive (b) whether a reasonable person in the recipient’s position would find the comments or conduct offensive (c) whether the recipient found the comments or conduct offensive (d) none of the above 10. In the Hydro-Québec case, the Supreme Court of Canada decided that the “duty to accommodate” requires an employer to: (a) make reasonable and moderate efforts at accommodation (b) accommodate up to the point where further accommodation is impossible (c) prove that it is impossible to accommodate the individual further without incurring undue hardship (d) none of the above 11. Which of the following is NOT true during an investigation of alleged sexual harassment? (a) witnesses should be interviewed together so that they can confirm or correct each other’s statements (b) witnesses should be interviewed separately (c) witnesses should be asked non-leading questions

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

(d) witnesses should be asked to put their statements in writing 12. Where an employee files a human rights application with the Ontario Human Rights Tribunal, under the Code, an employer generally has: (a) 35 days to respond (b) 45 days to respond (c) 55 days to respond (d) 60 days to respond 13. In CEP v Irving Pulp and Paper Ltd., the Supreme Court of Canada ruled on the employer’s random alcohol testing policy. In that case, it decided that: (a) random drug and alcohol testing is justified as a BFOQ as long as the employer proves that the workplace is dangerous (b) random drug and alcohol testing can only be justified when the employer proves that the workplace is dangerous and that there is a serious problem with alcohol and drugs in the workplace (c) for privacy reasons, there are no workplaces in which random drug and alcohol testing is justified (d) none of the above 14. Employees who seek accommodation under Ontario’s Human Rights Code have a duty to cooperate in the accommodation process. Which one of the following is NOT part of that duty? (a) to request accommodation from the employer (b) to provide information to the employer regarding relevant restrictions or limitations (c) to provide the employer with a diagnosis of the disability from a qualified health care professional (d) none of the above 15. The human rights concept of “inclusive design” specifically means that: (a) employers must include disabled employees in their decision-making processes around the duty to accommodate (b) employers must be prepared to make exceptions to their employment policies when it is necessary to properly accommodate a disabled employee or job applicant (c) employers must keep special needs and requirements in mind when developing workplace rules and practices (d) all of the above 16. Applications under Ontario’s Human Rights Code are made to which one of the following bodies?

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

(a) the Ontario Labour Relations Board (b) the Ontario Human Rights Tribunal (c) the Ontario Human Rights Commission (d) the Ministry of Labour 17. Firing an employee for filing a human rights complaint is called: (a) constructive discrimination (b) a reprisal (c) systemic discrimination (d) adverse impact discrimination 18. In Johnstone v Canada, the Federal Court of Appeal laid out several elements that a complainant must prove to establish a prima facie case of discrimination based on an employer’s failure to accommodate his or her employee’s childcare obligations. Which one of the following is NOT one of those elements? (a) the complainant has already made reasonable efforts to meet his or her childcare obligations (b) the child is under the complainant’s care and supervision (c) the complainant’s childcare obligations include attending extracurricular activities that a parent would reasonably be expected to attend (d) the workplace interferes with the fulfillment of the employee’s legal childcare obligations 19. Under the Accessibility for Ontarians with Disabilities Act, 2005, the one workplace standard that came into effect in 2012 for all employers, regardless of size, relates to: (a) recruitment, assessment, and selection (b) workplace emergency response information (c) accessible formats and communication supports (d) performance management 20. Which one of the following is an example of ableism: (a) Nick’s employer allows him to work a flexible work schedule for health-related reasons (b) Carla’s employer modifies her duties to accommodate her physical disability (c) John, who uses a wheelchair, is unable to attend a training session held on the second floor because there is no elevator at his workplace (d) Linda’s employer bundles together job duties currently being performed by other employees to create a job that Linda is physically capable of performing

