# STATEMENT Editing TRUE Voice FALSE X X 1 Human resource strategies should only be formed after a careful look at organizational strengths and weaknesses 2 it is illegal for employers to retaliate/get even with an employee who exercises their rights according to the Human Rights Act. 3 The Employment Equity Act requires federally regulated companies with more than 100 employees to set annual goals and submit reports to the government annually 4 The Employment Standards Act covers dress codes that should be followed in the workplace. 5 Glass ceiling is a term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rings of the corporate ladder, regardless of their qualifications or achievements 6 An organization chart displays the hierarchy of roles within a company and indicates who reports to whom 7 A department with a manager, two analysts and four consultants has three positions and three jobs according to the definitions discussed in week 5 of our class 8 Human Resources must develop their own strategies that may or may not be aligned to the corporate goals Job analysis data collection methods can include interviews, questionnaires, and observation 10 When decision-makers respond to human resource problems, this is referred to as proactive management 11 Employers have a duty to accommodate up to a level of undue hardship" in accommodating an employee's religious practices or an employee's disability 12 Job redesign may occur when technology changes necessitate changed procedures and responsibilities 13 Most human resource departments are service departments with line authority 14 Employers are allowed to use le detectors to screen employees, 15 The Employment Standards Act states that employers must provide discounts on the products and service to their employees 16 Reactive management refers to decision-makers anticipating problems before they arise Drug dependency can be considered a disability and thus is protected by discrimination Laws Minimum wages are at the discretion of the employer in Ontario 19 Legal direct discrimination is called bona fide occupational qualification 9 17 18