an 48 In wrongful dismissal actions, a key issue is the amount of notice necessary to terminate employment. When calculating reasonable notice, Canadian courts look at all but one of the following factors. Identify the EXCEPTION: ed out of Select one: O a. Availability of similar employment O b. Qualifications necessary to do the job. O c. The employee's length of service. O d. The length of time the business has been operating. on 49 Which of the following is UNTRUE? out of Select one: O a. An employer is vicariously liable for torts committed by its employees while on the job. O b. An employer can opt out of the Employment Standards Code. O c. An employer has a duty to provide pay. d. If your employment falls under federal jurisdiction, you turn to the tederal Canada Labour Code - Part II. on don 50 Alex was the Executive Director of human resources at Fictional Co. Ltd. One day, Alex was told to report to the loading dock for full time duty with a forty percent outback in pay. Alex would likely have an action against Fictional Co. Ltd, for: grad d out of ag lon Select one: a. Slander O b. Punitive reassignment. O c. Constructive dismissal, O d. Breach of fiduciary duty. estion 46 The Alberta Human Rights Commission does NOT have the ability to: st yot wered arked out of 00 Select one: O a. To sentence a party guilty of violating the Alberta Human Rights Act to a term of imprisonment. b. Award damages. O c. To make bylaws, O d. To receive, settle and investigate complaints. Flag Jeston muestion 47 All of the below are protected areas pursuant to the Alberta Human Rights Act, except for one. Identify the EXCEPTION? Marked out of 1.00 Flag Select one: O a Private clubs b. Goods and services O c. Tenancy O d. Publications