CHAPTER 21

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1. Procedures for resolving disputes between employers and employees when there is a certified union include

grievance
arbitration
legislation
a & b
all of the above

2. In order to have a right to invade the privacy of employees by searching their belongings when there is a bomb threat, an employer would have to be able to show that

all other alternatives to find the bomb and its source were exhausted
the employees voluntarily consented to the search
the police gave permission to do the search
the CEO of the employer gave permission to do the search
there was no bomb

3. A business may prefer to engage the services of independent contractors rather than employees because

the rate of tax on money earned as a result is lower
many statutory obligations apply only to the employer-employee relationship
profits have to be shared with employees
independent contractors must give notice before going on strike
all of the above

4. A taxi company may be held vicariously liable if one of its drivers

has an accident while operating a taxi
has a fist fight with a passenger
is shot by a pedestrian while parked at a cab stand
all of the above
none of the above

5. An employee who feels that she is subjected to discrimination by her employer can file a complaint with

the Canadian Charter of Rights and Freedoms
the Human Rights Commission
the Labour Relations Board
the Employment Equity Officer
the Secretary of the Privy Council

6. Legitimate defences to a charge of discrimination in hiring do not include

satisfying the cultural needs and expectations of the existing work group
bona fide occupation requirements
approved affirmative action plans
approved equity plans
reasonable necessity for a safe and efficient working environment

7. The consequences of an employer being found guilty of discriminatory practices can include

an order to hire or reinstate a specified individual
payment of monetary compensation
write a letter of apology
institute an affirmative action plan
all of the above

8. Before doing a background search on a job applicant, an employer should

verify the accuracy of the information in the applicant's resume
contact the Human Rights Commission
ensure that the applicant consents to the search
all of the above
none of the above

9. A restrictive covenant in an employment contract is designed to

protect the employer from use of the employer's contacts and other property by the employee after the relationship has been terminated
protect the employee from use of the employee's contacts and other property by the employer after the relationship has been terminated
prevent the employee from terminating the employment relationship
prevent the employer from terminating the employment relationship
prevent Human Rights legislation from applying to the employment relationship

10. Sexual harassment in the workplace does not include

unwelcome touching
telling inappropriate jokes
making comments about a person's appearance
displaying suggestive pictures
asking not to be disturbed