What step should managers take to avoid expensive and time-consuming litigation, resulting from not complying with human rights legislation?*

Managers should develop an awareness of their personal biases.

Unintentionally breaking human rights laws is not a punishable crime.

Managers should take a human rights course to ensure they understand the laws thoroughly.

Managers should use supervisors to deal directly with employees.

22. When managers ignore the legal aspects of HRM, what do they risk?*

being bad managers

incurring costly and time-consuming litigation

breaking employee codes of conduct

upsetting union officials

23. When balancing labour laws, business laws, and human rights legislation, which of the following is the most important?*

Human rights legislation has priority.

They are less important than labour law.

They are all equal.

They are as important as business law.

24. Who should be aware of their personal biases and how these attitudes can influence their dealings with one another?*

full-time employees

managers

all employees, including supervisors and managers

male employees

25. In addition to legislation, what else drives business to treat employees in certain ways?*

competition amongst employers

reduction in employee turnover

avoiding negative publicity

the morale of the employees

26. What actions must managers or HRMs take to ensure privacy legislation is upheld?*

Ensure that all personal information is not discarded.

Provide employees limited access to their online or paper personal files.

Acquire written permission for collection and use of employees' personal information.

Avoid collecting employees' personal information, unless it's work-related.

27. Why is systemic discrimination difficult to prove?*

The people affected don't want to talk about it.

Businesses may rationalize their actions by saying "we've always done it this way."

It's less understood than other forms of discrimination so people aren't aware.

Many employment barriers are hidden and unintentional.

28. What are the two basic employment laws for federally regulated companies?*

Canada Labour Standards Act and Canada Human Rights Act

Canada Labour Code and the Canadian Human Rights Act

Canada Human Rights Code and Labour Standards Act

Canada Human Rights Code and Canada Labour Act

29. In addition to spreading gossip or rumors, which of the following is considered bullying?*

participating in a group performance review

taking reasonable disciplinary action

vandalizing another person's belongings

expressing differences of opinions

30. Which government agency governs violations to health and safety statutes*

Workers' Compensation Act

Canadian Health, Safety, and Environmental Protection Act

Workers' Compensation Board

Canadian Border Services Agency

31. Which of the following should be included in a workplace anti-harassment policy?*

a list of provincial laws designed to help the victim of harassment

a statement that the company is committed to a harassment-free work environment

a description of the repercussions for those who are found guilty of harassment

specifications about when harassment should or shouldn't be reported

32. Which of the following best defines diversity management?*

employment of individuals in a fair and unbiased manner

the combination of organizational policies and practices that supports and maximize the benefits of different employee in order to reach business objectives

the basic equal opportunity obligations of employers

fairness in such areas as race, religion, and gender

33. Why might an organization choose to embrace diversity and inclusion?*

Culturally-diverse organizations are viewed more favourably in the media.

Visible minority group members often have natural trading links with overseas markets that can be useful in capturing new market share.

It can help drive innovation, engage employees, and enable business success.

Immigrant workers can often be hired for a lower salary.

34. Which statement best describes diversity initiatives?*

Pay equity is an important element of a diversity management initiative.

Diversity initiatives should be undertaken slowly so that the change is an evolutionary process.

Employment equity compliance meets all the requirements of a diversity management initiative.

Once the concept of diversity initiatives is understood, change should occur rapidly.

35. What is an example of an effective non-discriminatory practice?*

a formal job posting targeted to particular underrepresented groups

promoting employees based on seniority

word-of-mouth recruitment

internal job postings