 Show Name : Clas s: Dat e: Chapter 3 Foundations of Recruitment and Selection II: Legal Issues 1. What are the four legal means that affect employment practices in recruitment and selection? a. constitutional law, human rights law, employment equity, and labour law b. constitutional law, criminal law, civil law, and labour law c. criminal law, labour law, employment equity, and federal law d. human rights law, employment equity, labour law, and civil law ANSWER: a 2. Which of the following laws do NOT regulate recruitment and selection within an organization? a. Canadian Charter of Rights and Freedoms b. human rights legislation c. constitutional law d. criminal law ANSWER: d 3. With respect to recruitment and selection, what legislation has precedence over all other legislation? a. constitutional law b. human rights law c. Canada labour law d. employment equity legislation ANSWER: a 4. Which of the following is/are NOT covered by the Canadian Human Rights Act? a. crown corporations b. banks c. Canada Post d. BC labour laws ANSWER: d 5. Which of the following is responsible for the enforcement of the Canadian Human Rights Act? a. Canadian Human Rights Tribunal b. Canadian Human Rights Commission c. Canadian Human Rights Labour Board d. Human Resources Development Canada ANSWER: b 6. A school teacher has HIV, and the parents of many of the students have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is not in contact with the children. Which statement applies to this situation? a. It is not discrimination because there is a safety concern for employees and students. Copyright Cengage Learning. Powered by Cognero.Page 1 What is the intent of the federal Employment Equity Act?The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfillment of that goal, to correct the conditions of disadvantage in employment experienced by women, aboriginal peoples, persons with ...
What best describes the four fifth rule?The Four-Fifths rule states that if the selection rate for a certain group is less than 80 percent of that of the group with the highest selection rate, there is adverse impact on that group.
Which of the following groups is required to comply with the Employment Equity Act?Any organization or business (with at least 100 employees) that is regulated by the federal government has a legal obligation to comply with the Employment Equity Act.
How many key legal sources influence Canadian recruitment and selection employment practices?Four legal sources affect Canadian employment practices in recruitment and selection: (1) constitutional law; (2) human rights law; (3) employment equity legislation; and 4) labour law, employment standards, and related legislation. Constitutional law is the supreme law of Canada.
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Which of the following is an example of effective practices for nondiscriminatory recruiting?
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