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

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6. To establish just cause under the common law, an employer must prove, on a balance of probabilities, that the employee’s misconduct was “wilful.” TRUE/FALSE 7. In a situation involving sexual harassment at the workplace, courts are more likely to find just cause where the misconduct was done by a supervisor rather than by a nonsupervisory employee. TRUE/FALSE 8. Conduct that occurs offsite, during the social component of a business meeting, is considered part of the employment relationship for purposes of establishing just cause. TRUE/FALSE 9. An employer that alleges dishonesty as the ground for just cause dismissal may be required to meet a higher standard of proof than a balance of probabilities. TRUE/FALSE 10. If any part of an employee’s absences results from a disability, an employer cannot rely on those absences in determining whether it has just cause to dismiss an employee for excessive absenteeism. TRUE/FALSE 11. A court may find just cause for dismissal based on the fact that the employee lied or tried to conceal the misconduct, even where the misconduct itself was not serious enough to constitute just cause. TRUE/FALSE 12. An employee can be disciplined or fired for cause based on online postings or blogs made outside of working hours. TRUE/FALSE 13. The greater the degree of trust required for a position, the more likely it is that a court will find that an employee’s misconduct constitutes just cause under the common law. TRUE/FALSE

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14. Employers who use the tactic of making an ultimatum such as “accept this severance package or be fired for cause and be ineligible for EI” may be liable to the dismissed employee for additional damages as a result. TRUE/FALSE 15. If an employer is alleging just cause for dismissal, it should set out in very specific terms the reasons for the dismissal. TRUE/FALSE 16. Employers are entitled to rely on “after-acquired cause” in supporting dismissal for cause but only if the after-acquired cause relates or is similar to the original reasons for the dismissal for cause. TRUE/FALSE 17. An employer’s failure to warn an employee after each complaint of harassment that his or her job is in jeopardy if the behaviour is not corrected is fatal to its claim of dismissal for cause. TRUE/FALSE 18. Common law courts encourage employees to secretly record conversations with their supervisors if it is done to provide evidence in wrongful dismissal cases. TRUE/FALSE 19. The standard for dismissing, without notice, an employee who is on probation is lower than the normal standard which requires a finding that the employee fundamentally undermined the employment relationship. For a probationary employee the standard is one of “suitability”. TRUE/FALSE

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

Chapter 13: Answer Key Multiple choice 1. d 2. c 3. a 4. c 5. a 6. b 7. c 8. b 9. c 10. b True or False 1. true 2. true 3. false 4. true 5. false 6. false 7. true 8. true 9. true 10. true 11. true 12. true 13. true 14. true 15. false 16. false 17. false 18. false 19. true

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Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

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Chapter 14: Termination and Severance Pay Requirements Under the Employment Standards Act Multiple choice 1. Under Ontario’s ESA, what is the minimum statutory termination notice or pay in lieu of notice required for an employee who has worked for an employer for 4½ years and who is permanently laid off at the same time as 49 other employees? (a) 4 weeks (b) 5 weeks (c) 8 weeks (d) 12 weeks 2. Under Ontario’s ESA, a layoff will be considered temporary where: (a) the employee is off for no more than 13 weeks in any period of 20 consecutive weeks (b) the employee is off for no more than 35 weeks in any 52-week period (c) the employee is represented by a union (d) all of the above 3. An employee who decides to begin a court action for wrongful dismissal after filing a claim under the ESA must withdraw the statutory claim within: (a) one week of filing the claim (b) two weeks of filing the claim (c) three weeks of filing the claim (d) four weeks of filing the claim 4. Under Ontario’s ESA, what is the amount of individual termination notice or pay in lieu of notice required for an employee with 7½ years’ service? (a) 7 weeks (b) 7½ weeks (c) 7 months (d) 8 weeks 5. To remain eligible for statutory severance pay, an employee who has received notice of termination and wishes to resign during the notice period must give the employer at least: (a) one week’s written notice (b) two weeks’ written notice (c) three weeks’ written notice

Employment Law for Business and Human Resources Professionals, Revised 4th edition Test Bank: Instructor Version

4. false 5. false 6. true 7. true 8. true 9. false 10. true 11. true 12. true 13. false 14. true 15. true 16. false 17. false 18. false 19. false 20. true 21. false 22. false 23. true 24. false 25. true 26. false 27. false 28. false 29. true 30. false 31. false

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