do not need proper explaination

What is important to incorporate into ergonomic and safety programs, according to recent research? a. Behavioural characteristics of the most extreme employees on the job. b. Behovioural characteristics of the average employee on the job. c. Physical characteristics of the biggest and smallest employees on the job. d. Physical characteristics of the average employee in the job: e. Wellness initiatives. Clear my choice Calli Bergman contemplated her role in her new job as Health and Safety Officer at Eliteruna Co, a tuno harvesting and packaging operation on the East Coast of Canada. She thought about how the accepted level of workplace health and satety risks had evolved over time. As a result, she was very glad to be working in the current day, where a shared responsibility model and perspective was in place and enforced. As she thought about her exciting new responsibilities, she also realized that it was a very important and responsible role for the organization. She knew she would need to plan her "next steps" very carefully to ensure that she fulfilled the responsibilities of the position quickly. Caili quickly realizes that she needs to implement a workplace health and safety committee in her workploce, as it is: a. Recommended by most Worker's Compensation Boards as an alternative to formal labour hearings. b. Suggested by provincial labour legislation as one means of handling labour disputes. c. A key element of both federal and provincial labour legisiation. a. Aesponsibie for handiing compentation payouti. a. Recommended by most Worker's Compensation Boards as an alternotive to formal iabour heoringt. b. Suggested by provincial labour legislation as one means of handling labour disputer. c. A key element of both federal and provincial labour legisiotion. d. Responsible for handling compensation payouts. e. Not usuclly required in any workplace with 200 or less employees. Clear my choice It is illegal for a union to and for an employer to during the life of the controct. a. file grievances; terminate employees b. file grievances; lock out employees c. strike; lock out employees d. strike; provoke a strike e. strike; file grievances Clear my choice Labour legislation typically requires that a grievance that cannot be resolved between the parties be submitted to: a. A justice of the peoce whose decision will be final and binding b. A judge in a court of law whose decision will be final and binding c. An expert in alternative dispute resolution whose decision will be final d. A mediator or mediation committee whose decision is binding and finat. e. An arbitrator or arbitration board whose decision is final and binding Cleat my choice Martha's employer had always expressed a preference to have a non-unionized workforce. As the Director of the HR department, she had started noticing some odd behaviour and thought she recognized a focaf union organizer in the parking lot of the company during lunch break. In addition, she was receiving many more requests for intormation on compensation and benefits from employees than usual. She was particulariy concerned when she went for coffee with her long-time friend and colleague in the marketing orea, and her friend wouldn't give her a clear answer when she asked if there was anything new or interesting happening at the workpioce. Based on Martha's experience, the likely main explanation for individuals to be interested in joining a union at her workploce is: a. Good management explanation b. Job description explanation c. desire to poy union dues. d. union pull expianation e. Union push explanation